How Sharing Power Transforms Businesses and Frees Time

By Dr. Michael Burns

Recently, I wrote about the tremendous business impact of leaders using referent power and how it creates environments driven by trust, not fear. At the heart of this is communication. Referent power is how the control freak can become more comfortable with delegating.

The Risks of Micromanaging

I’ve all seen it: the coercive boss who hoards power and likes to be a part of every decision. They worry if they delegate they will be seen as less valuable. The bottom line is that leaders who really understand the value of referent power, who really get to know their teams and communicate on a calm, sincere level, will gain more than respect and loyalty. They gain higher-performing teams and will be seen as invaluable to their superiors.

However, the problem many people in power face is that they’re uncomfortable distributing power and become micromanagers who sow distrust in everyone’s decision-making by being punitive when people think for themselves. Micromanagement communicates that only the leader possesses the power to make decisions and this creates many forms of negative communication and distrust, the opposite of referent power. 

This is the leader operating from the standpoint of fear rather than growth. Not to mention the time you lose when micromanaging every decision.

The Opportunities of Shared Power

People don’t realize that giving power—creating opportunities for people to learn, innovate, and develop new ideas—does not have to mean giving up anything. In fact, it is the exact opposite when it comes to referent power—distributing power rather than hoarding it results in more power for the leader.

In the world of academic research and scholarship, we call this ‘shared power’. It’s obvious, simple, and leads to better outcomes. When shared power is present, there’s cooperation which results in collective survival, personal growth, and trust and prevents abuse. The key here, for business leaders, entrepreneurs, and anyone who actually wants to build their referent power, is cooperation. And we know why: no one goes out of their way to communicate with a micromanaging jerk. It’s disempowering, insulting, demoralizing, and unpleasant and it’s so common in many parts of our lives.

Cultivating Empowerment

The opposite, of course, is empowerment. Empowerment is the key to creating a culture that’s flexible and innovative—a culture where people not only want to be but one they want to stay a part of. As a leader, yes, I get it. Sometimes, it’s hard to delegate. I will admit it, I’m a control freak and I’m hardly the only one out there. Letting go of the reins isn’t easy and sharing the wheel can feel unnatural. But if you develop the team correctly, this will help all of you control freaks out there the same way it does for me.

Find ways to empower your employees so you don’t have to micromanage. Teach and train them properly and spend time developing their skills. This upfront investment not only builds trust but will give you something we all wish we had more of, time. I often find that leaders who are the most overworked are micromanagers who don’t properly train their teams. When I ask them about why they are hesitant to share responsibilities they usually don’t have confidence in their teams’ abilities. That is not the teams’ fault, that is the leader’s fault. The empowerment process starts with a clear vision and proper training.

Putting It All Together

Leading with referent power and sharing it makes everyone’s life easier. The most innovative and successful businesses embrace empowerment. This is not easy for my fellow control freaks out there, but remember the only way we improve is by admitting our faults and working on them. I challenge the control freaks reading this to take a small step and delegate something today, empower your employee. I also challenge you to reevaluate how you are training your employees and admit that you might be the reason for the lack of confidence you have in your team. I promise you, it’s not as hard as you think and the time you will gain is well worth it.

About Dr. Michael Burns

Dr. Michael Burns is a professor, trainer, consultant, and coach passionate about human communication. With a Ph.D. in the field, he blends academic research with practical experience to help people and organizations improve their communication skills—key for success in all areas of life.

He loves bringing the classroom to the industry and has worked with companies and people worldwide. As the founder of Burns Learning, he collaborates with diverse leaders to re-humanize their businesses and lives through impactful communication skills.

Dr. Burns continues his love for teaching by leading courses for our new Lupa Career Accelerator program, supporting Latin American professionals in their search for better job opportunities in the U.S.