It’s scientifically proven: Power changes us. It makes us more self-confident, more willing to take risks and less empathetic. There is no organization, no company, in which there are no power issues. Access to resources and size of decision space are often important issues in corporate reality (number of employees, proximity to the board, decision space). It also plays an essential role in relationships.
It surrounds us, and yet we are often shy about calling power by its name.
One of my teachers, Dr. Max Schupbach, once said that most conflicts are conflicts of rank. We are often unaware of privilege, of our rank, of the expression of our power. We usually undervalue our privileges. Recently, a sales manager told me in coaching, amazed, that it was only when she talked to other managers that she realized that actually the whole company was massively supporting her department and that since the beginning of the year she had been able to do everything the way she wanted. The others were starting to get a little gruff because she was taking it all for granted. We see the privileges of others much more clearly than our own, often causing confusion and triggering a lack of understanding.
A division manager complained in coaching that he never gets feedback from his team leaders. But he had not yet created a space and guardrails for his leadership team on how he would like to receive feedback. And it’s dangerous for a lower-ranking employee to just give feedback to the boss.
This workshop is about getting to know one’s own privileges better and becoming more aware of the “power profile” that each individual has. In addition, we will deal with power dynamics in order to deal more consciously with our own power and to be able to act more confidently in rank conflicts.
If you would like to be part of the next starting workshop, just send me an e-mail.
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