Of all the things that separate companies that remain continuously profitable, enjoy the benefits of cutting edge innovation, and excel as leaders in global markets from those who strive to survive is the dedicated involvement and commitment of an army of passionate workers.
The problem is that passionate workers are not created by corporate mandate but are instead the result of great-souled leadership.
To understand this premise, we must distinguish between authority and power. Authority is something conferred by the formal organization that entitles a manager to make decisions, resolve disputes, and direct subordinates. In order to reinforce these prerogatives, those who receive authority are often invested with the symbols of office indicating privileged status, such as reserved parking space or keys to the executive washroom.
Power, on the other hand, is a notion broader than that of officially assigned authority. It involves a general capacity to influence the beliefs and conduct of others even without formal title. It is often the case that those lacking formal authority nevertheless command considerable amounts of power.
Obviously, without such alignment, leaders lead in name only—have subordinates, but not passionate followers.
They have the authority, but not the power to lead effectively. Subordinates may comply with leadership mandates publicly but show no passion privately, with the result that institutional objectives are far less likely to be achieved.
Simply put, without the convergence of authority and power, there is no effective leadership. An executive might occupy a lavish and much sought-after office, but still not have any meaningful capacity to lead.
What does it take to solve the problem of how to reconcile authority with power?
Sanctions and rewards may help ease the problem, but they won’t effectively reconcile authority with power.
Leadership through trust would be more likely to turn subordinates into passionate followers. The trouble is that trust cannot be acquired in the market at a price. And an army of consultants cannot build it overnight.
Trust must be nurtured over time – and it comes only to those leaders who have dedicated themselves to a higher life code.
That’s the essence of great-souled leadership.
As discussed in the Ten Golden Rules Of Leadership,great-souled leaders are morally astute individuals; dedicate themselves to a higher standard of personal conduct; don’t hold grudges and ill will against those who offend; are ready to assist those who are in need without asking something in return; remain calm in the face of crisis; dedicate themselves to principle without compromise; resist the temptation of petty vanities that impassion and misguide most people; are indifferent to status distinction of money, power, and titles; maintain personal integrity; and never submit to personal compromise.
Simply put, great-souled leaders earn the trust, respect, and admiration of their subordinates through their character, not through the authority conferred upon them by the corporate chart.
That’s the most effective way to reconcile authority with power.
