Reframing Power in Leadership: From Control to Clarity
Empowerment is one of the most talked-about leadership goals. And one of the hardest to do well.
Too often, we tell people they’re empowered, but then second-guess their decisions. Or we delegate something and unintentionally micromanage the outcome. The result? Frustration, mixed messages, and a lack of trust on both sides.
To truly empower a team, we need to reframe what power looks like in modern leadership.
From Positional Power to Shared Influence
Traditional leadership often relies on positional power. You have the title, so you make the call. But the most effective leaders today focus on shared influence. They create environments where others step into ownership, even if they don’t have formal authority.
These are the culture keepers, stewards, and trusted voices in the room. They may not be the most senior, but they shape how decisions get made and how work gets done.
This shift doesn’t mean leaders step back. It means they become more intentional about when to lead from the front, when to create space for others, and how to build alignment along the way.
Define Who Decides What
Empowerment without structure leads to confusion. That’s why clarifying decision-making rights early is critical.
Whether your team uses a framework like RACI or RAPID, or something more informal, the key is clarity. Who owns the decision? Who needs to be consulted? What are the boundaries?
One executive team I’ve worked with set a clear norm: each leader has full decision-making authority in their area, unless the decision involves a budget over a certain amount. At that point, cross-team alignment is needed. It’s simple, but it works — because everyone knows the rules of engagement.
And just as important as the structure is the follow-through. If you delegate something, let it go. Let your team succeed or fail without stepping in to steer the wheel halfway through.
Accountability Without Micromanagement
Micromanagement often comes from good intentions. You want things to go well. You want to support the team. But if expectations aren’t clear, support can start to feel like control.
Here are a few conversation starters to build mutual understanding:
What does accountability look like to each of us?
When do you feel trusted? When do you feel micromanaged?
How do we want to stay in sync without slowing each other down?
In hybrid and remote teams, one simple practice can help. A short daily stand-up, just 10 to 15 minutes, gives everyone visibility and connection. It builds momentum without the need for over-monitoring.
Leadership Is a Balancing Act
Reframing power means getting clear on when to lead decisively and when to let others take control.
It’s a balance of confidence and collaboration, creating space and offering support, and being clear without being controlling.
When leaders get this right, teams don’t just feel empowered. They are empowered, and they deliver better results because of it.
Want help building a culture your team actually experiences day to day? Let’s talk.
Liv Olson is an executive coach and facilitator specializing in team effectiveness. She partners with financial services leaders and their teams to strengthen clarity, confidence, and collaboration.