Municipal Matters: Power over, or power with? The leadership style that shapes culture

By Ann Mitchell on May 22, 2025.

As leaders both our actions and words have deep impact on both those we serve and those we lead. Leaders with high emotional intelligence understand the impact that this has on those who surround and support them. This includes both the intended and unintended consequences of our words and actions.

Leadership can also be looked at as having personal power or positional power. Do you follow someone’s vision because you believe in them as an individual or do you follow someone because of their position?

There are many leaders that don’t fully appreciate personal power and may instead rely on their rank or position to have influence. This steps into the concept of power over and power with.

The concept of power over and power with have had a profound impact on leadership dynamics in every organization over the past several decades. Those who lead from a place of power over use coercion, domination and control. They believe that power is finite and may use intimidation to hoard power.

Those who lead using the concept of power with on the other hand, believe that power is more infinite and expands when shared with others.

Leaders who share power normalize discomfort and focus on meaningful change and continuous improvement. These types of leaders feel that they are in service to others, and they take that responsibility seriously. Power with concentrates on relationships and is built on respect and collaborative decision making.

As Brené Brown states, for those leaders who use power over rather than power with, “Being right is more important than getting it right.” She also continues that those who use power with, “Getting it right is more important than being right.” The word empower is defined as allowing others to be their best selves and leading from a place of alliance. The theory of power with grants this to individuals.

In organizations such as public sector or local government, teamwork is key. Organizations that strive for a power with rather than power over approach foster collaboration, trust, and shared ownership among employees and stakeholders. This inclusive model emphasizes mutual respect and collective decision-making, empowering individuals to contribute meaningfully rather than simply comply with top-down directives.

By valuing diverse perspectives and distributing authority, organizations create a culture of engagement and accountability, which often leads to more innovative solutions, stronger morale, and long-term success.

Ann Mitchell is the chief administrative officer for the City of Medicine Hat

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