What Are the 12 Types of Power in the Workplace and How Are They Used?

Understanding the different types of power is essential for effective leadership and organizational influence. Based on mainstream leadership theories, the 12 distinct types of power identified by social psychologists John R.P. French and Bertram Raven provide a framework for leaders to engage, motivate, and guide their teams. Effectively leveraging a combination of these powers, particularly personal powers like expert and referent power, is key to sustainable leadership and positive employee outcomes.

What is Legitimate Power?

Legitimate power stems from a person's formal position or title within an organization's hierarchy. This authority grants the individual the right to make decisions and expect compliance from subordinates. Commonly found in structured environments like the military or large corporations, legitimate power helps establish order and ensures everyone works toward shared organizational goals. For example, a department manager has the legitimate power to assign tasks to their team. While essential for structure, over-reliance on legitimate power alone can undermine morale if not balanced with other, more personal forms of influence.

How Does Reward Power Influence Behavior?

Reward power is the ability to offer incentives for desired behavior. Leaders with this power can motivate employees through promotions, bonuses, public recognition, or other valued benefits. This approach reinforces positive actions and can boost morale and productivity. When used fairly, reward power helps employees feel valued and strengthens their connection to the company. However, its effectiveness depends on the rewards being meaningful and attainable; if perceived as unattainable or unfair, it can have a demotivating effect.

What Makes Expert Power So Effective?

Expert power is derived from an individual's deep knowledge, skills, or experience in a specific area. Unlike legitimate power, it is earned, not given by a title. A senior engineer who is the go-to person for solving complex technical problems possesses expert power. This type of power builds credibility and respect across all levels of an organization. Colleagues are more likely to trust and follow the guidance of a recognized expert, making this one of the most influential and sustainable forms of power. Leaders can build expert power by continuously developing their skills and willingly sharing their knowledge.

Can Referent Power Build Stronger Teams?

Referent power arises from a leader's charisma, interpersonal skills, and ability to build strong, respectful relationships. Employees follow a leader with referent power because they admire and like them, leading to high levels of loyalty and a positive work environment. This power is built on traits like integrity, empathy, and effective communication. Leaders with strong referent power can inspire teams to achieve great things through personal connection rather than formal authority. Building this power requires a genuine interest in employees' well-being and consistent, trustworthy behavior.

When is Coercive Power Used?

Coercive power is the ability to influence others through threats, punishment, or negative consequences. A manager might use it to enforce rules by threatening disciplinary action for non-compliance. While it can produce immediate results in specific situations (e.g., ensuring safety protocols are followed), it is widely considered the least effective power for long-term leadership. Based on our assessment experience, overuse of coercive power often leads to fear, resentment, low morale, and high employee turnover. It should be used sparingly and only when absolutely necessary.

How Does Informational Power Control Situations?

Informational power comes from controlling access to critical data or knowledge that others need. An analyst who possesses key market data or an executive with exclusive knowledge of a merger holds informational power. This power can be used to guide decisions and strategies. However, if wielded unethically—by withholding or distorting information—it can create toxic environments of mistrust. Ethically, informational power should be used to empower teams with the knowledge they need to succeed.

What is the Role of Connection Power?

Connection power, or network power, is influence gained through associations with influential people inside or outside the organization. An employee who has a strong relationship with senior leadership can use those connections to secure resources or expedite projects for their team. Building a broad and strategic professional network is key to developing this power. While useful, its effectiveness is tied to the strength of those relationships and should be complemented by one's own competence to be sustainable.

Other Key Types of Power

• Charismatic Power: Similar to referent power, this is driven by a leader's compelling charm and ability to inspire enthusiasm.
• Moral Power: Rooted in a leader's strong ethical principles and values, which inspire trust and emulation from the team.
• Political Power: The ability to navigate organizational dynamics, build alliances, and influence decision-making processes.
• Founder Power: The inherent authority and vision carried by the creator of an organization, often commanding deep respect.
• Integrity Power: The influence gained from a consistent, unwavering commitment to honesty and ethical conduct.

How Can You Gain Positive Influence at Work?

Building power does not require a formal title. Here are actionable strategies based on proven HR practices:

• Develop Expertise: Continuously invest in your skills and become the go-to person in your area. Expert power is one of the most reliable forms of influence.
• Build Authentic Relationships: Network across departments and show genuine interest in your colleagues. Strong relationships are the foundation of referent and connection power.
• Demonstrate Reliability and Initiative: Consistently deliver high-quality work and proactively solve problems. This builds your reputation and credibility, making others more likely to trust and follow your lead.
• Act with Integrity: Always be honest and ethical. Trust is the currency of effective influence, and moral power is highly sustainable.

In summary, the most effective leaders understand that power is not monolithic. They skillfully blend different types of power—relying heavily on earned powers like expert and referent power while using formal authority like legitimate power appropriately—to create a motivated, loyal, and high-performing team.