Why we need to talk about power inside our organisations
Power shows up in every organisation, whether we name it or not.
In social impact work, most of us are deeply aware of power. We see how it plays out in the world around us, and we want to do better. But when it comes to our own teams and organisations, power often feels like something we should avoid. It makes people uncomfortable.
A lot of mission-driven groups try to reduce the perception of power by flattening everything.
No clear roles, no titles, no hierarchy. Just shared values and good intentions.
But avoiding power isn’t the same as transforming it.
When we don’t make power visible, it doesn’t disappear. It just goes underground. Influence still shows up, through relationships, confidence, seniority, or proximity to funding, but it becomes harder to name and harder to navigate.
That’s when things get messy. Decisions happen in backchannels. Some people feel shut out. Others take on too much without support. Confusion and tension grow quietly.
Most of us do this because we’ve only ever seen power used to dominate or control. So instead of reshaping how power works, we try to erase it altogether.
But power is not the enemy. It is a part of any group of humans trying to do something together. The question is not how we get rid of it, but how we make it visible, shared, and accountable.
Power-sharing is about being clear about where power sits, how it moves, and how others can be part of it. It means designing processes that make space for voice, feedback, and participation, without leaving everything vague or exhausting.
Working with power, instead of hiding or squashing it, is how we build organisations that are honest, caring, and sustainable. When we name who holds what, how decisions are made, and where people can speak up, we create the conditions for real trust and collaboration.
Power doesn’t have to be something we fear. It can be something we work with, wisely and together.