50. Handling Workplace Power Struggles
How to resolve internal conflicts rooted in authority and control.
Imagine this - A senior manager and a department head frequently clash over decisions, each trying to assert their authority. Meanwhile, a long-serving employee resists direction from a newly promoted leader, questioning every decision. The result?
Tensions rise, leading to an unhealthy work environment.
Productivity declines as decisions become stalled by conflict.
Employees feel forced to “pick sides,” creating division.
Innovation and progress are blocked by ego-driven battles.
Power struggles arise when two or more individuals compete for authority, influence, or control within the workplace. These struggles can be open (aggressive confrontations) or passive (subtle sabotage, resistance, or manipulation). Left unchecked, they damage morale, disrupt collaboration, and create an “us vs. them” culture.
HR psychology tells us that power struggles often stem from insecurity, unclear roles, or leadership failures. If not addressed, they can escalate into long-term organisational dysfunction.
The challenge? How do you recognise, defuse, and prevent power struggles while fostering a culture of collaboration and respect?
The Solution – A Three-Part Approach - Identify, Intervene, and Reshape
Effectively managing power struggles requires identifying their root causes, addressing the conflict constructively, and reshaping workplace dynamics to prevent future struggles. Here’s how to restore harmony and maintain strong leadership structures.
1. Identify the Root Cause of Power Struggles Before They Escalate
Power struggles are not always obvious—they often manifest as clashing personalities, resistance to authority, or strategic manoeuvring.
A. Recognise Common Signs of Power Struggles
Frequent disagreements between key employees or leaders.
Excessive need for approval or validation from senior management.
Resistance to following directives or implementing change.
Employees undermining each other through gossip, passive-aggressiveness, or withholding information.
Lack of cooperation or refusal to compromise on key issues.
Red Flag - If conflicts consistently stall decision-making, the issue may be a struggle for influence rather than a genuine difference of opinion.
B. Understand the Psychological Drivers Behind Power Struggles
Employees and leaders engage in power struggles due to -
Fear of losing control – Feeling threatened by changes in hierarchy or decision-making.
Ego and status concerns – Wanting recognition, validation, or dominance.
Unclear leadership roles – Ambiguous authority lines causing territorial disputes.
Competitiveness or insecurity – Seeing colleagues as threats rather than collaborators.
Resistance to new leadership – Struggling to accept authority from a recently promoted individual.
HR Psychology Insight - People are more likely to engage in power struggles when they feel their professional identity, authority, or status is under threat.
2. Intervene Strategically to Diffuse Power Struggles
Once a power struggle is identified, leaders must act quickly to prevent escalation.
A. Hold Private Conversations to Address the Conflict
Rather than publicly calling out employees in a power struggle, address the issue privately -
Meet separately with each individual involved to understand their concerns.
Acknowledge their perspective while reinforcing company goals.
Example - “I understand that you feel strongly about this, but our priority is team success, not individual authority.”
Ask solution-oriented questions.
“How can we work together to resolve this so that everyone benefits?”
HR Best Practice - Employees are more willing to compromise when they feel heard and validated rather than reprimanded.
B. Reaffirm Leadership Structure and Decision-Making Authority
Power struggles often arise due to unclear or overlapping authority. To prevent confusion -
Clarify roles and responsibilities in writing.
Reinforce decision-making processes to remove ambiguity.
Ensure leadership structures are respected without micromanagement.
Red Flag - If employees frequently challenge leadership decisions, it suggests a lack of confidence in the chain of command.
C. Implement Mediation for High-Stakes Power Struggles
If two leaders or key employees refuse to cooperate, consider professional mediation -
A neutral third-party mediator can facilitate discussions.
Both parties must express concerns openly and propose solutions.
A compromise agreement should be established to ensure long-term cooperation.
HR Psychology Insight - Mediation works best when both parties see mutual benefits in resolution rather than focusing on “winning” the conflict.
3. Reshape Workplace Dynamics to Prevent Future Power Struggles
Once the immediate power struggle is resolved, leaders must reinforce a culture that prioritises collaboration over competition.
A. Foster a Leadership Culture Based on Influence, Not Domination
Encourage leaders to earn respect through expertise, not authority alone.
Reward teamwork and cross-department collaboration.
Promote a servant-leadership approach—leaders should empower, not overpower.
Red Flag - If leaders rely solely on their title for influence, power struggles will continue as employees resist authoritative control.
B. Create Conflict Resolution Protocols That Minimise Power Struggles
Establish clear guidelines for resolving disagreements professionally.
Encourage structured debates where all perspectives are considered.
Provide leadership training on conflict management and negotiation skills.
HR Best Practice - Companies with formalised conflict resolution policies experience fewer power struggles because employees know how disputes will be handled.
C. Recognise and Reward Collaborative Behaviours
Celebrate teams that demonstrate strong cooperation.
Publicly acknowledge employees who resolve conflicts constructively.
Tie leadership promotions to teamwork and emotional intelligence, not just technical skills.
HR Psychology Insight - Employees who see that collaboration leads to career growth are less likely to engage in destructive power struggles.
Reflective Scenario – What Would You Do?
A long-serving employee continuously challenges a new manager’s decisions, undermining their authority in meetings and influencing colleagues to resist changes. The manager feels disrespected, while the employee claims they are “just looking out for the company.”
Using the strategies above, you might -
Privately meet with the employee to understand their concerns.
Reinforce the manager’s role while inviting constructive input.
Clarify that professional disagreements are fine, but undermining leadership is not.
Encourage collaboration through team-building and shared decision-making.
Monitor behaviour and intervene if resistance continues.
By balancing authority with open communication, you ensure employees respect leadership while still feeling valued.
Golden Nugget - "A strong workplace isn’t built on control—it’s built on collaboration, clarity, and respect for leadership structures."
By identifying power struggles early, addressing conflicts with fairness, and promoting a cooperative leadership culture, SME leaders can eliminate workplace tensions and create an environment where influence is earned, not fought over.