Understanding the dynamics of power is critical in leadership, management, and everyday human interactions.
French and Raven’s seminal model of power identifies five types of power—reward, coercive, expert, referent, and legitimate.
These power bases are widely regarded as the foundation for analyzing influence and authority.
However, it’s time to consider a sixth form of power: informational power.
Let’s look at these six types of power and get some insights into their applications and limitations.
Reward Power: Motivating Through Incentives
Reward power arises when you can offer incentives or rewards to others to influence their behavior.
These rewards can range from tangible items, such as promotions or bonuses, to intangible benefits, such as recognition or praise.
Reward power is particularly effective in organizational settings where performance incentives motivate teams.
However, over-reliance on rewards can create dependency, reducing intrinsic motivation and fostering a transactional rather than transformational relationship.
For example, a manager offering a team member a bonus for exceeding sales targets wields reward power.
This approach is often short-term; the behavior might cease once the reward is removed.
Coercive Power: Driving Compliance Through Fear
Coercive power stems from the ability to enforce consequences or punishment.
It’s often associated with fear-based leadership, where individuals comply to avoid adverse outcomes.
Coercive power can ensure short-term compliance, but it erodes trust and loyalty over time.
In extreme cases, coercive power manifests as authoritarian control.
For example, a supervisor threatening termination for missed deadlines exerts coercive power.
While it can be effective in crisis scenarios, its overuse typically leads to resentment and decreased morale.
Expert Power: Authority Based on Knowledge
Expert power is rooted in an individual’s skills, expertise, or knowledge.
It generates respect and trust, as others rely on this person’s competence to guide decision-making.
Expert power is often seen in fields requiring technical knowledge, such as medicine, engineering, or law.
This type of power is sustainable because it’s tied to credibility.
For instance, a AI specialist advising a company on digitizing their operations.
The more an expert demonstrates proven results, the stronger their influence becomes.
However, it’s important to stay updated and continuously improve to maintain this power.
Referent Power: Influence Through Charisma
Referent power arises from personal characteristics, such as charisma, likability, or shared values.
People with high referent power inspire loyalty and admiration, which makes them highly effective in leadership roles.
For example, a well-loved CEO who inspires employees through a compelling vision wields referent power.
Unlike coercive or reward power, referent power is relational and grows stronger with trust.
However, it can be risky if it’s not accompanied by competence; a leader who lacks expertise but relies solely on charm might lead followers astray.
Legitimate Power: Authority Granted by Role
Legitimate power stems from a person’s official position or role within an organization or society.
This form of power is formalized and often reinforced by rules or contracts.
For example, a judge’s authority in a courtroom or a manager’s directive power in a workplace represents legitimate power.
While it commands respect, legitimate power is often limited to the boundaries of the role.
A manager’s power might fade outside the office, demonstrating its contextual nature.
This type of power must be complemented by ethical behavior and competence to maintain respect.
Informational Power: The Sixth Type
In a digital age, informational power plays an increasingly critical role.
Informational power is derived from possessing valuable data, insights, or knowledge and effectively using it to influence others.
This power type is distinct from expert power, as it focuses on controlling access to information rather than technical expertise.
For instance, a journalist breaking a major story or a whistleblower exposing corruption holds informational power.
Similarly, in corporate settings, leaders who effectively communicate strategies and key insights wield this power.
Informational power thrives in environments where transparency is limited, and access to data is critical.
While it can drive significant change, misuse of informational power can have destructive consequences.
Integrating Informational Power into Leadership
Modern leadership demands a nuanced understanding of all six types of power.
Leaders who combine legitimate authority with the ability to offer rewards, wield expertise, and inspire through charisma are effective in most situations.
Adding informational power to this mix ensures adaptability.
For example, consider an AI company CEO navigating an industry disruption.
This leader might:
- Use expert power to provide innovative solutions.
- Leverage referent power to rally the team around a common vision.
- Apply informational power to ensure stakeholders understand the market challenges.
Balancing these power types fosters trust, collaboration, and sustained influence.
The Ethical Implications of Power
Power is not inherently positive or negative; its ethical implications depend on how it’s wielded.
Reward and referent powers tend to build relationships, while coercive power can damage them.
Informational power introduces new challenges, including the responsibility to manage data ethically.
For organizations and leaders, self-awareness is key. Regularly assessing how power is used—and ensuring that it aligns with broader values—creates an environment where influence serves the collective good.
References
Kovach, Mary (2020) “Leader Influence: A Research Review of French & Raven’s (1959) Power Dynamics,”
The Journal of Values-Based Leadership: Vol. 13 : Iss. 2 , Article 15.
DOI: https://doi.org/10.22543/0733.132.1312
Available at: https://scholar.valpo.edu/jvbl/vol13/iss2/15