All language subtitles for PMGT840 - Personal vs. Positional Power

Hello, everyone. Welcome to my
PowerPoint, which is a comparison of

and personal power.

Defining power type.

The two forms of power in leadership are
positional power and personal power,

which are two different but
interdependent types of power.

Positional power is used with reference
to position authority or status in an

organization.

It is delegated in the form of manager,
director, or team leader, and is usually

enforced by the rule, policies, and
structure.

As an example, a supervisor is able to
delegate and or coach performance due to

his or her position.

In contrast, personal power is based on
personal abilities, including charisma,

experience, honesty, and how to move
others.

It is not assigned unlike positional
power, but it is earned through

relationship, trust, and credibility.

As an example, a fellow worker with a
consistent show of good problem -solving

abilities and empathetic nature can
drive team decision -making without

necessarily having any titles.

The distinction between these two types
of power can assist a leader in the

realm of navigating team dynamics.

as both types are often vital to the
processes of engaging, collaborating,

performing various leadership
situations.

Comparing utility in projects.

Position and personal power are good,
but personal power is more useful in the

management of a project.

Positional power might guarantee
orderliness and bring structure,

when speedy decision and obedience are
required.

nevertheless its impact is normally
confined to the extent of authority and

organization awarded it may slacken when
the title is taken away personal power

however brings about voluntary
cooperation intrinsic motive and trust

critical in current project conditions
where individuals usually cooperate in

cross -functional ways and in situations
where there is no strict hierarchy.

Leaders building on personal power
create a buy -in as opposed to

and this fosters innovation and
responsibility.

Additionally, personal power is
sustainable in the sense that it is

mutual understanding and emotional
intelligence.

In addition, although good leaders might
exercise both forms of According

to situational means, personal power can
be more flexible and effective in

directing the actions of teams to
achieve common objectives, particularly

the task at hand is ambiguous or
complex.

Improving personal power.

The enhancement of personal power plays
a crucial role in the long -term

leadership performance, particularly in
terms of the team working environment.

Building of expertise is one of the
approaches.

Teens and peers are more likely to trust
and respect the leaders who always

possess and profound knowledge about the
sphere.

This adds credibility and makes them the
people to turn to when seeking

guidance. and in decision making.

The other significant technique is to
establish good interpersonal

benefiting empathy, active listening,
and respect of others.

Team members listening to and being
heard from feeling they are valued have

increased chances of following and
accepting the vision of the leader.

The third strategy entails authentic and
consistent communication practice.

This involves giving constructive and
open feedback, setting exemplary moral

leadership, and embracing discussions.

Open communication helps leaders to be
felt closer and reliable.

In order to develop personal power, an
individual may take part in leadership

training, have a mentor, and request
constructive feedback.

Such practices can increase your
influence not only but also provide

a good platform of meaningful leadership
impact.

Thank you for your attention, and I
welcome any questions or feedback.