Every organization runs on more than just formal rules and procedures – it runs on power and politics.

Power is the ability to influence others and control resources, while organizational politics refers to the informal strategies people use to gain advantage or support. These forces are often the hidden currents that determine which projects get approved, who gets promoted, or how decisions are really made.

Savvy leaders understand that, beyond official policies, relationships and unwritten norms often drive outcomes.

In practice, this means that even a logical, well-planned proposal might succeed or fail based on who champions it.

A manager could follow every guideline yet still hit roadblocks if they haven’t garnered enough support or navigated office politics wisely.

This isn’t about backroom deals or unethical ploys – it’s about understanding the human dynamics in your workplace. Recognizing power dynamics helps leaders and organizational development (OD) professionals facilitate change effectively.

For example, consider a cross-department project. Officially, the project leader has authority, but an influential veteran employee with no formal title might quietly sway the team’s direction.

The project leader can improve buy-in and outcomes by acknowledging such informal influencers and engaging them. Experienced practitioners treat power and politics as realities to manage, not problems to avoid.

Embracing this perspective sets the foundation for positively harnessing power in any organization.