Leadership, at its core, is about guiding, influencing, and inspiring others to achieve a common goal. But what happens when a leader becomes intoxicated with power, trading influence for control and guidance for domination? It’s a slow, often unnoticed descent that turns even the most well-meaning individuals into rulers of their own little kingdoms. Left unchecked, absolute power doesn’t just corrupt—it obliterates effectiveness, alienates teams, and builds a culture of fear rather than trust.
Imagine this: You’ve worked hard, climbed the corporate ladder, and now find yourself at the helm of an organization OR you’ve worked hard to build your start-up and now find yourself at the helm of its affairs. People respect you, and for the first time, you’re fully in control. But with this control comes a sneaky temptation—one that has seduced leaders throughout history. It’s the belief that because you hold power, you should wield it absolutely.
As Lord Acton famously said, “Power tends to corrupt, and absolute power corrupts absolutely.” Leaders who once embraced collaboration and transparency may start to dismiss the ideas of others, convinced that their authority means their decisions are always correct. This descent into power intoxication rarely happens overnight.
Early signs of power intoxication often show up subtly:
- Ignoring team input or dismissing constructive criticism
- Micromanaging tasks, convinced that “no one else can do it right”
- Taking all the credit for team success while blaming others for failure
- Seeing dissent or disagreement as disloyalty
Power tends to corrupt, and absolute power corrupts absolutely
When left unchecked, these behaviours erode trust, stifle innovation, and cripple an organization’s ability to grow. In fact, studies have shown that authoritarian leadership styles can reduce employee engagement by up to 70%, and teams under such leadership are 30% less likely to perform well. Leadership, when driven by the intoxication of power, not only loses effectiveness but destroys the very essence of what makes a great leader.
The seductive nature of power intoxication is that it convinces you that you’re doing the right thing. After all, you’re the leader—shouldn’t you know best? Innovation dies when team members no longer feel safe sharing ideas. Morale drops as employees’ sense their voices don’t matter. And decision-making becomes myopic, with a single person’s perspective dominating all others.
Elizabeth Holmes, the once-celebrated CEO of Theranos was hailed as a visionary, someone who would revolutionize healthcare. But as her power within the company grew unchecked, so did her refusal to listen to her team’s opinions. Senior scientists who raised concerns about the company’s technology were side-lined, and the board of directors who were handpicked by Holmes were unwilling to challenge her decisions. This resulted into a spectacular downfall, with billions lost and a legacy in ruins. Holmes’ story is a cautionary tale of what happens when leaders fall into the trap of absolute power.
But it doesn’t have to be this way. Leaders who recognize the early signs of power intoxication can course-correct before it’s too late. One of the most effective ways to do this? Setting personal boundaries. The antidote to power intoxication is the mindful exercise of power. Setting personal boundaries allows leaders to maintain their effectiveness while ensuring they don’t become consumed by their position. Boundaries act as a self-imposed check, preventing leaders from overreaching their influence and ensuring that power remains a tool for empowerment.
By setting personal boundaries and embracing external checks and balances, leaders can wield power without letting it corrupt their effectiveness. Great leadership is about empowering others to take ownership of their roles. By creating space for others to contribute and grow, you reinforce the foundation of strong leadership: mutual respect and shared success. Leaders, particularly those in high-stakes roles, often feel immense pressure to deliver results. This pressure can lead to a state where leaders start to believe that their way is the only way. Setting personal boundaries, however, ensures that leaders remain grounded and don’t fall into the trap of power intoxication.
Boundaries is a self-imposed check, preventing leaders from overreaching their influence and ensuring that power remains a tool for empowerment.
Here are a few key strategies for setting effective boundaries:
- Learn to Delegate: Delegation isn’t a sign of weakness; it’s a sign of trust. Leaders who try to do everything themselves not only risk burnout but also send a clear message to their teams: “I don’t trust you.” Effective delegation empowers team members, builds trust, and creates a sense of ownership. As a leader, your role is to provide guidance and support; not to micromanage every detail.
- Embrace Humility: Humility is the counterweight to power intoxication. A humble leader recognizes that they don’t have all the answers and is open to feedback and differing opinions. This openness fosters collaboration and creativity, creating a culture where ideas can flourish.
- Create Time for Reflection: Power intoxication often stems from a lack of self-awareness. Leaders who are constantly in “go mode” rarely take the time to reflect on their actions, decisions, and the impact they’re having on their teams. Creating intentional moments for reflection—whether through journaling, meditation, or feedback sessions—allows leaders to remain self-aware and course-correct when needed.
Even the most self-aware leader needs external accountability. One of the most effective ways to prevent power intoxication is to establish external checks and balances. This can come in the form of mentorship, advisory boards, or even peer accountability groups.
Leadership is a privilege that demands responsibility, self-awareness, and a deep understanding of the power you hold.
For instance, in many successful organizations, leadership is deliberately designed with built-in checks to avoid power becoming centralized. At Google, for example, the executive team is structured in a way that ensures no one individual holds too much sway over decisions. This helps to foster a collaborative culture that values diverse perspectives and shared leadership. Having these external checks prevents the slow creep of absolute power.
We must always remember that leadership is a privilege that demands responsibility, self-awareness, and a deep understanding of the power you hold. And when leaders fall into the trap of absolute power, they lose sight of the very things that make leadership effective. In a world that often equates power with control, you need to lead from a place of empowerment, where you and your team can thrive.
