How to Lead Across Power Lines

Unlearning Hierarchy in Modern Teams

In theory, every voice matters.

In practice? Some voices are still louder than others.

I’ve seen teams where collaboration is encouraged—but only after the most senior person speaks. Where “open dialogue” is welcomed—but junior staff only speak freely in the side chats after the meeting. Where diversity is valued—but decision-making stays in the hands of the same three people.

This isn’t a people problem.

It’s a power problem.

And it’s one that can’t be solved by good intentions alone.

Why We Need to Talk About Power

Power isn’t just about roles. It’s about access, influence, and psychological safety. It’s about who gets to challenge ideas without backlash, who gets second chances, who gets looped in early… and who gets informed later (if at all).

Power shows up in subtle, system-reinforced ways:

• Who speaks first in meetings
• Whose tone is considered “professional”
• Whose ideas are actioned vs. tabled
• Who gets credit (and who doesn’t)

If we don’t name these dynamics, we normalize them.

And if we normalize them, we reinforce them – often unintentionally.

The Leadership Lie: “I’m Not Hierarchical”

Many leaders I work with believe they’ve created a flat, open culture. And to be clear: they believe that sincerely. But when we dig into their systems, we find: 

• Org charts that discourage cross-functional collaboration
• Meetings where one or two voices dominate
• Unspoken rules about who can challenge whom
• Seniority-based deference disguised as “respect”

This isn’t about blame.

It’s about awareness.

If we don’t acknowledge power, we can’t design for equity.

And collaboration without equity is performative at best and extractive at worst.

What Needs to Be Unlearned

To lead across power lines, leaders must first unlearn the myths that keep hierarchy invisible. That includes:

❌ “I treat everyone the same.”

Sameness ≠ fairness. Different team members carry different risks when speaking up. Real leadership accounts for those dynamics, not erases them.

❌ “We don’t have power issues—we all respect each other.”

Respect is important. But respect without shared ownership still reinforces hierarchy.

❌ “If there’s a problem, someone will say something.”

Not necessarily. Especially if they’ve learned that saying something comes with a cost.

So What Does It Look Like to Lead Across Power?

Here’s what it looks like in real organizations:

✅ Make the power lines visible.

Map who influences decisions, not just who’s “in charge.”

Audit who speaks in meetings. Who gets interrupted? Who gets follow-up?

✅ Design decision-making to be shared, not assumed.

Use frameworks like RACI (or Carolina’s simplified shared ownership model).

Make expectations around input, authority, and accountability explicit.

✅ Model vulnerability at the top.

When senior leaders openly receive feedback, own mistakes, and ask questions, they reset the tone for the whole system.

✅ Create rituals that flatten the room.

Use round-robin check-ins, “quiet start” brainstorms, and rotating facilitators to diversify voice and input.

✅ Redistribute credit and recognition.

Shift from spotlighting individual brilliance to celebrating team alignment.

Make invisible contributions visible.

You can’t build collaboration on top of an unexamined hierarchy.

You have to unlearn it first.

That doesn’t mean removing all structure. It means being intentional about how power moves in your organization. If you don’t design for equity, you’ll default to status… and if you don’t lead across power lines, your team will stay stuck behind them.

Want to explore what this could look like in your organization?

🎯 Book The Unlearning Advantage™ Workshop to help your team dismantle silent power dynamics

📅 Schedule a Culture Mapping Session to identify where hierarchy is limiting collaboration, innovation, or inclusion

Conscious Leadership Partners

We are your culture catalysts, future-proofing organizational culture by reimagining talent development to enhance collaboration, innovation, and growth with the Unlearning Advantage.

🔂 Follow Carolina Caro for more on building trust and sustainable growth.

♻ Repost this to inspire supervisors to unlearn and lead with intention.