Leading with Empathy and Influence: Why Power Without Perspective Fails

Why Power Without Perspective Fails

We talk a lot about empathy at work. And we talk a lot about leadership. But rarely do we talk about how the two need each other-and why separating them can quietly undermine everything we’re trying to build.

In this first part of our series, we explore new research that brings power and perspective into the same conversation-and what it means for creating more human, inclusive, and effective workplaces.

Power Moves, But Doesn't Always See

Power is a psychological accelerator. It helps people take action, pursue goals, and make decisions. But as Galinsky and colleagues (2014) put it, power without perspective-taking is like a car without a steering wheel: it moves fast, but it might crash.

Their research shows that power often reduces people’s concern for others, making them more self-focused and less accurate in understanding how their actions affect others. This is especially risky in leadership roles, where decisions ripple far beyond the boardroom.

Let’s be honest: We’ve all seen (or experienced) leaders who charge ahead, confident in their vision, but unaware of the wake they leave behind. Sometimes, it’s not malice-it’s just momentum without direction.

Perspective-Taking Steers, But Doesn't Always Move

On the other hand, perspective-taking-the ability to see the world from another person’s point of view-is a powerful tool for empathy. It builds connection, coordination, and trust. But on its own, it doesn’t always translate to action.

In fact, when people focus too much on others’ perspectives, they can become overwhelmed, hesitant, or even paralyzed. They steer carefully, but they don’t always accelerate.

Think of the thoughtful colleague who always considers everyone’s feelings, but struggles to make tough calls or move projects forward. Empathy without agency can lead to inaction.

The Workplace Implication

In the workplace, we often reward power-but neglect the role of perspective-taking. We promote people for decisiveness, but rarely for thoughtfulness. We celebrate boldness, but not always wisdom.

This creates a dangerous gap. Leaders may be accelerating through decisions without understanding the human consequences. Teams may be led by individuals who get things done, but leave people behind.

Narrative Bridge: Why This Matters Now

In today’s world-where remote work, rapid change, and diverse teams are the norm-the cost of power without perspective is higher than ever. Employees want to be seen, not just managed. They want to matter, not just perform.

“When was the last time you felt the effects of power without perspective in your organization? What did it cost?”

Practical Steps

• Leadership development: Build perspective-taking exercises into training for managers and decision-makers. Use role-plays, empathy mapping, or “walk in their shoes” scenarios.

• Hiring and promotions: Reward not just performance metrics, but also how leaders treat and understand others. Add “demonstrates empathy” to your leadership criteria.

• Feedback culture: Create safe spaces for employees to share when decisions feel disconnected from their lived experience. Anonymous feedback tools or regular listening sessions can help.

Empathy without action can stall change. Power without empathy can do harm. But together? They can drive meaningful, inclusive progress.