What’s the difference between Position Power and Personal Power?

Position power and personal power are two types of authority or influence that leaders or individuals may wield in an organization. They differ in their sources and in how they affect others.

Position Power

Position power is derived from an individual’s formal role or position within an organization. It is tied to the authority that comes with a title, rank, or job function. People with position power are able to influence others because of their place in the organizational hierarchy. This power often comes in several forms, including:

• Legitimate Power: This is the formal authority granted to a position by the organization. People follow directions or instructions from a person with legitimate power because they recognize the authority vested in the role.

• Reward Power: The ability to provide rewards, such as promotions, raises, or other incentives, grants an individual reward power. Leaders can influence others by offering or withholding these benefits.

• Coercive Power: The power to punish or apply negative consequences. A person with coercive power might discipline, demote, or otherwise penalize someone to enforce compliance.

Position power tends to be limited to an individual’s role within an organization, meaning it may diminish or disappear if the individual leaves that position.

Personal Power

Personal power, on the other hand, comes from an individual’s unique attributes, personal skills, or relationships, rather than their role. This form of power is derived from who a person is, not from where they sit in an organization. Types of personal power include:

• Expert Power: This is derived from knowledge, skills, or expertise. When someone is highly knowledgeable or skilled in a particular area, others respect their insights, trust their judgment, and follow their recommendations.

• Referent Power: Also known as "charismatic power," this is based on personal traits, reputation, or relationships. Individuals with referent power are often likable, inspiring, and trusted, and others want to follow or be associated with them.

Unlike position power, personal power is not tied to a role and can persist even if a person changes positions or organizations. It’s often seen as a more sustainable and genuine form of influence because it comes from within the individual.

In practice, effective leaders often combine both position and personal power, using their formal authority while also building trust, respect, and credibility to inspire others.