Recap of ISODC Roundtable 4 – An Exploratory Conversation of how you use Power in your Work.

On December 5th we, along with our partners at ISODC, continued our ISODC Roundtable series titled Power and Power Dynamics.  The purpose of this roundtable was “To bring practitioners and scholars to the table to explore power and power dynamics, effects on our workings with others, and how we can use them to empower others positively”

Joined by our partners at NEXUS4change and the center for Appreciative Inquiry, S & G Endeavors facilitated two virtual conversations for ISODC, so that we could attract all cultures and all time zones.

Check out some of the highlights and watch the calls below.


Roundtable Call 1 Key Learning’s


  • Power is a concept that is pervasive in organizations. Empowerment can talk about giving more people options. The ability to control an organization and the people in it to influence that organization.
  • A realm of influence—comes at all levels of the organization—the realm of influence that they have is the key. It is interesting how power can build a web of influence.
  • Project confidence and assertiveness—at the same time, you have to know how to temper it
  • Organizations aren’t all the same—change initiatives and change designs are not all the same. Be careful making assumption that the values of the change agent match the values of the organization. This directly impacts the success of the change initiative.

To view the raw notes from the call click here .

View a recording of the morning conversation by clicking the play button below:

Roundtable Call 2 Key Learning’s


  • The person who is perceived as bullying wouldn’t see themselves as a bully. Find the place that the people have in common. Where is the point of agreement to find the place of agreement beforehand? Look at that undesired behavior in terms of the common vision.
  • Identify how to direct that energy in the most impacting and productive way—what will allow me to use my power in the most effective way
  • Is possible that a manager is micromanaging too much—then the employees can let the manager know they can take care of it
  • Sometimes the person expected to be in power—has to learn how to get out of their own way

To view the raw notes from the call click here.

View a recording of the afternoon conversation by clicking the play button below: