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Power tripping: what to do when someone misuses their authority at work

Sep 22, 2020

Journaliste indépendante

“Constant experience shows us that every man invested with power is apt to abuse it, and to carry his authority as far as it will go.” French philosopher, Montesquieu’s theory was that people with power have a natural tendency to abuse it. His words seem to be as true today as they were in the 18th century. Just take a look at the huge number of claims of harassment voiced during the #MeToo movement, as well as the many high-profile cases such as those citing President Donald Trump, Harvey Weinstein, and the late Jeffrey Epstein. Here in the UK, we are no more advanced: only a minority of universities have a policy against student-staff relationships.

But what exactly is the abuse of power in the business world? We hear a lot about sexual and psychological harassment, but are there other forms that the abuse may take? How can we recognize them? And how can employers strive to prevent them from happening? To find out more, we looked into what happens when power dynamics in the workplace become toxic .

What does “abuse of power” mean exactly?

Awareness of sexual harassment has increased in recent years, but it would be unwise to limit the definition of abuse of power to these particular forms. Abuse of power can be defined as any excessive exercise of a power by an individual. It’s when that individual uses their capabilities outside the usual scope of action or, in simpler terms, they exceed the limit of their rights. Legally, an employer has the right to:

• Change the working conditions of employees (but they may not change employment contracts without employee consent)
• Impose disciplinary action (but they may not proceed to dismissal without genuine and serious cause)
• Choose to hire one person over another (but they may not discriminate on the basis of sex, race, or religion, for example).

Additionally, any decision made by an individual employer that is not made purely in the best interests of the company, but is instead primarily intended to directly harm an employee’s working conditions, may be considered an abuse of power.

While sexual harassment may seem the most “obvious” misuse of power in the workplace, it is not the only form. Misuse of power can also manifest as intimidation, humiliation, threats, or mockery . Through these means, employers can isolate targeted employees, hound them by micromanaging their work , demote them without good cause, overload them with work or r efuse to give them with enough to do , constantly [criticize https://www.welcometothejungle.com/en/articles/workplace-bullying ) them, demand justifications for their actions, or publicly dismiss any ideas or proposals they put forward––the list is long.

The Power Paradox

While every abuse of power case is unique, it is common for those in positions of power to be tempted to abuse it, even though they have likely acquired that power through genuine, laudable qualities. This is what the American professor and psychologist Dacher Keltner calls “the power paradox” : “In the behavioral research I’ve conducted over the past 20 years, I’ve uncovered a disturbing pattern: while people usually gain power through traits and actions that advance the interests of others, such as empathy, collaboration, openness, fairness, and sharing; when they start to feel powerful or enjoy a position of privilege, those qualities begin to fade. The powerful are more likely than other people to engage in rude, selfish, and unethical behavior,” he notes. Keltner also found that businesspeople in positions of power are three times more likely than their subordinates to interrupt colleagues , ignore them, or take other unwelcome actions during meetings, or to raise their voices or insult others in the office.

Power contributes to a loss of empathy among those who wield it. Because those in power no longer feel compelled to pay attention to the needs of others to ensure their own progression and position, they tend to develop a lack of both empathy and compassion. This not only makes it more difficult for them to put themselves in someone else’s shoes, but it’s also likely to make them more impulsive and more likely to take risks. These phenomena were observed by Professor Sukhvinder Obhi, a neuroscientist at McMaster University in Canada, who observed what was happening in the brains of people in positions of power and those in subordinate positions. It turned out that in the “powerful” group, the functioning of mirror neurons, which are responsible for empathy, was impaired . Professor Obhi provided scientific evidence that the brain chemistry of powerful individuals can hinder their efforts to show empathy and compassion towards others.

Serious consequences

The lack of empathy that so often accompanies power misuse can have profoundly serious consequences , both for the victimized employee and for the company.

In a survey conducted by American professors Christine Porath and Christine Pearson with 800 managers and employees across 17 industries, about half of those surveyed who reported being subjected to abuse of power said they responded by deliberately reducing their efforts and/or lowering the quality of their work. This demotivation can be extremely powerful itself, sometimes even leading employees to stop caring about their work altogether.

Companies suffer when there is a widespread lack of motivation, but those individuals who are being mistreated should not be forgotten. Stress, anxiety, feelings of isolation, and a deep sense of injustice are some of the most common symptoms among the victims. If it happens consistently and repeatedly, the misuse of power can ultimately lead to burn-out and depression.

For Marion, an office manager at a small communications agency, it took a while before she could adequately describe her condition: “My boss often asked me to do little things for him, which were not part of my job, such as running errands, booking his holidays, going to his place to get his keys. At first, I did these things for him as a favor, but then it ended up encroaching on my actual job. I didn’t know how to say no, but I was getting more and more stressed, and was going to work with knots in my stomach. I felt that something was definitely wrong, but I couldn’t talk about it. Eventually, I went to my doctor about my anxiety attacks, which were becoming more and more frequent, and he immediately diagnosed me with burn-out.”

Talking about it isn’t enough: the spectre of sexual harassment

Although there’s increased visibility of workplace abuses of power, particularly with regards to cases of sexual harassment, there’s still an enormous amount to do. It’s particularly worth remembering that, according to a survey carried out by the Everyday Sexism project in conjunction with the TUC, more than half of women surveyed in the UK reported being the victims of unwanted sexual behavior at work. However, only 20% of those affected had opened up to a colleague about the issue, and only 5% had spoken to someone who potentially had the authority to act on what had happened.

In seeking to remedy this, the UK government instituted a public consultation in mid-2019, which sought opinions on whether “the current laws on this issue provide the protections they’re supposed to; considering whether there are any gaps and thinking about what more can be done at a practical level to ensure people are properly protected at work” . Nevertheless, progress on the issue remains difficult to measure since nearly a year after the consultation closed, no steps have been taken based on the results of the consultation. Indeed, the results themselves have not been revealed publicly yet. In an environment such as this, it’s impossible to avoid the conclusion that victims of sexually-oriented abuses of power have to rely on solutions and structures initiated by their employers.

Prevention campaigns and support groups

The majority of studies agree that to deal with the various issues related to abuse of power, prevention efforts must first be put in place within companies.

According to Christine Marsan, a psychologist, coach, and the author of ‘Violence in Business and How to Avoid It’, the first step is educating executives about the complexity of the workplace as it is today: “Young people today need meaning, they need power to be shared, and they seek to understand the purpose of the actions they are being asked to take. It’s no longer possible to manage by diktat. The most common complaints relating to abuses of power are regarding orders that make no sense, contradictory demands, management by stress…because managers promote the values of openness and cooperation but fail to apply them in their own management, managers get trapped in their own contradictions, and will pass them on to others through ordering one thing while doing another.” To remedy this, it’s necessary to train business leaders to share power with the lower members of the hierarchy, to recognize the uniqueness of each employee, and to adapt to a view of business that is more progressive: specifically, organizations where decisions are more and more collective , and where power is no longer entirely held by a single person or leadership group.

In its practical guide, entitled “Sexual harassment and harassment at work: technical guidance,” the UK’s Equality and Human Rights Commission gives employees a legal explanation and practical examples of how to tackle and respond effectively to harassment, including examples of harassment and victimization, the effects of harassment in the workplace, employers’ responsibilities and how to prevent and respond to harassment.

While #MeToo has enabled an undeniable release of speech and the implementation of certain measures against sexual harassment and power misuse, there is still a long way to go when it comes to prevention in business.

Translated by Andrea Schwam

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How To Deal With A Coworker On A Power Trip In 8 Ways

How to deal with a coworker on a power trip is a question many people find themselves asking. This type of coworker can be frustrating and challenging to deal with.

However, dealing with them is not that difficult if you know the proper methods. Below are some of the best ones:

8 Ways To Deal With A Coworker On A Power Trip

Now let’s get started with the tips to deal with a coworker on a power trip:

1. Don’t Get Involved In Their Games:

The first thing you need to do is avoid getting involved in their games.

If you start playing their game, you’re only giving them the satisfaction of knowing that they can control you.

They can make you angry, happy, or anything in between. So, the best thing you can do is  stay away from them.

To identify if someone is playing games with you, ask yourself if they are:

– Making decisions that will impact you without consulting you first

– Constantly changing their mind or expectations

– Trying to make you look bad in front of others

– Gossiping about you behind your back

– Giving you the silent treatment

Once you identify, avoid getting involved in their games by:

– Not reacting to their provocations

– Keeping your cool

– Not engaging in gossip

– Being assertive when you need to make decisions, etc.

This way, you won’t give them the satisfaction of  controlling  you. Thus, they will likely begin to stop their games.

2. Keep Clear Boundaries:

The next thing you need to do is to set boundaries with this coworker.

This means that you need to be clear about what is and isn’t acceptable to you.

For example, they are constantly  gossiping  about you or getting you in trouble.

You must let them know that this behavior won’t be tolerated.

If you don’t set clear boundaries, the other person will likely continue their bad behavior. They’ll feel like they have free rein.

By setting clear boundaries , though, they will know what they can and can’t do.

It will be harder for them to  take advantage of  you or control you. Some more ways to set clear boundaries are by:

– Being assertive and vocal about your needs

– Sticking up for yourself when needed, etc.

3. Talk To Them In Private:

One of the best ways to deal with a coworker on a power trip is by talking to them in private.

Sometimes, to deal with a coworker on a power trip is by having a direct conversation.

In this situation, you mustn’t do this in front of others.

This will make it seem like they are always right. And that you’re simply trying to cover up your  tracks  or  complain  about them.

Instead, find a  private place  to talk. This could be in your office or at a nearby coffee shop.

Then, calmly explain how their behavior affects you and ask them to stop.

If they refuse, it may be time to take your concerns further. You might need to speak with HR or discuss the issue with your manager.

Whatever you do, you must remain calm and collected.

4. Stand Up For Yourself:

Another important thing you need to do is to stand up for yourself.

This coworker will likely try to push you around or take advantage of you. Don’t let them get away with it.

If they’re trying to make you look bad in front of others, don’t just stand there and take it.  Defend yourself. 

If they’re constantly changing their expectations or requirements, speak up. Let them know that this isn’t acceptable behavior.

You must assert  yourself  and stand up for what’s right. Otherwise, they’ll continue to take advantage of you.

5. Stay Away From Them As Much As You Can:

Try to stay away from them as much as you can. This coworker is toxic, and they’re likely just going to cause you more stress.

So, it’s best to stay away from them. If you can, avoid working with them altogether.

If you have to work with them, keep your  interactions to a minimum. 

The less contact you have with them, the better. However, you don’t have to ignore them completely.

Just don’t engage in any unnecessary conversations or interactions.

6. Try To Avoid Conflict:

Of course, it’s not always possible to avoid conflict with a coworker on a power trip.

But, you must try. If you can, avoid getting into arguments or fights with them.

This will escalate the situation and make things worse .

In some cases, it may be best to agree with them. Even if you disagree, it’s not worth getting into a fight over.

You can always discuss the issue later when you’re both calm.

7. Document Them:

If this coworker is giving you a hard time, it may be necessary to start documenting their behavior.

This way, you have a record of everything going on. This can be helpful if you need to take your concerns to HR or your manager.

Having this documentation can also help to keep you on track and focused.

It will remind you why it’s important not to let this coworker get to you.

8. Seek Help From Others:

If you’re struggling to deal with a coworker on a power trip, you must seek help from others.

This could include your manager , HR , or others you trust in the workplace.

Sometimes, it can be hard to deal with difficult coworkers independently.

So, don’t hesitate to reach out for help when you need it.

In many cases, others will be happy to assist. They may even have some advice or tips to share with you.

In the end, remember that dealing with a coworker on a power trip is never easy. But by following these tips and working hard, you can manage them effectively.

Signs Of A Power Tripping Coworker

Let’s take a look at some common signs that they may be on a power trip:

1. Micro-Management: 

Does your coworker constantly try to micromanage you? Are they continually telling you what to do and how to do it?

If so, they may be on a power trip. Such behavior is often a sign that they try to  assert themselves  and make you  feel inferior.

Moreover, it can make it challenging to do your job correctly. If you’re constantly told what to do, it’s hard to be creative or think outside the box.

2. Excessively Criticizes You:

Another sign that your coworker may be on a power trip is if they excessively criticize you.

Do they always find ways to  nitpick  your work? Do they make  comments  that are designed to put you down?

If so, they may be trying to assert their dominance over you.

It’s essential that you stand up for yourself and not let them get away with this behavior.

3. Bullies:

It’s also possible that your coworker is bullying you to try and control you.

Suppose they’re constantly making  mean or hurtful comments . Or if they are trying to  embarrass  you in front of others.

Perhaps if they are generally acting like a  jerk , they may be trying to bully their way into power.

The important thing is not to let them get away with this behavior.

Whether you address it directly or report it to your manager, you should stand up for yourself and your rights in the workplace.

4. Disrespects Your Boundaries: 

Another potential sign is if they disrespect your boundaries.

For example, do they constantly try to  interrupt  or  dismiss  your opinions?

Do they act as if you should always listen to them and do whatever they want?

If so, you must stand up for yourself. Don’t let them push you around.

5. Unreasonable Demands: 

Another common sign of a power trip is if your coworker makes unreasonable demands.

Do they always want things their way? Do they expect you to do everything for them?

Such behavior is often a sign that they believe they are entitled to special treatment. Thus, it would help if you were willing to give it to them.

If so, it’s essential to set boundaries. Make it clear that you’re not going to put up with this behavior.

6. Takes Credit For Your Work: 

One sign that your coworker is on a power trip is if they take credit for your work.

Do they always make sure that their name is on everything? Do they try to take  credit  for your ideas?

If so, it’s essential to speak up. Don’t let them  steal  your hard-earned credit.

They can try to take your ideas, but they can’t take away your accomplishments.

7. Belittles Your Contributions: 

Do they make it seem like your ideas are  stupid  or  unimportant ? Do they always have to be the right one?

They may be trying to belittle your contributions to make themselves feel important.

You mustn’t let them get away with this behavior. Stand up for yourself and your ideas.

8. Isolation: 

If your coworker is on a power trip, they may try to isolate you from the rest of the team.

Do they always leave you out of important  meetings ? Do they make sure that you’re not included in important  decisions ?

If so, it’s essential to speak up. Don’t let them isolate you from the team.

9. Only Wants To Be Friends With People In Higher Positions: 

Do they only want to be friends with people in higher positions than they are?

Do they always try to suck up to the  boss ? Moreover, do they try to make themselves look good by associating with essential people?

If so, they may be on a power trip. They may be trying to make themselves seem more important by  association .

10. Is Jealous Of Your Success: 

Do they always seem jealous of your success? Do they try to undermine you or make you look bad when you do something well?

If so, they may be on a power trip. They may be trying to make themselves feel better by making you look worse .

It’s important to stand up for yourself and not let your coworker walk all over you.

Remember that you have as much right to succeed as they do. They don’t have the right to put you down.

Conclusion:

If your coworker is on a power trip, it can be challenging to deal with them.

However, you must stand up for yourself and your rights in the workplace.

By setting boundaries and speaking up for yourself, you can handle this situation. Ensure that you don’t let them get away with their bad behavior.

If you notice any signs of power tripping, it’s essential to take action. Don’t let them get away with their behavior.

Please stand up for yourself. Make sure that they know that you’re not going to tolerate their behavior.

Last Updated on 1 month by Shahzaib Arshad

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Someone on Your Team Having a Power Trip? How to Reinforce Teamwork with High Performers

If you manage a large, dynamic team, you may have experienced certain employees with strong personalities going on “power trips.” A power trip is a situation in which someone takes advantage of their authority or position to gain an unfair advantage over others. This can be seen in the workplace when certain individuals use their power and influence for personal gain, often at the expense of other employees. Power trips can create an atmosphere of fear and distrust that makes it difficult for employees to work together effectively, resulting in decreased productivity, morale, and teamwork.

In addition, those on a power trip may take excessive risks with company resources or make decisions based on their own interests rather than what's best for the business as a whole. Ultimately, this type of behavior can lead to significant damage both to employee relationships and the organization as a whole.

It's important to recognize signs of a power trip in the workplace, such as an individual using their authority to bully or intimidate others, making decisions without considering input from employees, or taking credit for successes that were due to the contributions of other team members. If left unchecked, this type of behavior can have serious long-term consequences on both employee morale and organizational performance. However, you may notice that many of the individuals who “go on power trips” are your high performers. This is largely due to the fact that high performers can be very competitive. It isn’t just a sense of money or obligation that drives them to be the best. They want to be the best, and as a result they can grow a sense of entitlement if not directed by leadership.

The best way to address power trips is for management to first make it clear that unethical behavior will not be tolerated. Secondly, ensure that there is an outlet for good competition, and that teamwork and great communication is rewarded before anything else in the company. Management should also ensure that everyone has access to the same resources and opportunities, and that favoritism is not a part of your company's management structure. By creating an environment where respect and fairness are upheld, employers can help prevent power trips before they start and maintain a positive work atmosphere.

How To Combat Negative Competition in the Workplace

Competition is a powerful tool in the workplace. It can help create a productive and fulfilling environment for your team. However, negative competition can be detrimental to the productivity of your workplace. Negative competition is when an individual or group of individuals become self-serving in their endeavors to be successful, and care more about their own success than the success of the company or team at large. Typically negative competition causes an “every man for themselves” type of mentality and derails good teamwork. That is why the best way to extinguish negative competition is not through discouraging competition, but rather encouraging teamwork.

Teamwork is an important factor in the success of any workplace. Establishing strong teams can help increase productivity and efficiency, as well as create a positive working environment. To foster teamwork, employers should create an environment that encourages collaboration and communication between team members. This can include setting up dedicated workspaces for teams to work together, organizing regular activities or meetings, and exchanging recognition and rewards.

Additionally, it is important to provide training opportunities that focus on developing interpersonal skills such as problem-solving, conflict management, good communication practices, and trust-building exercises. Encouraging employees to take part in initiatives like volunteering together or participating in team sports activities can also go a long way towards reinforcing teamwork.

Ultimately, employers should strive to create a culture of trust, respect and collaboration that encourages open dialogue and creativity among team members. This will help to maximize the potential of their teams and create a positive working environment where employees feel empowered to work together as one unit.

Here Are 5 Ways to Foster Teamwork in Your Workplace:

1. Celebrate Success Together: Recognizing team success is a great way to reinforce teamwork in the workplace. This could be as simple as having an end-of-day celebration for reaching a big milestone or achievement, or handing out awards for exemplary performance. It’s important to make sure that everyone feels included and appreciated, so try to find ways to recognize individual contributions as well as collective efforts.

2. Encourage Open Communication: Good communication is essential for any team to succeed, so it's important to create an environment that encourages employees to speak up and share their ideas. Scheduling regular meetings where everyone can discuss progress and goals can help keep everyone on the same page and foster collaboration within the team. Additionally, providing feedback to team members in a constructive and positive way helps ensure that everyone is working towards the same goals.

3. Set Clear Goals: Having clear objectives and goals for the team can help guide their work and motivate them to work together to reach those goals. Making sure that everyone understands what they are expected to do, as well as how they can contribute to the team's success, can help foster a sense of ownership among employees. This will also make it easier for managers to provide feedback and recognize individual achievements based on progress towards these goals.

4. Offer Professional Development Opportunities: Investing in your team's professional development is a great way to show that you value their contributions and believe in their potential growth. Offering training and educational opportunities can help employees stay up-to-date with trends in their field and ensure that everyone is working to the best of their abilities. This will also create a culture of continuous learning and development, which can be beneficial for the entire team.

5. Acknowledge Contributions: Finally, acknowledging each team member's individual contributions is essential for reinforcing teamwork in the workplace. Showing your appreciation for specific tasks or projects completed goes a long way towards creating an environment where everyone feels valued and respected, which in turn helps to promote collaboration between coworkers. Taking time to recognize each person's unique skill set and acknowledge their individual successes will help foster an atmosphere of trust and camaraderie among your employees.

By following these simple steps, you can help create a positive work environment where everyone feels empowered to contribute and collaborate. Reinforcing teamwork in the workplace is essential for any business's success, so taking the time to invest in your employees' growth and progress will pay dividends in the long run. With strong team dynamics, you'll be able to maximize productivity, foster innovative ideas and drive success

Leadership Matters

It’s easy to see how power trips in the workplace can be destructive and prevent teams from working effectively together. They create an environment of mistrust, with employees feeling like their opinions aren't valued or respected. It also leads to poor communication, because of intimidation and fear tactics. Power trips can lead to resentment among team members who don't feel like they have a say in decision making processes, stifling creativity and collaboration.

However, it is important to not disregard the team member who is not being a team player, and look at your management structure first. Many times, people who are not being a team player, are doing so because they feel undervalued. In addition, their behavior may be encouraged due to lack of communication or lack of strong leadership. Using the 5 tips above can be a way to develop a great team and help people with strong personalities and competitive drives to become team players. Ultimately, bullying behavior cannot be tolerated, but it is important as leaders to take responsibility first.

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How to Respond to a Boss Who Is Intimidated by Me

How to deal with sabotaging colleagues, how to become a better person in the workplace.

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If you’re an exemplary employee that goes the extra mile, it can be maddening to feel under-appreciated at work. Often, an unqualified boss will feel threatened by skilled subordinates. The last thing that you need is a power struggle in the workplace. After all, your goal is to do the best job possible and be someone that your boss can count on. If you feel like your boss is on a power trip, consider your options. There are some strategies that can help you navigate the situation.

Stay Connected to Your Boss

You may be tempted to avoid your boss, but push yourself to develop a strong relationship. It’s possible that what you perceive to be power games at work is really a misunderstanding. Meet with your boss frequently and remind them that your focus is to make them look good to the higher-ups. Engage them in discussion about what they want to see from your work. If possible, help them feel responsible for new ideas and initiatives that you have spearheaded.

Consider asking your boss for suggestions about professional development training. Nearly $50 billion is spent on coaching and management training annually, according to the Chief Learning Officer . If your boss hasn’t reaped the benefits of this kind of training, perhaps your question about the best training sessions to attend, will encourage him to look into something that will help him. Even better, perhaps you can go to something together.

Continue to Do Your Best Work

When you start to feel like you’re at the center of a power struggle in the workplace, your first instinct might be to lay low in the weeds. Resist the urge to underperform. Continue to do your best work, but be mindful about how you communicate your successes. It’s possible that your enthusiasm about landing that big client could be misconstrued as boastful. Do your best to address your accomplishments as a shared success with your boss.

Always Take Care of Yourself

It’s hard to believe that a stellar employee could be fired for being great, but it does happen. An insecure and unqualified boss may target you, if they feel threatened. Cover yourself, just in case, by keeping a journal of issues that arise. It may seem silly, but it’s important to have a record of what has happened. You may want to keep the documentation at home and don’t share it with your colleagues.

Above all, you need to maintain your sanity. If power games at work become too much, it can impact your health. Stressed out employees are more prone to health problems, according to the Behavioral Science & Policy Association . Don’t let an unqualified boss push you over the edge. If you can’t overcome the issues, look for a different job. Making the decision to stay requires a concerted effort on your part to work through the issues.

Talk to the Top Manager

As a last resort, you can have a discussion with the head manager. The decision to do so is riddled with risks. It’s possible that your complaint could cause your boss to job search. It’s also possible that you could be the one that has to hit the pavement. Only you know about the true climate of your organization.

If you don’t file a complaint, you can find a way to seek a mentor at the company. Use the opportunity to connect with someone outside of your department as a way to learn more about the organization. Stay away from discussions that involve the power struggle in the workplace. Anything that you say could get back to your boss. If you need to vent, choose someone from outside of the organization that will keep your conversation confidential.

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Dr. Kelly Meier earned her doctorate from Minnesota State Mankato in Educational Leadership. She is the author and co-author of 12 books focusing on customer service, diversity and team building. She serves as a consultant for business, industry and educational organizations. Dr. Meier has written business articles and books for Talico, Inc, Dynateam Consulting, Inc. and Kinect Education Group.

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5 Signs You’re Power-Tripping and Why You Must Stop

• Edwin Ebreo
• 5 Signs You’re Power-Tripping and…

Since I started producing TikTok Videos, I have received messages from people seeking advice on how to deal with power-trippers in the workplace. Making an effort to communicate and clarify feelings and expectations is my go-to advice but I also say that if they are unwilling to change, and if you can’t ignore them, leave them. My concern with this advice is that whenever a victim of a power-tripper leaves, the power-tripper loses a chance to grow, hence this blog.

The modern workplace is a dynamic environment that demands adaptability, empathy, and mutual respect. However, not everyone adapts to this environment in the same way. One concerning trend is the presence of ‘power trippers’ in the workplace. Most of these people are bosses, but it is not limited to them. Power trippers can be found at any level within an organization – they could be your peers, team leaders, or even subordinates who exert undue influence over others. Here are five signs that you might be a power tripper and why it’s vital to change this behavior.

1.    Aggressive Communication and Shaming

Whether you’re a supervisor or a co-worker, using aggressive communication like yelling, interrupting, or using a condescending tone is a sign of power tripping. Similarly, shaming colleagues for mistakes publicly is a clear indication of this behavior. Such tactics create a hostile work environment and stifle open communication, which is particularly off-putting to collaborative-minded Millennials and Gen Z.

2.    Gaslighting and Manipulation

Making others question their judgment or reality is a manipulative tactic seen in power trippers. This behavior undermines confidence and trust within the team. Whether it’s a boss doubting a subordinate’s capabilities without cause or a colleague subtly undermining another’s efforts, gaslighting is a toxic trait in any workplace dynamic.

3.    Excessive Control

A classic trait of a power tripper is the need to control situations and people, often without any formal authority. This can manifest in dictating work methods, being inflexible to others’ ideas, or hoarding control over resources or processes. Such behavior not only stifles innovation and creativity but also creates resentment among colleagues.

4.    Double Standards

Expecting flexibility, hard work, or commitment from others while not demonstrating the same is a sign of a power tripper. This can include demanding others to meet high standards while shirking one’s responsibilities or expecting special treatment due to seniority or perceived authority.

5.    Misusing Seniority or Functional Authority

In some cases, individuals misuse their seniority, experience, or control over certain processes to push their weight around. This is a form of power tripping that goes beyond just hierarchical power; it’s about using any leverage one has to dominate or control others in the workplace.

Understanding Why Some People Act This Way

Recognizing the reasons behind power-tripping behaviors is crucial for addressing and rectifying them. Often, these behaviors stem from a deeper, underlying cause rather than a deliberate choice to be harsh or authoritarian. Here are some key factors contributing to such leadership styles:

Lack of Understanding of the Management and Leadership Role: Some bosses may exhibit power-tripping behaviors due to a fundamental misunderstanding of what it means to be a leader or manager. They might equate leadership with control and authority, rather than guidance, support, and empowerment. This misconception can lead to a leadership style that prioritizes command and control over collaboration and mentorship. Educational gaps in leadership training or a lack of role models in their career development could contribute to this misunderstanding.

Insecurity: In many cases, power-tripping can be a manifestation of one’s insecurities. When a boss feels threatened by their subordinates’ skills or achievements, they might resort to aggressive or controlling behavior to assert their authority. This insecurity can stem from a fear of being overshadowed, replaced, or deemed inadequate. It’s a defensive mechanism to protect their status and position within the organization.

Lack of Empathy: Empathy is a critical trait for effective leadership, yet it is often lacking in power-tripping bosses. A lack of empathy can lead to a disconnect between the leader and their team, making it difficult for the boss to understand and appreciate the perspectives, feelings, and needs of their employees. Without empathy, a boss might disregard the impact of their words and actions on their team’s morale and well-being.

Why You Must Stop

Power tripping, in any form, can have detrimental effects on the workplace culture. It was never an effective or sustainable way to interact with colleagues; it’s a behavior borne out of insecurity, a lack of empathy, and a misunderstanding of what constitutes effective leadership and teamwork.

In today’s workplace, where diversity, collaboration, and mutual respect are highly valued, power-tripping can lead to a toxic environment, high turnover rates, and decreased productivity. It hampers the development of a supportive workplace where ideas can flow freely, and employees can grow both professionally and personally.

Moreover, with the rise of younger generations in the workforce who prioritize respectful, transparent, and empathetic workplace relationships, such behavior is increasingly being called out and is less likely to be tolerated.

In conclusion, recognizing and addressing power-tripping tendencies is crucial for personal growth, professional development, and the creation of a healthy workplace culture. The focus should be on building an environment based on mutual respect, empathy, and collaboration, where every team member, regardless of their position, feels valued and empowered.

Author:  Edwin Ebreo

Edwin is the founder and CEO of ExeQserve, Corporation, an HR Solutions Company. He is also the company’s head consultant for Organization Development and Human Resource Development. Ed developed his skills in training, recruitment, human resource management, organization development, and management consulting through twenty years of collective experience in the retail, financial, BPO and HR consulting business. Connect with him on Linkedin: https://www.linkedin.com/in/edebreo/

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Clarify. Simplify. Multiply.

Why Power Trippers Rule (And How You Can Manage Them)

One of the clients I met today asked for advice on how to handle managers who are power trippers. I told him that I blogged yesterday about how power trippers block blessings . I also promised my dear readers that I will share ways to handle power trippers.

Before that though, I will explain why power trippers rule. I will do this so you will understand how to manage power trippers at work.

When you have experiences or questions, please feel free to share. I will keep your identity secret.

Are you ready? Let’s proceed.

How power trippers rule.

I will say it again, real leaders are not power trippers. Unfortunately, power trippers compete actively for leadership. They become bosses. And when they start enjoying the power, that’s the start abusing it.

Is it fair? No, it is not. But unwittingly, people allow them to rule.

There are many reasons or excuses why we capitulate to power trippers in offices. And for every one of us who allows power trippers to rule, our reasons (and excuses) are valid to us.

We don’t want to fight them.

One example is Maria who is a government employee.

She had worked in a government agency for ten years. Because of her excellent performance and service to the organization, she was awarded tenure by that previous organization.

Unfortunately, a power tripper, a co-worker, went to the powers-that-be and protested. The power tripper insisted that she’s not qualified because of a “new policy” that required employees to finish their masters in five years — or they’ll not be renewed.

Since she’s a few more units to graduation, the power tripper claimed she does not deserve tenure nor renewal in the institution.

It was a few weeks before Christmas. It was obvious to many that the power tripper, who is a kumare of Maria, saw Maria as a threat.

The tenure award was withdrawn. She resigned from her job and opted to transfer to a different government agency.

You may be asking, why did Maria allow a power tripper to win?

Understand that Maria has three children she has to take care of. Her husband was working abroad. The best option, she thought, was to transfer to another agency where she will have peace of mind.

Three of her co-employees were in the same situation. They fought for their rights because they believe the policy was not approved by any assembly and was contrary to the law. Because they fought for their rights, the promotion policy was not implemented. Unfortunately, the power tripper used it to kick a competition out.

Because we tolerate them.

A power tripper rule because they are tolerated. For the sake of “harmony,” people who are not yet power trippers allow them. They are like bystanders who watch while bullies are abusing others.

Another example is Belinda.

Three years ago, she was recommended for promotion because she was the most qualified. A power tripper, who has clout, blocked her promotion.

To appease the power tripper, the committee where she is also a member capitulated. They did not want to fight her. Anyway, Belinda is still young. She will eventually be promoted. She only needs to please the power tripper.

They said it is better to accept and seek God’s plan than to fight.  Maybe, God has greater plans for her.

I am puzzled when people talk about God to justify what is wrong. I imagine them telling David not to fight Goliath because he was just a kid and God wants people to be humble. But, these people believe in their good intentions.

Consider that in Belinda’s situation, the committee sided with the power tripper. Though the members of the committee will not be denied anything, fighting a power tripper may cause them trouble. They are playing safe .

They hit you when you are weak.

A power-tripper wins because she hits you at your weakest spot. For Maria, the education and care of her children are far more important than fighting for her rights.

The individual committee members don’t want to offend power trippers. They opted not to fight for Belinda’s rights because it was not their fight. They don’t want trouble. God must have a greater purpose for Belinda.

As for Belinda, she’s a breadwinner. A promotion promises increased income. Fighting a power tripper may cause stress and possibly a non-renewal. She opted to play safe too.

They have minions.

And observe also that a power tripper is never alone. Some people applaud her actions. They believe that being on her side will benefit them and make them safe.

In Filipino, we call them sipsip or suck-ups. Others call them tuta (lapdogs). We don’t like power trippers and their minions, but we have to endure them because we need our work.

You can be a victim of power-tripping in an office with less than ten people. You can experience this in big organizations. You can experience this in churches, schools, and institutions where you expect people to know better.

Choose not to be victims.

If only we all dare to do what is right, there will be no power trippers. But we don’t have the same ounces of courage.

Let us not blame the victims of power trippers. They have reasons. What they need is our empathy and support. Blaming people won’t change anything. We have to find ways, even in small ways, to make change happen.

I will continue this article. I will show you how to reform and, when necessary, fight power trippers.

Jef Menguin

P.S. I encourage you to consider bringing to your organization my Exemplary Leadership Masterclass. It will help you tremendously in changing the way everyday leaders enable others to act.

What’s Next

I encourage you to read the following posts to help you accelerate your personal development and improve your leadership skills.

21 Best Tips on Self-Improvement

Little-Known Power of Ningas Kugon to Create Breakthroughs

What is leadership?

7 Self-Leadership Tips for Exceptional Supervisors

Personal Development Plan: The 4DX Framework (2024)

10 Tips for First-Time Supervisors

There will be no tyrants if there are no slaves. Yes, Jose Rizal did say this. It is as if our own subjugation is our own making.

But I do agree with what he said, to some extent. Power trippers rule because we allow them. The abuses of power trippers do not help any organization. It creates mistrust. We have to call them out. And this is a shared responsibility.

There is no peace of mind when we allow power trippers to continue. Document what they are doing. Find out what they are doing that does not help your organization. Enroll in the support of others so you won’t be fighting alone.

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5 Of The Pettiest Office Power Plays Co-Workers Can Pull

Senior Reporter, Work/Life

When you enter the workforce, you may quickly realize that your job is not just to do what you were hired for, but also to compete in the world of office politics.

“ Avoiding office politics is like trying to avoid air, because if you have more than two people working together, you are going to have politics in some form or fashion,” said Marie G. McIntyre, a workplace psychologist and author of “ Secrets to Winning at Office Politics .” “Politics to me is really about managing the relationships at work in order to accomplish whatever your goals are.”

In the positive sense, office politics are just strategies to increase your influence to get business goals done, McIntyre said. But these maneuvers become harmful power games when the player is more concerned about increasing their own status than preserving working relationships.

It starts to hurt the business when the main focus is on “How do I make me more important?” McIntyre said, because “part of being effective at work is effectively working with and collaborating with other people.”

When a colleague tries to diminish you and limit your influence at work, that’s a petty power play. Once you know how these players operate, you can create countermoves to defeat their game, McIntyre and other experts told HuffPost.

Here’s how to handle five common maneuvers that can have a real, negative effect on your work reputation.

1. They try to supervise your work but aren’t your boss.

The “hallway monitor” is a self-appointed compliance officer or a “supervisor of people that they’ve not been given authority to supervise,” McIntyre said. They have a need to make sure things are done according to their way of what’s right.

“There are a surprisingly large number of people who just take it upon themselves to monitor their co-workers and report things they think are not appropriate, or don’t like, or things they think are errors to management,” McIntyre said, citing the story of a co-worker who kept sending emails about mistakes they thought their co-worker had made to that person’s boss.

Pushback strategy: Let the hallway monitor know you don’t appreciate this feedback, or tell your superior.

If you are getting feedback about how your work should be done from someone who has no authority over you, you can let them know that your boss doesn’t have problems with the way you work.

That language could sound like, “I’m sure you feel like you are being helpful by sending emails to our manager, but it really isn’t your job to supervise me. He never has problems with my work, so I would really appreciate it if you didn’t do that,” McIntyre said.

McIntyre said she personally thinks it is more useful to go to the boss in this scenario. Let them know your concerns about the oversight with a neutral question like, “Do you have any desire for her to oversee my work?”

2. They don’t invite you to the meeting or event you need to attend.

Petty office power players often use exclusion from events or meetings as a control maneuver. “They want more control and they think they’ll have that with you not there. Or they just don’t want your point of view in that meeting,” McIntyre said.

Pushback strategy: Call out the behavior and invite yourself.

If you hear about a wrongful exclusion before the event happens, invite yourself if appropriate, McIntyre said.

Rahkal C. D. Shelton, a project manager and author of “ Woosah : A Survival Guide for Women of Color Working in Corporate ,” said she was not invited to her co-workers’ group work lunches in a job she held. One strategy she deployed was to acknowledge the behavior and ask direct questions like, “Are you ladies heading to lunch later in the week?”

“The shunning game can be insidious because the perpetrator may claim they just forgot to invite you. Shelton advises being vigilant if you notice this behavior and documenting it through personal emails to yourself.”

If you’re being left out of lunches or outings that include supervisors as well as peers, “then that’s more of a concern,” Shelton said. In these cases, Shelton recommends reporting this exclusion because you don’t want to miss out on valuable information that is discussed. You can bring it up to your boss and ask about upcoming opportunities by saying, “Hey, what’s coming down the pipeline? Are there any extra expectations?” Shelton said.

The shunning game can be insidious because the perpetrator may claim they just forgot to invite you. Shelton advises being vigilant if you notice this behavior and documenting it through personal emails to yourself in case you need to build a case later. “You can’t get away with the ‘I forgot again’ multiple times because then you’re singing the same song,” she said.

If your power-hungry colleague claims they simply forgot you, you can also approach the behavior as an error that you are asking them to correct. For example, if you are being excluded from important emails, McIntyre advises emailing back with a statement like, “‘ I noticed that I got left off the email list for the last couple of communications about this project. I’m sure that was an oversight. I need to let you know I need to be on that list.’ And if necessary, copy your boss.”

3. They invade your space.

Unless you have given someone permission, no one should be eating your food or getting too close to your workspace. Some people are unfortunately just bad with personal space. But others who violate your boundaries are controlling co-workers who think they can do what they want regardless of how you may feel and invade your personal space in an effort to assert their dominance.

McIntyre recalled a colleague who picked up a document from her desk in front of her. “I was sitting in my chair in my office. He walked around behind my desk, reached over my shoulder, and picked up the document that I had had in front of me. I just took it back and turned in my chair and said, ‘You need something, Mike?’ And he went away.”

Shelton said she experienced this type of space violation with a boss who would stand over her to have conversations while she was sitting down, which made her feel helpless.

Pushback strategy: Say the action is unwanted and get the person out of your space.

When your boundaries gets crossed, draw the line. Pleasantly but firmly assert yourself, such as by saying, “I know you have a habit of picking things up, and I would appreciate if you didn’t do this,” McIntyre said.

McIntyre said that if you can’t physically get back whatever the person has touched, you can say, “Can I have that back, please? That’s something I’m working on.”

When her boss would invade her space and tower over her, Shelton’s strategy was to stand up, too. “I would scoot back further to cause some distance, or oftentimes I would stand with her. I would get up and engage her in the conversation so by then we’re eye level,” Shelton said.

“I was sitting in my chair in my office. He walked around behind my desk, reached over my shoulder, and picked up the document that I had had in front of me. I just took it back and turned in my chair and said, ‘You need something, Mike?’ And he went away.” - Marie G. McIntyre, workplace psychologist

4. They copy your boss into your emails.

“A lot of times, it’s a form of intimidation, especially when they are cc’ing multiple people,” Shelton said about this tactic, which suggests, “We’ve got the magnifying glass on you.”

Pushback strategy: Get ahead of the email copier by communicating with the person they are trying to rope in .

“If it’s pulling your boss into something and there might be a misunderstanding, you really need to do damage control with your boss,” McIntyre said. That damage control can look like, “Bob copied you on this email, we’re in the middle of the conversation about this, let me explain what the issue is,” she said.

Shelton said you can acknowledge that your co-worker copied your boss into the conversation in your reply, and close that you will chat offline with your boss with a statement like, “Thank you, I will follow up with this person offline.”

If you know you have dropped the ball on an issue, get ahead of your petty colleague and schedule time with your boss before they’re copied on the conversation. Then you can counter with, “I already have this on their calendar. Thank you, it’s not necessary,” Shelton said.

5. They frame your work as their own.

Credit-stealers come in many forms in the workplace. They can claim they did more for the project than they did. Or they can sell your idea as theirs.

Pushback: Take credit back by citing sources and changing I’s to We’s.

If the theft happens out loud, you can chime in by noting the full list of contributors: “That was great work. I’d like to include that we worked together,” Shelton said.

One graceful way to ensure proper credit all around is to team up with your colleagues and give kudos to an idea originator. This amplification strategy was reportedly practiced by female staffers in the Obama administration.

“When a woman made a key point, other women would repeat it, giving credit to its author,” reported Juliet Eilperin for The Washington Post. “This forced the men in the room to recognize the contribution — and denied them the chance to claim the idea as their own.”

If credit-grabbing is happening through email, continue the conversation without noting the obvious theft attempt because “that just makes you look silly,” McIntyre said.

For example, if someone who was tangentially related to the project is trying to position themselves as the expert in an email chain, McIntyre suggests a reply like, “‘ Thank you for that information. As the project manager, I’ll certainly be glad to include that in my report.’ So [you’re] restating [your] authority as the project manager without saying, ‘Hey, I’m the project manager.’”

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With Character, On Your Way To Leadership!

11 Signs Of An Ego-Tripping & Power Hungry Leader

Leadership is all about character , integrity and guiding your team in the right direction.

Even if this job requires a sense of humility , some leaders can get ahead of themselves, let their ego run their world, crave and abuse their power.

Unfortunately, without even knowing it, the best leaders can also get consumed by ego and power.

Wondering if you are ego-tripping or if you are a power-hungry leader?

We have all worked in environments where leaders have completely lost their minds, letting their ego drive their decisions, searching for power or being completely drunk on power.

These leaders are said to be ego-tripping, power-tripping or power-hungry.

Below are the 11 signs revealing whether or not you are power-hungry or ego-tripping.

1. Power-hungry leaders are bullies

They bully their team members to ensure dominance and to kill any potential that would threaten their sense of power.

They overtly criticize others, take cheap shots and undermine the success of the entire team by creating chaos.

They are known to sabotage their team members because they think that they will move forward without them.

2. Power-hungry leaders are empty individuals

They are not whole individuals.

Truth is, they have a heightened sense of self, very low self-esteem and need to constantly feed their ego.

Furthermore, they are not self-aware , mindful of their actions, have low self-esteem and an unhealthy work-life balance.

3. Power-hungry leaders hide deep insecurities

Ego tripping and power-hungry individuals are weak-minded and will give anything to fill that inner void. For most, ego-tripping and power-hungry people are people who have felt powerless while growing up.

Deep inside, they are weak, are cowards, fear their own shadow, don’t have real power and they know it. They are unstable and easy to break.

To the world, they act tough and search for the weaknesses of everyone.

4. Power-hungry leaders jealousy has no bound

They get jealous when other people do better than they do or hold the position they want. They want to be the only one to shine and won’t hesitate to dim the light of others.

5. Power-hungry leaders think rank is enough

They think that their rank and role in the organization is enough to command respect.

Indeed, they pull rank whenever they feel threatened. Unfortunately, they tend to lose all the respect that they so crave.

6. Power-hungry leaders shut down dissenting voices

They remove dissenting voices or anyone who would oppose them.

Instead, they favor yes men, force people to bow down, to submit to their will, to agree with them, to follow them even if they are wrong.

Basically, it’s their way or the high way.

7. Power-hungry leaders believe status is everything

They often remind everyone around them of their titles and past accomplishments. They overshare and over-exaggerate their achievements.

They demonstrate a sense of superiority and use their status to build up their sense of self-worth .

8. Power-hungry leaders always compete with others

To feed their ego, they compete with people or powerful leaders who may not know that they are competing.

They think life is a competition. Even worse, some believe that life is a game and people are pieces on their chessboard.

9. Power-hungry leaders only social climb

They only network with powerful people and use them to social climb.

They look to climb the social ladder, thirsty for notoriety and take part in the most influential situations. They name drop powerful leaders they know in order to get respect and to feel superior.

10. Power-hungry leaders want to control everything and everyone

They tend to micromanage and don’t trust the people around them.

For this reason, they constantly seek control and leverage over others.

11. Power-hungry leaders encourage toxicity

They thrive in chaos, encourage toxic behavior and competition.

They may even gossip and create false narratives to foster a negative environment.

Last Words Of Advice!

Wanting and having power is not always a negative thing. You simply have to want it for the right reasons in order to go the distance. Otherwise, you will rapidly crash and burn.

If you come across one of those power-hungry leaders, don’t be afraid to stand up for yourself.

Hope that I’ve helped you get it together on your way to leadership!

Don’t forget to like, share and leave a comment below.

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How to deal with a boss on a power trip.

Difficult managers, supervisors and small-company owners can be hard on their subordinates -- sometimes for reasons that have little to do with the subordinates. A boss on a power trip often has an insecurity problem and wants to strengthen his place in the hierarchy. Working with a boss on a power trip, rather than avoiding or resisting one, will help you better cope with the situation.

Define the Problem

A boss on a power trip hungers for control over others. According to executive coach Jennifer Newman, people on power trips are self-serving and put the interests of the group after their own interests. A power-tripping boss will break the chain of command and give orders to low-level employees who have direct supervisors, even when the boss could ask the supervisor to talk to the low-level employee. A department director on a power trip might repeatedly tell the department manager that the manager’s methods are ineffective and consistently mandate new procedures.

Look for Causes

Try to determine why your boss is on a power trip. He might be afraid of another manager he considers a rival. Your company might be going through layoffs, and he might fear for his job. Your boss might have a subordinate who’s more qualified than her. In some cases, your boss might just suffer from a lack of self-esteem.

Reassure Your Boss

Make it clear to your boss that you know he’s in charge. Show him that you agree with him when he makes decisions by complimenting him, advises Melissa Dahl in her 2014 "New York Magazine" article, “Your Insecure Boss Doesn’t Want to Hear Your Ideas.” An effective compliment can be as simple as “Good idea, I didn’t think of that.” Asking your boss for suggestions demonstrates that you feel he has knowledge you lack and that you value his opinion. Get approval from your boss before trying something new; this eliminates any perception that he doesn’t have a say in how his employees operate. If you can do it without seeming like a brown noser, compliment your boss or give him credit for something in front of his superior.

Document Your Boss’s Behavior

If your situation becomes so bad that you have to report your boss or take legal action, you will have a stronger case if you can document repeated instances of your boss’s bad behavior. Keep a log and include dates, your boss’s inappropriate behavior and who witnessed the behavior. Do not keep this record on your computer and make sure to take it with you each time you leave the office. Save copies of emails from your boss or co-workers that provide examples of your boss’s power tripping.

Confront Someone

If you don’t feel you can continue to work effectively with your boss’s behavior, set up a private meeting with her to try to resolve the problem. Offer examples of her behavior that are causing you to be less effective and offer solutions, recommends Hara Estroff Marano, writing for "Psychology Today." Try to avoid personal criticism. If your boss doesn’t accept your view of the situation, escalate your complaint by going to your boss’s boss. This can result in your termination if you can’t make your case; for this same reason, you might not be able to rely on any support from co-workers. If all else fails, contact an employment attorney to determine if your boss’s behavior constitutes harassment or if you have grounds for a wrongful termination suit.

Related Articles

How to manage an arrogant boss →.

The Abuse of Micromanagement in the Workplace & Job Performance →

How to Handle a Co-Worker That Dictates Even to the Bosses →

How to Deal With a Sneaky Boss →

How to Expose a Bad Boss →

How to Deal with a Co-Worker Who Hates You →

• Psychology Today: Dealing With a Bully Boss

Sam Ashe-Edmunds has been writing and lecturing for decades. He has worked in the corporate and nonprofit arenas as a C-Suite executive, serving on several nonprofit boards. He is an internationally traveled sport science writer and lecturer. He has been published in print publications such as Entrepreneur, Tennis, SI for Kids, Chicago Tribune, Sacramento Bee, and on websites such Smart-Healthy-Living.net, SmartyCents and Youthletic. Edmunds has a bachelor's degree in journalism.

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The Enlightened Mindset

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Welcome to the world's first fully AI generated website!

Exploring Power Tripping: A Guide to Identifying, Addressing, and Avoiding It

By Happy Sharer

Introduction

Power tripping is a term used to describe a person’s attempts to assert their dominance over another person, often through the use of manipulation or coercion. It can be seen in many different types of relationships, from romantic partnerships to professional ones, and its effects can be damaging for both the power tripper and their target. In this article, we’ll explore what power tripping is, the impact it has on relationships, and strategies for dealing with it. We’ll also look at some of the common causes of power tripping and ways to avoid becoming a power tripper yourself.

Defining Power Tripping: What is it?

Power tripping is a form of psychological abuse in which one person seeks to gain control over another person by using tactics such as manipulation, intimidation, and coercion. It is often done in an effort to assert one’s dominance over the other person, and it can be seen in both personal and professional relationships. According to a study conducted by researchers at the University of California, Santa Barbara, power tripping “is characterized by an individual’s need to gain control over others through the use of coercive tactics and aggressive behavior.”

Overview of the Impact of Power Tripping on Relationships

Power tripping can have a significant impact on relationships, both for the power tripper and their target. The power tripper may feel a sense of superiority, but their behavior can lead to feelings of insecurity and fear in their target. This can lead to a breakdown in communication and trust, causing further damage to the relationship. On the other hand, the target of power tripping may experience feelings of helplessness and lack of control. They may also feel resentment towards the power tripper, leading to further conflict in the relationship.

Identifying and Addressing Power Tripping

How to identify power tripping.

Power tripping can be difficult to recognize, as it often takes place in subtle ways. However, there are some signs that can indicate power tripping is taking place. These include:

• Manipulating situations to get the desired outcome
• Using guilt or shame to control the other person
• Making decisions without consulting the other person
• Refusing to listen to or acknowledge the other person’s point of view
• Using verbal put-downs or insults to belittle the other person

Strategies for Dealing with Power Tripping

If you find yourself in a relationship with someone who is power tripping, there are some strategies you can use to address the issue. First, it’s important to be aware of your own feelings and reactions to the power tripping behavior. If you’re feeling angry or frustrated, try to take a step back and take a few deep breaths. Then, calmly explain to the power tripper why their behavior is unacceptable and ask them to stop. If they refuse, it may be necessary to set boundaries and limit contact with the power tripper until they are willing to change their behavior.

Exploring Reasons Behind Power Tripping

Common causes of power tripping.

There are a number of reasons why people may engage in power tripping behavior. In some cases, it’s a learned behavior that has been passed down from generation to generation. In other cases, it may be the result of childhood trauma, such as physical or emotional abuse. Other potential causes include low self-esteem, a desire for control, or a need to prove one’s superiority over others.

Examining the Consequences of Power Tripping

The consequences of power tripping can be severe and long-lasting. It can lead to feelings of insecurity, anger, and resentment in the target, as well as a breakdown in communication and trust. It can also cause a rift in the relationship, making it more difficult to repair. In the workplace, power tripping can lead to decreased productivity, increased stress levels, and a hostile work environment.

Avoiding Becoming a Power Tripper

Tips for preventing power tripping in the workplace.

In the workplace, it’s important to create an environment that is free from power tripping. Here are some tips for preventing power tripping in the workplace:

• Set clear expectations and boundaries for employees
• Encourage open and honest communication
• Recognize employees for their contributions
• Promote an environment of respect and collaboration
• Hold meetings regularly to discuss any issues or concerns

Ways to Avoid Becoming a Power Tripper

It’s also important to be aware of your own behavior and make sure you’re not engaging in power tripping. Here are some tips for avoiding becoming a power tripper:

• Be mindful of how you communicate with others
• Listen to and consider other people’s opinions
• Respect other people’s boundaries and decisions
• Be open to compromise and collaboration
• Focus on building relationships, rather than asserting dominance

Summary of Key Points

Power tripping is a form of psychological abuse in which one person seeks to gain control over another person by using tactics such as manipulation, intimidation, and coercion. It can have a damaging effect on relationships, both for the power tripper and their target. It’s important to be aware of the signs of power tripping and to have strategies for dealing with it. Additionally, it’s important to understand the common causes of power tripping and to take steps to prevent it in the workplace. Finally, it’s important to be aware of your own behavior and to avoid becoming a power tripper yourself.

Final Thoughts on Power Tripping

Power tripping is a serious problem that can have a damaging effect on relationships. It’s important to be aware of the signs of power tripping and to take steps to address it when it occurs. Additionally, it’s important to understand the reasons behind power tripping and to take steps to prevent it in the workplace. By being aware of power tripping and taking steps to address it, we can create healthier, more balanced relationships.

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Hi, I'm Happy Sharer and I love sharing interesting and useful knowledge with others. I have a passion for learning and enjoy explaining complex concepts in a simple way.

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One Way to Deal With Someone on A Power Trip

Hint: many who throw their weight around don’t feel all that powerful..

Posted September 17, 2019 | Reviewed by Ekua Hagan

Sure, there are people out there who like to use power to control other people—that’s pretty much the definition of a power trip. But is your boss, coworker, ex-friend, or estranged relative really one of them?

Not necessarily.

Not everybody who seems to be on a power trip actually is. Even the most controlling, domineering person in your life may simply be… protecting herself.

Self-protection isn’t the only alternative explanation for an apparent power trip. But it’s one that’s often overlooked.

If you can spot self-protection in action, you’re more likely to respond effectively and even potentially help the person heal.

The Power of Self-Protection

Most of us, if we’ve been hurt badly enough in the past, will prioritize doing whatever it takes to stay emotionally and physically safe.

Some of the behaviors we use as a shield can easily be mistaken for something more aggressive. Here are just a few examples:

• Dictating the details of how things play out to make sure we don’t get hurt again
• Requiring lots of information upfront before we agree to do things
• Changing our minds after agreeing to something that makes us nervous
• Reducing or eliminating contact with people who feel dangerous

All of these behaviors can come across as power-tripping. But self-protection is not about enjoying power; it’s about trying to ensure safety.

Sometimes, self-protection requires us to remove ourselves from certain relationships. There are various ways of doing this, ranging from “ ghosting ” (disappearing without explanation) to having a respectful conversation in which we clearly state our needs and boundaries in a way that others can choose to act on, or not, with the understanding that we hope they’ll be able to do so.

Mostly, when we’re in self-defense mode, we’re not especially polite. We might come across as unreasonable, stubborn, or even aggressive.

Think about it: If you’re at a backyard barbecue, and your shorts catch fire, you’re going to make a beeline for the swimming pool without concern for whose Coke you knock over. While you’re dashing to the pool, your only thought is for your own safety.

Even if we don’t feel especially powerful, our self-protection can make us look like power-hungry control freaks.

Refusing to return someone’s phone call, from their point of view, is just rude. Even if the truth is we’re scared of what might happen if we talk to them.

Leaving relationships, or acting inconsistently within them because of our own ambivalence, can come across as a power trip because we’re controlling the contact schedule. Sometimes we’re available; other times, we’re not. We decide from moment to moment what we can tolerate.

To the person on the receiving end, we’re just messing with them.

How to Respond

If you’re on the other side, looking at someone who appears to be on a power trip, there are some questions you might consider. To your knowledge…

Has that person experienced physical harm, emotional pain, or deep disappointment in relationships?

How secure does he seem, in general? How’s his overall self-image ?

Is it possible that the “power trip” is really just a need for safety?

If the relationship is important to you, don’t skip over self-protection as a possible explanation for behavior that appears power-driven.

If it might be the case that the person is protecting himself, how can you help him feel safer, especially in the relationship you share?

Here are a few ways to provide safety for people who’ve been hurt and/or traumatized in relationships:

• Ask permission. Ask about timing, locations, activities, topics that are OK to discuss… anything that the person seems anxious to control. These are important to her, so let her decide what feels OK.
• Offer choices. Same as above, and let the person know you’re open to hearing her ideas and preferences. Respect her choices, as long as they don’t directly violate your personal boundaries.
• Don’t push. Fear of being dominated often goes hand in hand with concerns about safety. Never try to coerce someone who’s been traumatized into doing what you want them to do.
• Be patient. Intrusive self-protective behaviors stem from past harm, not malice. People need time, understanding, and acceptance in order to heal.

These behaviors represent the opposite of what most of us feel like doing when someone is throwing their weight around. It’s human nature to want to push back against anything that feels like an inappropriate power-grab.

So if the relationship is not that important to you, you may choose simply not to deal with someone who seems to be on a power trip.

But now that you know it could be something deeper, you can make an informed choice about your own response.

Tina Gilbertson, LPC, is the author of Reconnecting with Your Estranged Adult Child and Constructive Wallowing: How to Beat Bad Feelings By Letting Yourself Have Them . She hosts the Reconnection Club Podcast for parents of estranged adult children and offers consultation by distance.

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Power at Work: What it Really Means and How to Gain Power (Even When You Think You Have None)

Most people respond to this question, with some description akin to, “it conjures up images of people in status positions manipulating, deceiving, abusing power” or they bring up Machiavelli and ethically questionable ways of winning power. The default notion of power in our society isn’t pretty.

However, power is often misunderstood – and it is not inherently bad. This common misperception of its inherent qualities may be leaving you feeling disempowered . The more you understand power, the more power is accessible to you.

What you do with power determines its flavor and level of morality. Because power feels like such a dirty word and because few people actually have formal power, conversations about power can often feel disempowering . My intention in this article is to begin to unpack many of the different forms and layers of power to find out what is actually available and what is actually limited. Empowerment begins once you recognize the power that is available to you.

The Uncomfortable Truth About Power at Work

Every high achiever I have ever met wants more power at work. The problem is that for most, it feels uncomfortable to admit the desire for more power. It feels wrong, manipulative, or even dirty. Before you can gain power at work, you must understand that in order to forward any agenda – be it wholesome or malevolent – you must have power.

To get more power, you must first own your desire for it unapologetically. There’s absolutely nothing wrong with wanting more power. The desire for more power can come from good or bad intentions – if you want more power to wreak havoc on your colleagues and community, you may want to question your intentions. However if your desire for power stems from taking care of yourself, your loved ones, your team, your strategy, your goals, your organization, etc.— you need power to get any of this done. If you are powerless, you cannot do good in the world.

11 Types of Power at Work You Can Pursue

Anyone can be powerful. That’s right, you don’t have to be CEO to have or gain power at work. There are at least a dozen different types of power within organizations; different roles and personalities offer different types of power. Some forms of power at work are up for grabs, if you are willing to put in time, effort, and energy. Other types of power at work are harder to earn. Let’s break down the types of power at work to get a deeper understanding of what might be available to you:

Formal or Legitimate Power

This is the most commonly known type of power; it is what most picture when you say the word power. Formal power is when someone holds an official title or role, accompanied by status and leadership in a particular domain or organization, a.k.a. “The boss” or someone who sits hierarchically above others.

*Accessibility Note : Limited to those with access to certain roles

Expert Power at Work

Expert power may or may not come from a role or title; it is much more aligned with deep experience, skill, and/or knowledge about a particular area of significance in an organization or industry. The more rare and difficult the expertise is to get, the more credibility, respect, and subsequent power a person will have.

*Accessibility Note : Limited to those with access to certain expertise, or those willing to gain expertise

Reward Power at Work

When a person has the ability to pay or otherwise compensate others in their organization, this is reward power. Rewards may come in the form of grants, promotions, raises, jobs, or other perks. Reward power is often coupled with legitimate power, but not always.

*Accessibility Note : Limited to those with access to certain forms of legitimate power

Coercive Power at Work

If you invert reward power, you will find nefarious situations where people in power create fear among those who sit hierarchically below them, by threatening to punish them in a variety of ways for not playing by their rules. This is coercive power. Some examples of coercive power may include demotions, loss of privileges, transfers, terminations, and bullying.

*Accessibility Note : Best to avoid its use

Informational Power at Work

This is where someone has broad institutional knowledge. It differs from expert power, in that expert power tends to be deep expertise about an area of an organization, skill, or industry, while informational power tends to relate to general knowledge about an organization and its processes, culture, people, and history. Someone with informational power may hold a long tenure at an organization or have a role with broad oversight.

*Accessibility Note : Dependent on role and situation, but generally up for grabs.

Network or Connection Power at Work

This kind of power is all about whom you know and how big your network is. Network and connections here may relate to internal or external connections – and may even include personal networks.

*Accessibility Note : Up for grabs

Referent Power at Work

Referent power is most commonly associated with those with charisma and likeability. Famous people, social media influencers, and some politicians are examples of those with referent power, but anyone who can win influence with their appeal and attractiveness has access to referent power.

*Accessibility Note : Up for grabs, although most accessible to extroverts.

Location or Centrality Power at Work

One form of centrality power is location power, which is all about how connected you are physically to those with power. How much face time do you have with leadership? How often do you see the executive team? How central – physically – are you to what is going on? This is the opposite of the adage, “out of sight, out of mind.” If your desk is conveniently located near the C-suite or situated on the way from the cafeteria to the bathroom, you likely have centrality power. If you are in the office with your boss and everyone else is remote, that would also give you location power.

*Accessibility Note : Up for grabs, although some location dependencies.

Operational or Centrality Power at Work

Another type of centrality power is operational power, which more closely relates to organizational structure and connectivity to the processes of those with power. If your job in the mailroom is to hand deliver important mail to the executive team, if you are the liaison between important teams, or if you are the personal assistant or tech support to organization’s top leaders, you likely have centrality power.

*Accessibility Note : Up for grabs.

Linguistic or Framing Power at Work

Someone who has excellent command of the language has easy access to linguistic power. If you are able to frame requests, statements, and questions in a way where you can influence the perspective of others, you have linguistic power.

Agenda Power at Work

If your role enables you to influence the agenda of what is discussed in meetings, to prioritize what is or isn’t accomplished, or to decide on resourcing for an organization, you have agenda power.

For a deeper dive into the principles and sources of power, read professor of organizational power and politics at the University of San Diego, Craig Barkacs’ article on the Sources of Power .

The Bad News About Power at Work

Here’s the bad news about power at work. The more formal power you have, the greater chance you will be poisoned by it. Simply put, power tends to go to your head and inflate your sense of self, sending you on what some call, a power trip . This unfortunate truth (along with the prevalent use of coercive power) may just be why power has such a bad reputation.

According to Stanford professor Robert Sutton , the more power one has in an organization, the more likely one is to lack empathy, sensitivity, and kindness to others. He said, “Much research shows that being and feeling powerful provokes people to focus more on their own needs and wants, and to become oblivious to others’ needs and feelings. And as we all know, sh*t rolls downhill.” He noted that all kinds of people are at risk for this, and most are unaware of the impact power has on their behavior. The ripple effect of a leader being poisoned by power can be incredibly detrimental to the organization as a whole as well as the people in it.

Other negative side effects of power may include being in a relentless spotlight, a constant demand on your time, and lack of honest feedback and authentic relationships.

What this all means is that as you build your power, you must be attentive to its potentially negative impact on how you lead, how power affects your relationships, and ensure you are using the power you are gaining in the right ways. The often-exaggerated term power trip should be something to watch out for as you climb the ladder.

How to Gain More Power at Work

To have the conversation about what you can do to increase your power – and use it for a good agenda – we have to revisit the good news and the bad news. Here are five tips to put yourself in a higher position of power. Many of these tips are inspired by the work of Jeffrey Pfeffer, professor of organizational behavior at Stanford’s School of Business and author of Power: Why Some People Have it – and Others Don’t .

1. Determine What Power Is Available to You

Figure out where you can gain an edge in power and focus your efforts accordingly. Ask yourself:

• What kind(s) of power at work do you already have?
• What kind(s) of power is available to you at your org and in your role?
• What kind(s) of power comes naturally to you?

2. Keep Your Power in Check

As you gain more power, always be on guard and check yourself for any perceived lowered levels of empathy, kindness, consideration of others. Statistics don’t lie; so don’t let yourself fall into the power trip trap. Enroll colleagues and friends to hold you accountable for leading with compassion .

3. Don’t Be Naïve

Melvin Lerner, esteemed professor of social psychology and educator of the just-world hypothesis, warns us that although we all want to believe in a just world, it just isn’t true. If you believe this to be true, it inhibits your ability to learn and understand the world accurately. This means that you must keep your guard up, assume your colleagues are also your competitors, and prioritize your needs and agenda at work. Be your biggest champion .

Pfeffer agreed when he said in his book,“Believing that the world is fair, people fail to note the various land mines in the environment that can undermine their careers.”

4. Build Self-Awareness and Self-Reflective Capacities

Don’t put all of your energy into the hardest type of power to attain. If you are paving a path to power, start by understanding your strengths and your environment. As Pfeffer said, “The best path to power combines two things: 1) a path that not many are taking, and 2) something that you are capable and comfortable with doing.” Begin where you are to make notable and consistent progress.

5. Practice Practice Practice

If you were to want to learn a new language or musical instrument, you would not sit back and wait for the skill and learning to come to you. If you genuinely wanted to gain skills, you would take lessons, practice, and set milestones along the way.

The same goes for your pursuit of acquiring power skills. Pfeffer said of the people who are in power, that they, “Understand the bases and strategies for acquiring power, and take action consistent with their knowledge in a skillful way. Skill at anything requires practice, and power skills are no different.”

The Bottom Line

Most clients I work with who are in pursuit of gaining more power or navigating organizational power more effectively don’t realize how much access they actually have to power. There are often easy wins within reach – if you look for and recognize the opportunities.

I’ll end this article with another appropriate quote by the power guru, Pfeffer. He said,  “People who don’t have as much power as they would like often begin by attributing their difficulties to the environment – competitors, bosses, economic circumstances, and so forth. But in reality people are customarily their own biggest impediment to being as powerful as they would like.”

In other words, there are always ways of gaining more power at work – you just have to look for them and be willing to put in the effort it takes to gain more power at work.

If this article piqued your interest, I highly recommend Pfeffer’s book, Power: Why Some People Have it – and Others Don’t .

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MLB power rankings: Los Angeles Dodgers finally bully their way to the top

And now, the question is, will they ever look back?

The Los Angeles Dodgers clawed to the top of USA TODAY Sports’ power rankings, their first appearance atop the heap all season. It was well-earned: The Dodgers swept the previous No. 1, the Atlanta Braves, in a raucous three-game series at Dodger Stadium that came on the heels of a 7-2 road trip .

While the Dodgers added Shohei Ohtani in the offseason, that did little for their pitching paucity to start this season. Well, some questions are getting answered: Erstwhile ace Walker Buehler makes his first start since 2022 Tommy John surgery on Monday against the Marlins. Veteran fifth starter James Paxton shut down the Braves on Sunday.

And the MVPs are doing MVP things . Catch ‘em if you can.

A look at this week's rankings:

Follow every MLB game: Latest MLB scores, stats, schedules and standings.

1. Los Angeles Dodgers (+1)

• Shohei Ohtani got Dave Roberts a fast car . Then, he broke his record.

2. Baltimore Orioles (+2)

• John Means and Kyle Bradish combined to give up one earned run in 11 ⅔ innings of their season debuts.

3. Atlanta Braves (-2)

• Power went out – just three home runs – on 1-5 road trip.

4. Cleveland Guardians (+1)

• Top prospect Chase DeLauter fractures bone in problematic left foot.

5. New York Yankees (-1)

• Gerrit Cole threw off a mound, beginning road to return (in June or July).

6. Philadelphia Phillies (-)

• Trea Turner lost for six weeks; they're hoping Alec Bohm's hip hiccup just precautionary..

7. Chicago Cubs (+2)

• Javier Assad's 1.66 ERA leads the National League.

8. Milwaukee Brewers

• Avenging Craig Counsell will have to wait as they lose two at Wrigley.

9. Seattle Mariners (+2)

• They've won four of six vs. Astros, Rangers.

10. Texas Rangers (-)

• Kirby Yates has pitched 14 scoreless innings, striking out 16.

11. Cincinnati Reds (-3)

• Fill-in center fielder Will Benson down to .195 with .670 OPS.

12. Kansas City Royals (+2)

• Red Sox castoff John Schreiber dominant (1.10 ERA, 0.98 WHIP) out of the bullpen.

13. Minnesota Twins (+11)

• A 12-game winning streak brings a corresponding bump in the Power Rankings.

14. Boston Red Sox (-1)

• Went 220 at-bats without a home run. Strangely, Ceddane Rafaela started and ended the streak.

15. Toronto Blue Jays (-3)

• A messy season debut (11 baserunners in four innings) for Alek Manoah, and offense remains a mess.

16. San Diego Padres (+4)

• They leaped one spot for every one of Luis Arraez's knocks in his Padres debut .

17. Detroit Tigers (-)

• Jack Flaherty's career-best 14 strikeouts against Cardinals another sign of strong start.

18. Tampa Bay Rays (-)

• Kevin Cash now winningest manager in franchise history.

19. New York Mets (-3)

• As Jose Quintana and Adrian Houser struggle, prospect Christian Scott gives rotation some hope.

20. Washington Nationals (+3)

• Twelve comeback wins leads major leagues.

21. San Francisco Giants (-)

• Have scored three or fewer runs in 19 of last 27 games.

22. Pittsburgh Pirates (-1)

• Paul Skenes coming any day now. Right? Right??

23. Arizona Diamondbacks (-8)

• Lost seven of nine games and looked very bad doing it.

24. St. Louis Cardinals (+1)

• Can't be losing series to the White Sox.

25. Houston Astros (-3)

• Vaunted bullpen a total mess, with Josh Hader giving up 10 earned runs in first 15 outings.

26. Oakland Athletics (+1)

• Mason Miller is nice , but Lucas Erceg is nearly as effective out of the bullpen

27. Los Angeles Angels (-1)

• Currently in last place. Have not finished in last place since 1999.

28. Miami Marlins (-)

• Just stunning how quickly they went from playoff team to same-old-sorry-ass-Marlins.

29. Colorado Rockies (-)

• On pace for 124 losses.

30. Chicago White Sox (-1)

• Mike Clevinger set to make season debut.

Bosses mandated them back to the office. They took legal action instead.

As employers take a hard-line stance, workers are fighting back against office mandates with legal action.

After more than two years of fighting against return-to-office mandates, workers are fed up with their bosses’ inflexible policies and are taking their battle to court.

Zacchery Belval, a designer from Connecticut who has congenital heart disease and severe anxiety, was fired after refusing to return to the office. Despite submitting several doctor’s notices about his medical need to work from home, his employer denied his request citing in-person job duties. Now, he’s suing the company in the U.S. District Court of Connecticut.

“They just said either you come back … or you’re fired,” Belval said. “It was literally screaming matches with management every day saying, ‘Hey, this is about health,’ and management going, ‘We don’t care.’”

As companies across the United States increasingly take a hard-line stance on office mandates , an increasing number of workers are elevating their complaints to court and federal labor agencies like the National Labor Relations Board and the Equal Employment Opportunity Commission. Workers argue that mandates can be unjust, discriminate against people with disabilities and is a retaliatory action against unionization efforts. Employers that have backtracked from flexible work argue that being in the office is necessary as it improves company culture, collaboration and productivity. The outcomes of these cases could be critical and force employers to reevaluate their policies, some lawyers say.

“They can have a significant impact if there’s an agency or court ruling,” said Andrew Melzer, partner at civil rights law firm Sanford Heisler Sharp. It could determine “what’s considered permissible.”

Despite the corporate push, the percentage of workers who’ve returned to the office in the United States hasn’t risen substantially. In March, nearly 23 percent of workers did their jobs remotely, at least part time, compared to 19.5 percent a year prior, according to the U.S. Bureau of Labor Statistics.

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Return to office “is the issue that just doesn’t seem to go away,” said Dan Kaplan, a senior client partner with Korn Ferry’s chief human resource officer practice. The landscape remains in flux, Kaplan said, in part because some companies have struggled to configure office policies that account for the burden on parents, caregivers, the immunocompromised and others who may be taxed by mandates.

Since the mandates began, employees have raised a fuss through public outcry, petitions calling for policy changes and other internal pushback. Now, “litigation seems to be their last resort,” Kaplan said.

Escalating legal action

Workers who have resorted to filing legal action over remote work say their employers’ rejections have been shocking and unfortunate.

For Belval, 31, the issue dragged on for years, ending with his dismissal in August 2023. Now he’s seeking to recover lost wages, be reimbursed for attorney’s fees and compensated for his pain and suffering. His employer, Electric Boat, a unit of General Dynamics, declined to comment on the lawsuit.

Belval’s lawyer, Peter Goselin, said he’s seeing a rise in workers filing lawsuits against their employers to work remotely. Belval’s lawsuit boils down to whether working from the office is considered essential to his job and whether remote work is a “reasonable” accommodation, he said.

Two circuit courts have already ruled that remote work could be considered reasonable, Goselin said. A U.S. Court of Appeals made that ruling in a case where Dionne Montague, a public relations worker who has a nerve condition, requested that the U.S. Postal Service allow her to work some mornings from home and go to the office in the afternoon. And another U.S. Court of Appeals came to a similar conclusion after Joseph Mobley, a customer service worker diagnosed with multiple sclerosis, asked St. Luke’s Health System to work from home when his condition flared up.

“That [remote work] has huge significance for people with disabilities and health issues,” Goselin said.

Since the pandemic, the EEOC has received at least a handful of remote-work cases. One in Baltimore resulted in $25,000 settlement to the employee.

Lina Lucifero filed a lawsuit with the EEOC after Design & Integration refused to allow her to work remotely one day a week for a few weeks because of her anxiety and depression, much of which flared up because of job stress, she said. Instead, she alleges, the company fired her, suggesting that they wouldn’t have hired her had they known about her mental health issues.

“Right away, I said, ‘This is discrimination,” Lucifero said. “I felt dehumanized and labeled … I am someone with a mental illness and was kicked out because of it.”

In addition to the payout, the settlement shows that Design & Integration was required to develop and distribute an American Disabilities Act policy to employees, provide training and post a notice of the settlement. The company did not respond to a request for comment.

Collective power

Not all complaints center on health and disabilities. Unfair labor-practice charges have been filed with the NLRB by workers at the New York Times, Google, Cognizant, X, Grindr, and The Washington Post. Concerns span from alleged retaliation for unionization efforts, to an unlawful dismissal for publicly criticizing an office mandate, to failing to bargain over the issue.

The New York Times, The Post and X didn’t comment on the matter.

Last year, LGBTQ+ dating app Grindr lost about 45 percent of its employees after it required people to move across the country and work from assigned offices two days a week. So workers filed a charge with the NLRB.

Quinn McGee, a New York City resident and former Grindr product manager who uses they/them pronouns, said they’d have to move to either Los Angeles or the Bay Area, where Grindr had not yet set up an office, despite living close to the Brooklyn office. But the engineers McGee worked with daily were assigned to the Chicago office, so McGee would be restricted to working with colleagues on Zoom.

Management delivered the mandate two weeks after employees filed to form a union and refused to take questions, McGee said.

“This was absolutely heartbreaking,” they said. “My partner is a medical provider, and I’m a trans person who has local health care professionals I trust. We can’t just up and leave with no notice.”

Drew Brunning, a former Grinder engineer who lives in Middleton, Wis., said he wouldn’t have been able to move his family and enroll his daughter at a school in Chicago within the required two-week time frame.

“They’re firing us for trying to form a union,” he remembers thinking. “It was a nuclear option that’s supposed to be illegal and no company would try it. But they did it.”

Grindr said it implemented its policy to improve collaboration and productivity. In a statement emailed to The Post, Sarah Bauer, a spokesperson for Grindr, said the company’s decision to implement the mandate “preceded the union election petition.”

“It was only after staff knew that the transition to in-office work was underway that employees began signing union cards,” Bauer said, adding that the company supports employees’ right to unionize.

Meanwhile, a group of Austin-based YouTube Music workers say they experienced something similar and also filed an NLRB charge.

Their employers, Google and Cognizant, announced an office mandate in December 2022, two months after employees filed for a union election. The mandate required employees to return to the office starting two days a week, leading to five days a week. The employers also revoked its unpaid time off policy, said Katie Marie Marschner, forcing her and others to give up other jobs needed to make ends meet.

“Everybody assumes we’re just spoiled tech workers,” Marschner said, adding that Google pays its employees 10 times more than those that work through subcontractors like Cognizant. “It’s not a living wage and adding the commute would force us further into poverty.”

Workers went on strike before getting laid off while appealing to the Austin City Council for help . Employers then asked workers to train contractors overseas to do their jobs, Marschner said. They were sent to work from an unfinished office, told they couldn’t have anything — including their cellphones — at their desks and weren’t given much work, she added.

Google, which is fighting its designation as a joint employer, and Cognizant said that the layoffs came after the normal end of a business contract. Cognizant said hybrid work is “the way of the future” and the Austin workers’ contracts required them to work from the office.

An uphill battle

Melissa Atkins, a labor and employment lawyer at Obermayer, said her clients, who are employers, are not considering the potential for legal action as a major factor in shaping their return-to-office policies.

“It’s a management right to change a policy,” Atkins said. Absent a collective bargaining agreement that hinges on the ability to work from home, or employers breaking contracts guaranteeing flexible work, “I can’t really see any real legal basis to challenge these policies.”

Workers who try to challenge their employers over office mandates in court will face an uphill battle, Atkins said.

Despite the difficulty, Marschner, the former YouTube Music worker who’s now motivated to get a job as an organizer, said the fight is worth it.

“It’s really all about power,” she said. “So you have to organize to flex your collective power. That’s the only way out of this mess.”

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BREAKING: Judge threatens to throw Trump in jail "if necessary" as the former president violates his gag order yet again

China’s president arrives in Europe to reinvigorate ties at a time of global tensions

PARIS — Chinese President Xi Jinping kicked off a three-country  trip to Europe  on Sunday with the continent divided over how to deal with Beijing’s growing power and the U.S.-China rivalry.

European carmakers are losing ground to  subsidized Chinese electric vehicles . Diplomats fret about  alleged Chinese spies  in European capitals. And China’s continued defense trade with Russia worries anyone in Europe who supports  war-ravaged Ukraine  and fears that the Russian army won’t stop there.

But Europe and China have hefty economic ties — EU-China trade is estimated at 2.3 billion euros per day — and Xi appears determined to rebuild and deepen relations with European leaders after a prolonged absence prompted by the COVID-19 pandemic.

Xi started Sunday in France, whose president wants Europe to have more  economic and strategic independence  from other world powers. Then the Chinese president heads to Serbia and Hungary, both seen as China-friendly and close to Russian President Vladimir Putin, and recipients of substantial Chinese investment.

Xi’s trip will be closely watched in Washington for signs of diminishing European support for its key foreign policy goals. At the same time, there’s increasing uncertainty in Europe about future U.S. support for trans-Atlantic allies.

Xi was greeted at Paris’ Orly Airport by French Prime Minister Gabriel Attal — and by protests by groups demanding that France pressure China to respect Tibetan and Uyghur minority rights. Activists seeking a free Tibet attempted to unfurl a banner Saturday beneath the Arc de Triomphe in Paris, and protested in the French capital around the same time as Xi’s plane landed.

After arriving, Xi said he hoped the visit would bring "strategic convergence" between China and France, and that further developing their relations would contribute to ‘’stability and positive energy in an turbulent world,’’ according to a text provided to reporters at the airport.

On Monday French President Emmanuel Macron will treat the Chinese leader to formal honors of a full state visit. They will also meet with European Commission President Ursula von der Leyen, who is expected to join Macron in pushing for fairer trade policies and for China to use its leverage with Russia to push it toward ending the war in Ukraine.

The EU launched an investigation last fall into Chinese subsidies and could impose tariffs on electric vehicles exported from China.

China claims neutrality in the Ukraine conflict but has refused to call the full-blown Russian assault on its neighbor an invasion, and has been accused of bolstering Russia’s capacity to produce weapons.

The Associated Press

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China’s president arrives in Europe to reinvigorate ties at a time of global tensions

Chinese President Xi Jinping arrived in Paris on Sunday, kicking off a three-country trip to Europe, his first in five years.

Chinese leader Xi Jinping’s first trip to Europe in five years will start in Paris on Monday as the Asian giant rebuilds its foreign relations after a prolonged absence during the COVID-19 pandemic.

China’s President Xi Jinping and his wife Peng Liyuan wave as they arrive Sunday, May 5, 2024 at Orly airport, south of Paris. French President Emmanuel Macron will seek to press China’s Xi Jinping to use his influence on Moscow to move towards the end of the war in Ukraine, during a two-day state visit to France that will also see both leaders discuss trade issues. (AP Photo/Michel Euler, Pool)

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Tibetan demonstrate Sunday, May 5, 2024 in Paris. French President Emmanuel Macron is welcoming China’s Xi Jinping for a two-day state visit to France. The state visit marks the 60th anniversary of diplomatic relations between the two countries and follows Macron’s trip to China in April 2023. (AP Photo/Thomas Padilla)

The plane carrying China’s President Xi Jinping arrives Sunday, May 5, 2024 at Orly airport, south of Paris. French President Emmanuel Macron will seek to press China’s Xi Jinping to use his influence on Moscow to move towards the end of the war in Ukraine, during a two-day state visit to France that will also see both leaders discuss trade issues. (AP Photo/Michel Euler, Pool)

China’s President Xi Jinping speaks to French Prime Minister Gabriel Attal as he arrives Sunday, May 5, 2024 at Orly airport, south of Paris. French President Emmanuel Macron will seek to press China’s Xi Jinping to use his influence on Moscow to move towards the end of the war in Ukraine, during a two-day state visit to France that will also see both leaders discuss trade issues. (AP Photo/Michel Euler, Pool)

A Tibetan woman demonstrates Sunday, May 5, 2024 in Paris. French President Emmanuel Macron is welcoming China’s Xi Jinping for a two-day state visit to France. The state visit marks the 60th anniversary of diplomatic relations between the two countries and follows Macron’s trip to China in April 2023. (AP Photo/Thomas Padilla)

Chinese President Xi Jinping and his wife Peng Liyuan wave as they arrive at Orly airport, south of Paris, Sunday, May 5, 2024. Chinese President Xi Jinping kicked off a three-country trip to Europe on Sunday with the continent divided over how to deal with Beijing’s growing power and the U.S.-China rivalry. (Stephane de Sakutin, Pool via AP)

Tibetan demonstrate Sunday, May 5, 2024 in Paris. French President Emmanuel Macron is welcoming China’s Xi Jinping for a two-day state visit to France Monday May 6. The state visit marks the 60th anniversary of diplomatic relations between the two countries and follows Macron’s trip to China in April 2023. (AP Photo/Thomas Padilla)

Chinese President Xi Jinping is welcomed by French Prime Minister Gabriel Attal at Orly airport, south of Paris, Sunday, May 5, 2024. Chinese President Xi Jinping kicked off a three-country trip to Europe on Sunday with the continent divided over how to deal with Beijing’s growing power and the U.S.-China rivalry. (Stephane de Sakutin, Pool via AP)

Police officers take down a banner setup by free Tibet activists to protest the visit of Chinese President Xi Jinping to France, next to the Arc de Triomphe in Paris, Saturday May 4, 2024. Xi Jinping will start the European tour in Paris on Monday, meeting with French President Emmanuel Macron. (AP Photo/Michel Euler)

PARIS (AP) — Chinese President Xi Jinping kicked off a three-country trip to Europe on Sunday with the continent divided over how to deal with Beijing’s growing power and the U.S.-China rivalry.

European carmakers are losing ground to subsidized Chinese electric vehicles . Diplomats fret about alleged Chinese spies in European capitals. And China’s continued defense trade with Russia worries anyone in Europe who supports war-ravaged Ukraine and fears that the Russian army won’t stop there.

But Europe and China have hefty economic ties — EU-China trade is estimated at 2.3 billion euros per day — and Xi appears determined to rebuild and deepen relations with European leaders after a prolonged absence prompted by the COVID-19 pandemic.

Xi started Sunday in France, whose president wants Europe to have more economic and strategic independence from other world powers. Then the Chinese president heads to Serbia and Hungary, both seen as China-friendly and close to Russian President Vladimir Putin, and recipients of substantial Chinese investment.

Xi’s trip will be closely watched in Washington for signs of diminishing European support for its key foreign policy goals. At the same time, there’s increasing uncertainty in Europe about future U.S. support for trans-Atlantic allies.

Xi was greeted at Paris’ Orly Airport by French Prime Minister Gabriel Attal — and by protests by groups demanding that France pressure China to respect Tibetan and Uyghur minority rights. Activists seeking a free Tibet attempted to unfurl a banner Saturday beneath the Arc de Triomphe in Paris, and protested in the French capital around the same time as Xi’s plane landed.

After arriving, Xi said he hoped the visit would bring ‘’strategic convergence’’ between China and France, and that further developing their relations would contribute to ‘’stability and positive energy in an turbulent world,’' according to a text provided to reporters at the airport.

On Monday French President Emmanuel Macron will treat the Chinese leader to formal honors of a full state visit. They will also meet with European Commission President Ursula von der Leyen, who is expected to join Macron in pushing for fairer trade policies and for China to use its leverage with Russia to push it toward ending the war in Ukraine.

The EU launched an investigation last fall into Chinese subsidies and could impose tariffs on electric vehicles exported from China.

China claims neutrality in the Ukraine conflict but has refused to call the full-blown Russian assault on its neighbor an invasion, and has been accused of bolstering Russia’s capacity to produce weapons.

The Blak Laundry takes over Aboriginal artist Richard Bell's 'Embassy' and airs the nation's dirty laundry

Have you ever noticed the racist, colonial overtones of your laundry products?

White King, Colour Catcher, Purity, Thieves…

"Every blackfella sees it," says Quadamooka artist Libby Harward.

You may think it's unintentional, but many are the residue of historically racist tropes used in soap advertisements — both here and overseas — that associated cleanliness and purity with whiteness.

"Just a simple stroll down aisle seven in Woolies … you really start seeing some of these ideologies that are still so present," adds Gamilaroi artist Dominique Chen.

Chen and Harward are creators and "launderers" of The Blak Laundry — a living contemporary artwork by and for First Nations artists.

It functions as multiple things: a working laundromat, an exhibition space, and a place for conversation and celebration of all things Blak.

The concept is simple: bring your dirty linen, pop it on a warm wash, and engage in critical conversation while it cleans.

How does The Blak Laundry work?

Debuting in 2023 at Munimba-ja Arts Space as part of Horizons Festivals — a contemporary multi-arts festival held on the Sunshine Coast — The Blak Laundry made its second appearance at the most recent annual Woodford Folk Festival.

Over six days, punters were invited to hang out in the space, peruse the artworks and library, join "pop-up rinse" DJ dance sessions and singalongs, or even pay to have their clothes washed alongside the garb of their favourite Blak artist.

"We always wanted a dirty shirt from Richard Bell," says Harward.

Daily "agitation sessions" — performance pieces designed to agitate ideas and discussion — were scheduled throughout the festival, featuring guests such as Waanyi artist Judy Watson, Butchulla songman Fred Leone, and Kabi Kabi artist Lyndon Davis.

But as well as a conceptual space, The Blak Laundry offered Woodford's more than 125,000 patrons something they'd never had: somewhere to wash their festival garb.

With multiple days above 36 degrees, plus a few torrential storms, the laundry's three washing machines and dryers were pushed to their limits.

Harward and Chen explain how the tension between the laundry's functions — as an experiential artwork, and as a service — is part of the idea.

"The need for washing here is greater than our capacity and so then it does bring these interactions, and that's all part of the artwork," says Harward.

"As Aboriginal people too, we really [notice] those subtleties [in] power dynamics of people's expectations or entitlement to our spaces," Chen adds.

Following the first torrential downpour and an influx of patrons, the laundry's "drop-and-go" service quickly became untenable.

"I stood back and I was watching what was happening," says Harward.

"We had two blackfellas sweating their rings out, and then we had people from the festival coming in and bringing their dirty washing. Some were engaging, but others [just] needed their clothes washed.

"What does that look like when we change this power dynamic?"

If patrons got frustrated, Harward would take the time to explain the situation and point out the dynamics. For the most part, it would click.

"And then I say, 'OK, it's time that you do your own dirty laundry'," she laughs.

Breaking colonial power cycles

The inspiration for creating a work that deals with the politics of Blak art came from "just being very tired, and very overloaded," says Chen.

She explains it's an exhaustion borne of the energy required to fit into colonial systems, including the art world.

"[They're] spaces that we were finding quite extractive [and] commodified our culture. So it was kind of a way for us to have a conversation with that," she says.

Part of the appeal of setting the work in a laundry is that it's approachable.

"Most blackfellas don't go to a gallery, but they would have gone to a laundromat or they would have had family that were in domestic labour," says Harward.

"There's a connection to laundromats… memories and stories around washing machines, growing up and going to the laundromat, or sleeping in a laundromat when it was raining.

"Their relationship to the laundromat was strong."

Speaking to the art world

For Harward and Chen, the laundry is also an exercise in stepping away from the white walls of traditional gallery spaces and the hierarchical, competitive nature of the art world.

"We never had kings or queens, but sometimes some of our people and artists get extracted into this 'high art' space," says Chen.

"In my cultural context, creative practice and art was, and is, in the fabric of our cultures. [It] wasn't something that just sits in a gallery that you'll come and look at, and pay money for and applaud and say 'how wonderful, look at that culture'.

"We see the value of creative practice in a social sense, and in an everyday sense, and for that to be extracted… it feels very elitist."

For Harward, the context for presenting art is inextricably linked to colonial values.

"One thing I'm always aware of when I make art [is] if it has any kind of object that someone can look at, and it's placed inside a gallery or a museum, it always talks with — or back to — the collection and theft of our culture and the labelling and classification. Whereas when it goes on the walls in the laundry, I don't think it does that," Harward says.

Chen adds: "Because it's our space."

Supporting emerging and established First Nations artists

The Blak Laundry has just had another airing.

Last weekend, Chen and Harward took over Kamilaroi, Kooma, Jiman and Gurang Gurang artist Richard Bell's Embassy at the University of the Sunshine Coast Art Gallery, as part of OCCURRENT AFFAIR, a major exhibition showcasing the work of Brisbane-established Aboriginal artist collective, proppaNOW.

As part of the agitation session, Chen and Harward launched a crowdfunding campaign in service of its long-term goal: to set up a permanent laundry that's economically self-sustainable, providing income and a space for First Nations artists through laundry "takeovers".

But to do that, they need more machines.

"We're broke, but not broken, and we need help to keep our overloaded machines going," says Chen.

In the meantime, Harward and Chen are looking to create future iterations of the work.

"We're institutionally fluid: we can sit as a business, as an artwork … if anyone wants to talk and engage with the laundry, house the laundry, support the laundry — we're open to ideas!" says Chen.

The Blak Laundry shares upcoming exhibits on their website and Instagram .

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