Power vs. Force

Last time we looked at the three degrees or levels of support we can give others and they can give us: resistance, compliance, and commitment. Before we explore different specific techniques for gaining support, it’s important to distinguish power from force.

According to the dictionary, “power” has multiple meanings which include: the capacity to do something, such as ability or skill; strength; control, persuasiveness, and influence; and the authority to act. “Force,” when used as a noun, has similar meanings such as natural strength, physical or nonphysical power, and effectiveness. However, it can also refer to a group organized to fight, people working together, or an influence that moves something. The definitions of the verb, “force,” make it even easier to distinguish between power and force: to compel someone, to move something with strength, to create passage by strength, to obtain something by pressure, to break something open, and to strain to do something (Encarta Dictionary).

David R. Hawkins in his book Power vs. Force makes several enlightening distinctions between power and force. Power appeals to what uplifts and dignifies and needs no justification. It is still, whole and complete and requires nothing from the outside. Gravity is an example of power. Force, on the other hand, must always be justified and succumbs to power. Force always moves against something and therefore must be fed energy all the time. While power gives life and energy, force takes these away (Hawkins, 2002, pp. 132-3).

Hawkins’ differentiations make sense to me. As leaders and effective team members, it’s our development of power that is critical. Force moves against people, so it is counterproductive in a team environment. Even in the sports arena, I think of force being used when there’s a flag on the play or a foul is called. Power is what moves the ball down the field or the player around the bases. It’s also true in the workplace, as we’ll explore.