Power-tripping bosses create toxic environments where employees feel demotivated, stressed, and undervalued. This behavior doesn’t just damage team morale; it leads to lower productivity, stifles creativity, and ultimately fractures the team. The long-term impact? A team that struggles to achieve its goals.
We all want good leaders, but let’s face it—sometimes, we find ourselves under the influence of the not-so-good ones. Or worse, we become them. Getting promoted can make us eager to assert our authority, driven by the belief that we’ve earned our spot. But before we know it, people start avoiding us.
Signs You Are Power-Tripping
Power-tripping happens when someone in a position of authority uses their power not to lead, but to control, belittle, or intimidate others. It’s a behavior that’s more about feeding one’s ego than about driving results or inspiring a team.
The trouble with power-tripping is that it often starts subtly.
You get promoted, you’re eager to assert your authority, and before you know it, you’re making decisions that serve your need for control more than the team’s needs. The impact is profound: morale drops, creativity stalls, and your team starts to disengage. In the long run, power-tripping doesn’t just hurt your team—it hurts you, too.
Recognizing the signs of power-tripping is crucial. It’s easy to slip into these behaviors without realizing it, but once you’re aware, you can course-correct.
Awareness is the first step to becoming a more effective leader—one who empowers rather than overpowers. Let’s explore the signs that you might be power-tripping, and what you can do to stop before it’s too late.
Let’s dive into 10 signs you might be power-tripping—and what you can do to change before it’s too late.
1. You’re Micromanaging Everything
As a high school teacher, I saw this firsthand. New teachers, eager to make an impact, often hover over students, correcting every little mistake. I did this too. My students felt suffocated, and it killed their creativity. The same thing happens in the workplace.
When you micromanage, you crush the creativity and confidence of your team. They start to feel suffocated, and eventually, they’ll stop trying to innovate because they know you’ll just step in and take over.
Instead, step back and trust your team. Give them room to grow, make mistakes, and learn. This isn’t about letting go of control—it’s about empowering others to reach their full potential.
2. You Dismiss Others’ Ideas Without Consideration
As a business owner, I’ve had moments where I thought I knew best. But during a brainstorming session, a junior employee shared an idea I almost dismissed. I caught myself, listened, and it turned out to be a game-changer.
When you dismiss others’ ideas, you send a clear message: their input doesn’t matter. This not only demotivates them but also stifles innovation. Great ideas often come from unexpected places, and if you’re not listening, you’re missing out on valuable insights.
To foster a culture of innovation, make it a point to listen actively and respect every suggestion. You never know where the next big idea might come from.
3. You Use Your Position to Intimidate
In one of my workshops, a manager admitted to using his title to get things done faster. His team complied, but they were terrified of him. He didn’t realize the damage until his best employee resigned.
Using your position to intimidate creates a culture of fear, not respect. Employees may comply, but they do so out of fear, not loyalty. Over time, this erodes trust and leads to high turnover, as people leave to escape the toxic environment.
Influence is far more powerful than intimidation. Lead by example, and watch your team respond with respect rather than fear.
4. You Expect Special Treatment
A frustrated leader once came to me because his team wasn’t motivated. As we dug deeper, it turned out he was taking long breaks, arriving late, and leaving early. His team saw this and felt it was unfair.
Expecting special treatment undermines your credibility as a leader. Your team will see the double standard and lose respect for you, which leads to disengagement and resentment.
If you want a motivated team, model the behavior you expect. Consistency and fairness in leadership are key to maintaining morale and respect.
5. You Take Credit for Others’ Work
A young leader once confessed to taking credit for his team’s successes, thinking it was his right as the leader. But this left his team feeling undervalued.
Taking credit for others’ work demoralizes your team and kills their motivation. When people feel their contributions aren’t recognized, they stop putting in the effort, and your team’s productivity will take a nosedive.
To build a motivated and engaged team, share the spotlight. Celebrate the successes of others, and you’ll create a culture where everyone is eager to contribute.
6. You’re Always the Decision-Maker
In my early days as a business owner, I made all the decisions. This left my team feeling powerless, and I missed out on valuable insights.
When you’re always the decision-maker, your team feels disempowered and disengaged. They may start to believe their opinions don’t matter, which can lead to a lack of initiative and creativity.
Involve your team in decision-making. Not only does this empower them, but it also leads to better outcomes and a stronger, more cohesive team.
7. You Have a Short Fuse
Leaders in my workshops often confess to losing their temper quickly. One admitted his outbursts created a toxic environment where his team feared bringing up issues.
A short fuse creates a toxic environment where people are afraid to speak up. This fear stifles open communication, and problems go unaddressed, only to fester and grow.
Patience is key. Take a breath before reacting, and encourage open dialogue. When your team feels safe to share, you’ll create an environment where problems are solved collaboratively.
8. You Play Favorites
I once worked with a manager who had a clear favorite. This favoritism caused tension and division within the team.
Playing favorites divides your team and breeds resentment. The rest of your team feels overlooked and demotivated, which leads to a toxic atmosphere and decreased productivity.
To create a more inclusive environment, rotate responsibilities and recognize everyone’s contributions. This fosters teamwork and a sense of fairness.
9. You Make All the Rules
A participant in a leadership workshop shared that he imposed new rules without consulting his team. They felt blindsided and started pushing back.
Imposing rules without input alienates your team and creates resistance. When people feel they have no say in the rules they must follow, they’re less likely to comply willingly.
Involve your team in rule-making. When they feel their voices are heard, they’re more likely to buy into the rules and follow them with commitment.
10. You’re Resistant to Feedback
One of the most common complaints I hear in my workshops is about leaders who can’t take feedback. It reminds me of a leader who was confused as to why his team was disengaged. He was rejecting all feedback—good or bad.
Resisting feedback stifles your growth as a leader and alienates your team. When people see that their input is ignored, they stop trying to help, which leads to a disconnect and disengagement.
Embrace feedback as a tool for growth. When you’re open to constructive criticism, you not only improve yourself but also strengthen your team’s respect and trust in your leadership.
10 Ways to Handle a Power-Tripping Boss
Final Thoughts
Power-tripping isn’t just bad for your team; it’s bad for you. As I’ve seen in my roles as a teacher, business owner, and leadership consultant, power-tripping can do significant damage. But here’s the good news: small changes can make a big difference.
Leadership is about empowering others, not overpowering them. Recognize the signs, make the changes, and watch your team—and yourself—thrive. And if you’re dealing with a power-tripping boss, know that you can handle power-tripping and keep your sanity.
But Not Every Accusation of Power-Tripping Means You Are
Let me tell you a story. I once hired two former classmates as employees. One day, I get a text from the first one. She says, “You’re power-tripping.” Why? Because of a Facebook post I made. She said that instead of posting online, I should’ve told her directly how I felt about her work.
Here’s the context: She’d been out of work for years, and I hired her with the intention of helping her get back on track. Sure, her work was mediocre at best, but I could see she was trying. The post in question? It wasn’t even about her. I had scheduled it weeks before I hired her, using software that let me plan posts ahead of time. It said: “Ang taong walang malasakit ay malas at sakit sa kanyang organisasyon.” (Someone who doesn’t care is bad luck and a pain to their organization.)
She took it personally because I was now her boss. She thought it was aimed at her. Was I power-tripping? No. But in her mind, I was.
Then, the second classmate. She accused me of power-tripping because I asked her to talk to clients face-to-face. She wanted to do things her way—behind the scenes, not in the spotlight. But in our line of work, face-to-face client interaction was necessary. She didn’t like it, so she called me a power-tripper too.
At first, these accusations bothered me. I questioned myself: Was I really power-tripping? But the more I thought about it, the clearer it became. It wasn’t about me. It was about them. It was about their discomfort, their resistance to change, and their expectations of how things should be done.
Just because someone says you’re power-tripping, doesn’t mean you are.
I’ve always been a team player. Titles don’t matter to me. What matters is that the job gets done and that we all contribute. But the thing is, some people will accuse you of power-tripping for reasons that have nothing to do with you. Sometimes, it’s their own fears, insecurities, or resistance to authority that make them say it.
So, when I wrote the “10 Signs You’re Power-Tripping,” I had these experiences in mind. I wanted to show that not every action you take as a leader will be understood. People might misinterpret your decisions, even if your intention is to help them. Power-tripping isn’t about being the boss. It’s about how you use your influence—and the fact is, some people will call you a power-tripper simply because you’re in charge.
Being a leader doesn’t mean everyone will understand your moves. It’s easy for people to project their frustrations onto you. But the real question is: Are you acting with integrity, clarity, and purpose? If the answer is yes, then power-tripping accusations are just noise.
Stay focused. Keep leading. And don’t let the accusations of others derail your commitment to doing what’s right for the team.
(Added on September 22, 2024)
