Powerlessness - how it shows up at work and how to fix it.

By Giles Hearn, CMO, LPI

The world feels a bit "heavy" right now, doesn't it?

We're bombarded with a constant stream of difficult global news, and it's a lot for anyone to process.

We all handle it differently - some of us grumble to ourselves, some discuss it passionately with friends and family. Some of us shout loudly on social media, and some even wave banners in the street. But many of us simply say, "this is too big for me, I can't change anything".

When big things feel out of our hands, that’s powerlessness. And it has a way of spilling over into everything else. Everyday challenges - career pressure, finances, illness, family - start to feel heavier than they should.

And that weight doesn’t stay outside the office. It shows up at work. Minor issues become major frustrations. Decision-making slows. Energy dips. If you’ve noticed this in yourself or your colleagues, you may be feeling its effects.

What powerlessness actually looks like

It’s easy to look at a disengaged team and assume they’re "uninspired" or "not putting the work in." In most cases, that isn't true. Usually, it’s a natural reaction to an environment where people feel their efforts don't actually change anything. Psychologists call this Learned Helplessness. If someone feels they’re constantly hitting a brick wall, they eventually stop trying to climb it - even if someone puts a ladder in front of them.

Research into Psychological Safety by Amy Edmondson shows that when we feel we have no control, our brains move into "survival mode." We stop thinking creatively and start just trying to get through the day.

🚩 How to spot the red flags

You can’t fix what you can’t see. Start by talking to department heads and looking for signs that people may be feeling powerless. Here's some examples:

1. The "Work to Rule" Mindset: People do exactly what’s on their job description - nothing more, nothing less. They’ve stopped asking "how can we do this better?" and started asking "what’s the minimum I need to do here?"
2. Looking for Someone to Blame: When something goes wrong, the focus is always on "the system," "the higher-ups," or "the industry." According to Locus of Control theory, powerless teams feel like passengers in their own careers rather than the ones in the driving seat.
3. The Sound of Silence: In meetings, the same two or three people speak while everyone else stays quiet. People stop offering ideas because they’ve convinced themselves that no one is listening anyway.
4. Permission Seeking: Even for tiny, everyday tasks, people keep asking for "the green light." This usually comes from a fear that they’ll be blamed if things go wrong, but won't be thanked if they go right.

🛠 How learning can help turn things around

You can’t fix powerlessness with a “motivational” email or an e-learning course. Skills are the new currency - so you fix it by giving people the capability to feel effective again.

But this is where leadership really matters.

It’s not just about giving people new tools - it’s about creating the conditions for them to use those tools. That means building a culture where learning is continuous, safe, and expected.

The LPI's CEO, Ed Monk FLPI FIOL describes this as “learnership” - the idea that leaders aren’t just responsible for performance, but for creating the environment where learning becomes part of how work gets done. If you want to explore what that looks like in practice - and why it’s fast becoming a competitive advantage - check out Ed's article here.

So, what does this look like day to day? Let’s look at the capabilities we can build to make people feel powerful again.

1. Clearer ways to make decisions

People feel stuck because they don’t know where their authority starts and ends. So, run sessions on simple decision-making tools like the RAPID model or the OODA Loop (there's a bunch more tools and techniques here). The goal? Be crystal clear about who is responsible for what. When people know exactly what they’re allowed to decide on their own, the fear of making a mistake starts to fade.

2. Speaking up and "Managing Up"

People feel powerless because they don't know how to say "no" or ask for what they need. Offer practical training on how to have honest, adult conversations with management. The aim here is to give people the right words to use when they need to push back or ask for resources. It turns them from "task-takers" into active partners.

3. Focus on the "Small Wins"

Does your company feel like a giant machine that’s impossible to change? Set up small "improvement labs" where teams get a tiny budget and a few weeks to fix one thing that annoys them in their daily work. The Progress Principle shows that seeing even a tiny bit of progress is the best way to boost morale. It proves that their actions actually matter.

4. Teach managers to coach, not tell

If you're seeing managers micromanaging because they’re stressed, you can be certain this will make the team feel useless. Help middle managers learn basic coaching skills, so they can avoid thinking for others and instead become more collaborative. It puts the power back where it belongs.

The Bottom Line: Moving from "I can't" to "We will"

Feeling powerless isn't a personality trait - it’s a reaction to the environment. By spotting the gaps and giving people the right skills, you aren't just "cheering them up"; you're unlocking all that talent that’s been sitting quiet.

In a world that feels insurmountably chaotic, the best thing we can do is show our people that they still have the power to make a difference in their own work.

What are you doing this week to help your employees find their "Yes" again?

Let us know your thoughts in the comments, or share this with a colleague who might find it useful.

That's all for now.

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