Can be effective for gaining obedience

Drains physical, emotional and spiritual energy from both leader and follower

Appropriate for disciplinary actions

Undermines positive attitude of followers

Achieves quick results

Destroys trust and commitment

Becomes less effective over time (must be repeated with greater and greater force)

Obedience obtained by this means is usually only superficial, and often grudging

This process must be supervised continually

Followers may respond in kind! Leaders who live by the sword will likely die by the sword

The use of such power is usually not biblical

Sanctioned in certain cultures, such as the U.S.

Undermines the real “want to” in followers; motives for service become mixed; creates stumbling blocks

Focuses attention on group priorities – “we pay for what we want”

Does not consistently produce high performance. “I’m only paid to do ‘thus-and-so’ and no more!”

Effective for gaining obedience – temporarily, at least

Undermines commitment if rewards are perceived as insufficient

Boosts short-term performance

Churches, and other nonprofit ministries and groups, have limited tangible rewards to offer

Many organizations are too complex for clear reward systems

Temporary – giving a reward may ensure short-term success, but not long-term commitment

Expensive – one must provide increasingly greater tangible rewards

Ineffective if rewards are not desirable or attractive

Destructive if wrong individuals are rewarded

Destructive if partiality is practiced

Encourages self-centered individualism

Ignores the reality that Christians are not primarily driven by material incentives

Is not biblical in most situations. Jesus requires us to give up our lives in this world

Sanctioned in certain cultures, such as Mexico and the Philippines

Lowers performance. People only cooperate when the “boss” is around

Puts the weight of the entire organization behind the leader

Lowers followers’ commitment and “want to”

Effective for gaining obedience

May become less effective over time

Becomes very complicated in a multicultural situation

Creates distance between the leader and the people. Positional leaders encourage “distance” through their clothing, titles, etc.

Weakened by any display of weakness, failure or simple “humanity” in the leader

Puts pressure on the leader to be “perfect” and to always have the right answer

Can become difficult for the leader to have genuine nurturing friendships with others

Mitigates against transparency and accountability of leadership

High commitment and “want to” in followers

Takes a long time to develop deep credibility

High performance in followers

Must possess the necessary knowledge and skills

Drains little, if any, spiritual and emotional energy from leader

Not as effective in gaining quick compliance as the first three forms of power, particularly in the case of disobedience

May not be effective if followers do not share the leader’s goals

High commitment and “want to” in followers

Takes a long time to develop

High performance in followers

Not as effective in gaining quick compliance as the first three forms of power, particularly in the case of disobedience

Biblical basis for leadership power

Requires death to self and personal sacrifice