Interview with Sebastian Körber on the topic of Dominance & Authority in Business

The terms “dominance” and “authority” are mostly considered negative traits. Those who are described as dominant are usually also considered unsympathetic. But what exactly does it mean to be dominant or of authoritarian personality in your professional life? The extent of which these character and leadership traits have an affect over your career and of your entire team, you can find out in the following article.

As part of our series of interviews with motivational speaker Sebastian Körber, we once again were able to sit down and have an exciting conversation with him.

What is the difference between dominance and authority?

Anyone who speaks of authority and dominance is often described as being an imperious person who wants to get their way at all costs. This can be the case in private life, in relationships, but also in school and at work. However, the two terms have completely different meanings.

Authority is given to a person through the group

Anyone who is perceived as an authoritative figure in a group is not necessarily considered the boss of the team, even if this is ideally the case. For example, within a project team, it quickly becomes apparent who takes on the lead, who has the necessary skills and who is also able to make and represent decisions. Authority in this case is given to a person by their group. If the designated boss is not decisive or less technically competent than another team member, their opinion and decisions are less trusted than those of more capable colleagues. Authority is something that is characterized above all by competence and fair and meaningful decision-making power. 

Dominance is exercised by the dominant person himself and uses some pressure

Those who are dominant are considered inconsiderate and uncomfortable. Dominant leaders are therefore not necessarily characterized by their skills, they mostly work with direct and indirect pressure.

Direct pressure can be exerted for example, by threatening to resign.

Indirect pressure is exerted through derisive remarks and the exclusion of individual employees from the group. Body language also plays a decisive role in dominant behavior. Dominant individuals use body language that is supposed to appear scary, therefore ensuring that employees and team members rarely dare to express their opinion.

Dominance is also observed again and again in politics. In a democracy, heads of government are elected based on their abilities, however in a dictatorship, the game is power and fear. Those who are dominant will tend to use their power, whereas an authority figure acting on a fair premise would never do so. 

Is there a difference between men and women in terms of dominant or authoritarian behavior?

Surprisingly, women behave noticeably different in groups than men. Whereby this is certainly not the case in general terms, because every person is to be regarded as an individual resulting in exceptions. It can be observed, however, that women, especially when they are new to a group or team, initially hold back and sound out the situation, while men clarify their “ranking” in the new group directly and initially behave more dominantly. Once the hierarchy among men has been clarified, it is usually not renegotiated. In women's groups however, there is usually a regular adjustment of the "alpha" roles and the dominant or authoritarian behavior takes place more permanently and in the background.

Do teams function without an authoritarian or dominant leader?

A group always needs a person to whom everyone can orientate themselves. Ideally, this is a competent and fair authority figure whose position is agreed by each group member. This leader makes decisions based on their technical knowledge and always in the interests of the entire group. Even if they involve their team members in decisions and actions, they always take responsibility for everyone.

A dominant leader can in principle also be referred to as a group lead but can split the team or even endanger the well-being of the entire group through incorrect and selfishly motivated decisions.

How do you deal with people who exceed personal boundaries in their dominance behavior?

It is important to first determine whether the person is dominant or whether it is a personal conflict that should simply be discussed. If it is a dominant person whose behavior is troubling you, you can primarily use body language communication. Gradually take effective pauses in speaking during your statements in a personal conversation, speak loudly and clearly, always remain objective and ensure that you breathe regularly and deeply.

Another piece of advice is to address the person by name. Sebastian Körber explains that the highest-ranking people, especially if they appear to be dominant, are no longer addressed by their name. Dominant people, on the other hand, often address their “subordinates” by their names and emphasize these names particularly strongly. Try to use this behavior for yourself and also place the emphasis on the name of your counterpart. What is said following the adjustment should be pronounced more softly.

If you find it difficult to look the dominant counterpart in the eye, try to look for another point on the person's face and fixate your attention to it. On one hand, this reduces the focus on the negative emotions within the conversation and on the other hand, you appear more self-confident by fixating on an element that streamlines your focus.  

When does dominance become pathological?

As with almost any behavior, the transition between a negative trait and a diagnosable disease is fluid. Those who behave in a dominant manner are often referred to as narcissists. It is obvious that it is very easy to say "My boss is a narcissist" because this “diagnosis” is often given by people who have narcissistic traits themselves. They pathologize the behavior of others in order to distract from themselves.

Nevertheless, a rule of thumb can always be stated: Whenever the behavior of a person restricts themselves or other people to an unacceptable level, one can begin to speak of a pathological picture.

Authority and dominance in business - in a nutshell

Authority is given to you, dominance is simply taken away.

This is the best way to sum up the quintessence of this topic. Those who work within a team with a capable person of authority are lucky. However, if you want to take on the leading role yourself, you should have a high level of professional and social skills.

Dominant people, on the other hand, seem to be successful with their behavior, but work with the fear of their fellow human beings. Dominant people are therefore less respected and only reluctantly accepted in their leadership role.