Developing Positional Power For Organizational Impact

Developing positional power for organizational impact is a crucial skill for anyone looking to make a significant impact in their workplace.

It is a critical component of leadership and can be used to drive change, motivate teams, and achieve organizational goals.

Developing positional power requires a combination of skills, including effective communication, strategic thinking, and relationship building and management.

It also needs a thorough grasp of the organization’s culture, values, and goals.

By developing these skills and leveraging different types of power, individuals can make a significant impact within their organization and drive positive change.

In this article, we will explore the different strategies for developing this type of power, and how to use it to achieve organizational impact.

What is Positional Power?

Positional power is the capacity to influence others based on one’s organizational position.

It is a type of power that comes from one’s formal position, title, or role within a company or institution.

This power is derived from the authority that comes with the position, and it can be used to make decisions, delegate tasks, and enforce policies.

It is often associated with leadership roles, such as managers, executives, and supervisors.

Nonetheless, it can also exist in other roles like team leaders or project managers.

Related: Different Types of Leadership

The degree of the power of position fluctuates based on the level of authority and responsibility linked to the position.

While this power can be a valuable tool for achieving organizational goals, it is important to use it responsibly and ethically.

Leaders who misuse their power of position can harm relationships, erode trust, and foster a toxic work environment.

Therefore, it is essential to develop other types of power, such as expert power and referent power, to complement the power of position and achieve long-term success.

Here are the different types of social power.

A lady in control of her subordinates, showing competence in positional power

Limitations and Challenges of Relying Solely on Positional Power

While positional power can be a valuable tool for achieving organizational goals, relying solely on it can have limitations and challenges.

Firstly, the power of position can create a hierarchical and authoritarian culture within an organization. This can lead to a lack of collaboration, creativity, and innovation, as employees may feel disempowered and disengaged.

Secondly, it can be limited by the scope of one’s position. Leaders may not have the expertise or knowledge to make informed decisions in certain areas, and relying solely on their positional power can lead to poor decision-making.

Thirdly, it can be undermined by changes in the organization’s structure or leadership. If a leader loses their position or authority, their ability to influence others may be significantly reduced.

Lastly, depending solely on the power of position can result in a deficit of trust and respect from employees. Leaders who use their position to exert control or manipulate others may damage relationships and create a negative work environment.

Difference between Positional Power and Personal Power

The power of position and individual power are two distinct types of power that individuals can possess even though they mimic each other.

Here’s a breakdown of the key differences:

Positional Power

Just as we explained in the definition, the power of position is derived from an individual’s formal position or role within an organization.

It is tied to the authority and responsibilities associated with that position.

It is bestowed by the organization and usually follows a hierarchical structure.

Examples of the power of position include being a manager, team leader, or supervisor.

This type of power comes with the ability to make decisions, assign tasks, allocate resources, and enforce rules or policies.

Also, it is often based on the title or position held, and it can be limited to specific organizational contexts.

Personal Power

Personal power, on the other hand, is not tied to a formal position or authority within an organization.

It is based on an individual’s personal qualities, characteristics, and abilities.

It is derived from factors such as expertise, charisma, influence, and relationships.

It is not dependent on a hierarchical structure or formal authority but rather on the respect, trust, and influence individual gains from others.

Personal power can be cultivated through qualities such as strong communication skills, emotional literacy, problem-solving abilities, and the ability to inspire and motivate others.

Unlike positional power, personal power can be exerted in various contexts, regardless of one’s formal position.

Examples of Positional Power

In an organization, there exist diverse forms of positional power that one can wield.

It is important to recognize that not every position grants the same type of power.

As a proficient team leader, for instance, you can exercise positional, expert, and referent power, depending on your level of influence and expertise.

However, it is unlikely for most team leaders to hold reward or coercive power.

Here are some of the power of position examples:

Formal Authority: This is the power that comes with holding a formal position in an organization, such as a manager, CEO, or president.

Control Over Resources: This is the power that comes from controlling important resources, such as budgets, technology, information, or physical assets.

Information Power: This is the power that comes from having access to important information that others do not have, or from being able to control the flow of information.

Reward Power: This refers to the power that comes from being able to reward others for their actions, such as with promotions, bonuses, or other incentives.

Coercive Power: This is the power that comes from being able to punish others for their actions, such as with disciplinary actions, demotions, or firing.

Expert Power: This refers to the power that comes from having specialized knowledge or skills that others do not have, or from being recognized as an expert in a particular field.

Connection Power: This refers to the power that comes from having influential connections or relationships with others in positions of power and influence.

Sources of Positional Power

The power of position originates from various sources within an organization. Here are some common sources of positional power:

Legitimate Power: This is power derived from a person’s formal position or authority within the organizational hierarchy. It is based on the belief that those in higher positions have the right to exert influence and make decisions.

Reward Power: This power comes from the ability to provide rewards or incentives to others in exchange for desired behavior or outcomes. It can include promotions, bonuses, or other forms of recognition and benefits. Check a dedicated article on the power of reward.

Coercive Power: Coercive power is based on the ability to administer punishments, penalties, or negative consequences for non-compliance or undesirable behavior. It relies on fear or the threat of punishment to influence others. Check out our detailed article on the power of coercion.

Information Power: This power is derived from having access to valuable or critical information that others need or desire. Individuals who possess unique knowledge, expertise, or insights can wield influence by sharing or withholding information. See more on the power of information.

Expert Power: Expert power is gained through possessing specialized knowledge, skills, or expertise in a particular domain. People with expert power are respected and influential due to their competence and credibility. More on the power of expertise.

Connection Power: Connection power is derived from a person’s network and relationships. It involves having influential connections or the ability to leverage relationships with key individuals or groups to accomplish goals or gain support.

It’s important to note that the extent and effectiveness of the power of position can vary based on factors such as organizational culture, individual behavior, and the quality of relationships with others.

Effective leaders often leverage a combination of different power sources to maximize their influence and impact within an organization.

The Impact of Positional Power

The power of position is a critical component of leadership, but its impact extends far beyond the individual in the position of authority.

In this section of this article, we will explore the impact of positional power on influence, organizational dynamics, and team productivity.

1. Influence and Decision-Making Authority

One of the major effects of the power of position is the capacity to influence others and make decisions.

Leaders with positional power have the authority to set goals, allocate resources, and make decisions that affect the entire organization.

This power can be used to drive change, motivate teams, and achieve organizational goals.

However, relying solely on positional power can have limitations and challenges.

Leaders who use their position to exert control or manipulate others may damage relationships and create a negative work environment.

2. Organizational Dynamics and Power Relationships

The power of position also plays a significant role in shaping organizational dynamics and power relationships.

Leaders possessing positional power are frequently regarded as the ultimate authority, and their decisions wield substantial influence over an organization’s culture and values.

This can give rise to a hierarchical and authoritarian culture, hindering collaboration, creativity, and innovation.

To surmount these obstacles, leaders should prioritize relationship-building, foster collaboration, and empower employees to accomplish organizational objectives.

In doing so, leaders can establish a positive and productive work environment that cultivates long-term success.

Also Read: Understanding The Balance Of Control of Power in Relationships

3. Effect on Team Dynamics and Productivity

Lastly, positional power can exert a noteworthy influence on team dynamics and productivity.

Leaders with the power of position have the authority to delegate tasks, set goals, and enforce policies.

This can create a sense of accountability and responsibility among team members, which can drive productivity and performance.

However, relying entirely on positional power can diminish trust and respect from employees.

Leaders who use their position to exert control or manipulate others may damage relationships and create a negative work environment.

To surmount these challenges, leaders ought to concentrate on cultivating trust, fostering transparent communication, and empowering employees to assume ownership of their work.

A leader exercising his positional power

Developing and Building Positional Power

The power of position is a critical component of leadership, but it is not something that can be achieved overnight.

It requires a combination of skills, including building expertise and credibility, developing interpersonal skills, and leveraging influence tactics.

In this section, we will explore these strategies for developing positional power.

1. Building Expertise and Credibility

One of the most effective ways to develop positional power is by building expertise and credibility in a particular area.

This can be accomplished through education, training, and hands-on experience.

Leaders who have a deep understanding of their field and can demonstrate their knowledge and expertise are more likely to be respected and trusted by their colleagues.

To establish expertise and credibility, leaders should prioritize continuous learning and development. This can entail attending conferences, enrolling in courses, and actively seeking mentorship opportunities.

Here are ways to achieve those:

Acquiring Knowledge and Skills

Acquiring knowledge and skills forms the initial stride in developing expertise and credibility.

This can be accomplished through education, training, and hands-on experience.

Leaders who invest in their own learning and development are more likely to be seen as experts in their field and to be respected by their colleagues.

To gain knowledge and skills, leaders should prioritize continuous learning and development.

This encompasses attending conferences, enrolling in courses, and actively seeking mentorship opportunities.

By staying abreast of the latest trends and best practices in their field, leaders can showcase their dedication to excellence and cultivate a reputation as trusted experts.

Demonstrating Competence and Delivering Results

Demonstrating competence and delivering results is the second step in building expertise and credibility.

Leaders who can demonstrate their ability to apply their knowledge and skills to achieve results are more likely to be respected and trusted by their colleagues.

To demonstrate competence and deliver results, leaders should focus on setting clear goals and expectations, communicating effectively with their team members, and holding themselves accountable for achieving results.

By demonstrating a track record of success, leaders can build their reputation as reliable and competent experts.

Building a Reputation for Reliability and Expertise

Building a reputation for reliability and expertise is the final step in building expertise and credibility.

Leaders who are recognized for their dependability and expertise are more prone to garner respect and trust from their colleagues.

To build a reputation for reliability and expertise, leaders should focus on delivering high-quality work, meeting deadlines, and being responsive to their colleagues’ needs.

By consistently demonstrating their reliability and expertise, leaders can build a reputation as trusted expert in their field.

2. Developing Interpersonal Skills

Interpersonal skills are also critical for developing positional power.

Leaders who possess the ability to communicate effectively, foster relationships, and inspire others are more inclined to achieve success in their roles.

This requires a combination of emotional intelligence, active listening, and empathy.

To develop interpersonal skills, leaders should focus on building relationships with their colleagues and team members.

This can include regular check-ins, one-on-one meetings, and team-building activities.

By demonstrating a genuine interest in their colleagues’ well-being and success, leaders can build trust and respect, which are essential for developing positional power.

Here are ways to achieve that:

Effective Communication and Active Listening

Improving communication skills enables individuals to express their ideas clearly and persuasively, which enhances their influence.

Active listening, on the other hand, allows them to understand others’ perspectives and needs, leading to better collaboration and the ability to address concerns effectively.

Building Relationships and Networks

Establishing and nurturing relationships with colleagues, superiors, and influential individuals within and outside the organization expands one’s network and creates opportunities for collaboration and support.

These relationships contribute to increased visibility and access to information and resources, enhancing one’s positional power.

Emotional Intelligence and Empathy

Developing emotional intelligence empowers individuals to identify and regulate their own emotions while comprehending the emotions of others. By nurturing empathy, individuals can establish profound connections with others, foster trust, and cultivate strong relationships.

These qualities contribute to effective leadership and the ability to influence others, thereby increasing positional power.

3. Leveraging Influence Tactics

Finally, leaders can develop their power of position by leveraging influence tactics.

This includes using different types of power, such as legitimate power, expert power, and referent power, to influence others.

It also includes using influence tactics, such as persuasion, negotiation, and coalition building, to achieve organizational goals.

To leverage influence tactics effectively, leaders should focus on building relationships and understanding the needs and motivations of their colleagues.

By tailoring their approach to each individual, leaders can increase their chances of success and build their reputation as skilled influencers.

Here are how to achieve those:

Rational Persuasion and Logical Arguments

Using rational persuasion involves presenting logical arguments, facts, and evidence to convince others of the validity of one’s ideas or proposals.

By effectively communicating the benefits and reasoning behind a particular course of action, individuals can gain support, build credibility, and strengthen their positional power.

Inspirational Appeals and Vision Setting

Inspiring others through visionary leadership and appealing to their values, aspirations, and emotions can be a powerful influence tactic.

By articulating a compelling vision and creating a sense of purpose, individuals can motivate others to rally around a common goal, align their efforts, and enhance their positional power.

Collaboration and Coalition Building

Collaboration entails working cooperatively with others, leveraging their expertise and resources to achieve shared objectives.

By actively seeking opportunities for collaboration and building coalitions with influential individuals or groups, individuals can broaden their support base, amplify their influence, and strengthen their positional power.

Leading By Example and Role Modeling

Leading by example involves embodying the behaviors and values one expects from others.

By consistently demonstrating integrity, accountability, and high standards, you can inspire trust, respect, and followership.

This influence tactic helps you establish yourself as role models, gain credibility, and enhance your positional power.

Ethical Considerations in Using The Power of Position

Ethical considerations must guide your every decision and action.

Embrace responsibility and accountability, avoid the abuse of power, maintain fairness and equity, and strike a balance between personal and organizational interests.

By nurturing an ethical and empathetic approach to leadership, you’ll create an environment that inspires trust, empowers individuals, and cultivates the growth of both yourself and your organization.

Together, let’s unlock the power within and shape a better tomorrow.

Here are ways to achieve that:

1. Responsibility and Accountability

With the power of position comes the weighty responsibility of making decisions that impact others.

It’s important to acknowledge the trust placed in you and to exercise this power in a manner that upholds ethical standards.
Recognize that your decisions should be guided by the best interests of the individuals you lead and the organization as a whole.
Foster a culture of open communication and transparency, allowing others to hold you accountable for your actions.
Embrace feedback and be willing to course-correct when necessary.

Remember, true leaders are defined by their ability to take responsibility for their decisions and actions.

3. Avoiding Abuse of Power

The potential for abuse of power lurks in the shadows of any leadership role.

To maintain ethical integrity, it’s crucial to be mindful of how your actions may impact others.
Avoid exploiting your position for personal gain or to manipulate outcomes.
Foster an environment where individuals feel safe and empowered to voice their concerns without fear of retribution.
Build trust through consistent and fair treatment, actively listening to others’ perspectives, and leveraging your power to create positive change rather than exert control.

By doing so, you establish yourself as a leader who respects and values the well-being of those under your influence.

3. Maintaining Fairness and Equity

As a person in a position of power, it is essential to promote fairness and equity within your sphere of influence.

Ensure that decisions are based on objective criteria, merit, and transparent processes.
Recognize and mitigate any biases that may impact your judgment, as well as those of your team members.
Strive to create a diverse and inclusive environment where everyone has equal opportunities to succeed.
Treat all individuals with respect and dignity, regardless of their background, and encourage others to do the same.

Remember, fair leadership breeds loyalty, motivation, and a sense of belonging.

4. Balancing Personal and Organizational Interests

The convergence of personal and organizational interests can be a delicate balancing act for leaders.

While it’s important to pursue your own goals and aspirations, ethical leadership demands that you align your personal interests with those of the organization and its stakeholders.
Strive for a win-win approach where both your personal growth and the organization’s success are mutually beneficial.
Transparently communicate any potential conflicts of interest, and seek guidance when faced with difficult decisions.

By prioritizing the collective good, you foster trust, inspire loyalty, and build a foundation of ethical leadership.

Overcoming Challenges and Resistance

Let your journey in the power of position be one of inspiration, empowerment, and collective success.

As you navigate the challenges and resistance that come your way, remember that they are opportunities for growth and transformation.

Address resistance to change through open communication and empathy.

Deal with power struggles and conflicts by focusing on resolution and collaboration.

Manage diverse perspectives and interests by promoting inclusivity and seeking varied viewpoints.

By embracing the fire within and meeting these challenges head-on, you’ll emerge as a stronger and more effective leader.

Here are ways to achieve all of that:

1. Addressing Resistance to Change

Change is inevitable, and with it often comes resistance. As a leader, your role is to understand and address the concerns and fears that arise in the face of change.

Start by promoting a culture of open communication, where team members feel safe to voice their opinions and uncertainties.
Actively listen to their perspectives and acknowledge their emotions.
Empathize with their resistance and provide clear explanations of the rationale behind the change.
Engage in dialogue, answer questions, and address misconceptions.

By actively involving your team and building a shared understanding, you can inspire acceptance and collaboration, turning resistance into an opportunity for growth.

2. Dealing with Power Struggles and Conflicts

Power struggles and conflicts are an inherent part of any organizational dynamic.

When faced with these challenges, it’s essential to approach them with a focus on resolution and collaboration.

First, recognize that conflicts often arise from differing perspectives and needs.
Seek to understand the underlying interests of all parties involved and encourage open and respectful dialogue.
Foster a sense of psychological safety, allowing individuals to express their viewpoints without fear of judgment or retribution.
Facilitate mediation and negotiation, focusing on finding win-win solutions that address the concerns of all stakeholders.

By shifting the focus from personal power to shared goals, you can transform conflicts into opportunities for growth and collective success.

3. Managing Diverse Perspectives and Interests

In a position of power, you’ll encounter a tapestry of diverse perspectives and interests.

Embrace this diversity as a strength, recognizing that varied viewpoints can lead to richer solutions and innovation.

Establish an inclusive environment where the voices of all individuals are acknowledged and appreciated.
Actively seek out different perspectives and encourage constructive dissent.
When managing diverse interests, strive for fairness and transparency in decision-making processes.
Be willing to compromise when necessary and ensure that decisions align with the overarching goals and values of the organization.

By promoting an environment of inclusivity and respect, you can harness the power of diversity to drive success and overcome challenges.

Enhancing Organizational Impact

Your power of position is a catalyst for organizational impact.

By embracing cross-functional collaboration and teamwork, influencing upward and laterally, empowering and developing others, and leading organizational change and innovation, you can unlock the full potential of your organization.

In this section, we will explore four essential areas that will help you maximize your organizational impact in the power of position:

1. Cross-Functional Collaboration and Teamwork

Enhancing organizational impact begins with breaking down silos and fostering cross-functional collaboration.

Embrace the power of teamwork and recognize that collective efforts yield extraordinary results.
Encourage collaboration among teams and departments, facilitating knowledge sharing and sustaining a sense of camaraderie.
Create opportunities for cross-functional projects and initiatives, where diverse perspectives converge to drive innovation and solve complex problems.

By cultivating a culture of collaboration and teamwork, you’ll unleash the full potential of your organization, maximizing its impact.

2. Influencing Upward and Laterally

Your power of position grants you the ability to influence not only your direct reports but also those in positions of authority and colleagues in other departments.

To enhance organizational impact, develop your skills in influencing upward and laterally.
Clearly articulate your ideas, presenting compelling arguments backed by data and evidence.
Understand the motivations and priorities of key stakeholders, tailoring your messages to resonate with their needs.
Build relationships and credibility by actively listening and demonstrating expertise.

By effectively influencing upward and laterally, you can garner support for initiatives that drive organizational success.

3. Empowering and Developing Others

One of the most powerful ways to enhance organizational impact is by empowering and developing others.

Use your power of position to create an environment where individuals feel empowered to take ownership and contribute their unique talents.
Delegate responsibilities and provide autonomy, allowing team members to grow and excel.
Invest in their development through training, mentorship, and growth opportunities.
Recognize and celebrate their achievements, fostering a culture of continuous learning and high performance.

By empowering and developing others, you create a ripple effect that amplifies your organizational impact.

4. Leading Organizational Change and Innovation

Leaders with positional power have a crucial role in driving organizational change and fostering a culture of innovation.

Embrace a growth mindset and encourage your team to think creatively and challenge the status quo.
Communicate the vision for change and inspire others to embrace it.
Provide the necessary resources and support to fuel innovation and experimentation.
Lead by example, demonstrating resilience and adaptability in the face of change.

By leading organizational change and fostering innovation, you position your organization at the forefront of its industry, paving the way for long-term success and impact.

Sustaining and Growing Power of Position

Sustaining and growing your positional power requires a commitment to continual learning, adaptability, seeking growth opportunities, and mentoring others.

Embrace a mindset of lifelong learning, stay adaptable to changing organizational contexts, actively seek challenges, and empower others through mentorship.

As you embark on this journey of personal growth and empowerment, remember that true power lies in lifting others up and fostering a culture of shared success.

In this section, we will explore four key areas that will help you unlock the full potential of your power.

1. Continual Learning and Self-Improvement

The key to sustaining and growing your power lies in a commitment to continual learning and self-improvement.

Embrace a growth mindset and actively seek opportunities to expand your knowledge and skills.
Stay abreast of industry trends, emerging technologies, and best practices to remain current and informed.
Invest in professional development, attend conferences, and participate in relevant workshops or courses.
Cultivate a habit of reading books, articles, and blogs that broaden your perspectives.

By continuously learning and improving, you’ll remain at the forefront of your field, enhancing your power and influence.

2. Adapting to Changing Organizational Contexts

Organizational contexts evolve rapidly, and to sustain your power, you must be adaptable.

Embrace change and proactively seek to understand the shifting dynamics within your organization.
Stay connected with key stakeholders and foster relationships across different departments.
Adapt your leadership style to suit the needs of diverse teams and situations.
Embrace new technologies and innovative practices that can drive efficiency and effectiveness.

By embracing change and adapting to the evolving organizational context, you’ll position yourself as a flexible and resilient leader.

3. Seeking Growth Opportunities and Challenges

To grow your power, you must actively seek growth opportunities and challenges.

Step outside your comfort zone and take on projects or assignments that stretch your abilities.
Volunteer for leadership roles in cross-functional teams or task forces.
Look for opportunities to lead initiatives that have a significant impact on the organization.
Embrace calculated risks and learn from failures or setbacks.

By seeking growth opportunities and challenges, you’ll develop new skills, expand your network, and demonstrate your capability to handle increased responsibility.

Mentoring and Coaching Others to Develop Their Power

One of the most powerful ways to sustain and grow your own positional power is by mentoring and coaching others to develop their power.

Share your knowledge and expertise with those who are seeking to advance in their careers.
Offer guidance and support to emerging leaders, helping them navigate challenges and develop their skills.
Create a culture of mentorship within your organization, encouraging the exchange of knowledge and fostering a spirit of collaboration.

By empowering others, you’ll create a network of strong leaders who can collectively drive organizational success.

Limitations of Positional Power

Power of position, despite its authority and influence, has certain limitations that individuals should be aware of. Here are some key limitations of the power of position:

Limited Scope: The power of position is often limited to a specific organizational context or hierarchy. It may not extend beyond the boundaries of the position held. Individuals with the power of position may find it challenging to influence or make decisions outside of their designated scope or department.

Dependence on Formal Authority: It is dependent on the formal authority granted by the organization. It may not necessarily reflect an individual’s competence or expertise. People may comply with directives or decisions due to their obligation to follow the hierarchy rather than genuine respect or trust.

Resistance and Compliance: People may comply with positional power out of fear of consequences or the desire to maintain their employment or status. However, this compliance may not translate into true engagement, commitment, or creativity. Individuals may follow directives begrudgingly, leading to lower levels of motivation and productivity.

Limited Influence on Informal Networks: The power of position may have limited influence on informal networks and relationships within an organization. Informal networks often play a significant role in decision-making and communication. Individuals with positional power may find it challenging to navigate these networks and effectively influence stakeholders who hold informal power or influence.

Lack of Flexibility: It can sometimes limit flexibility and agility in responding to changing circumstances or adopting innovative approaches. Individuals may be bound by rules, procedures, and hierarchical protocols that hinder adaptability and responsiveness.

Perception of Self-Interest: People may view individuals with the power of position as being primarily driven by self-interest or organizational politics. This perception can undermine trust and credibility, making it challenging to inspire genuine commitment and collaboration.

It’s important to recognize these limitations and understand that sustainable leadership and impact require a broader range of skills, including personal power, influence, and effective communication.

Combining the power of position with personal qualities can help overcome these limitations and create a more holistic and impactful leadership approach.

Conclusion

As you reflect on the journey of developing positional power for organizational impact, remember that it is not merely about the title or authority bestowed upon you, but about the actions you take and the influence you wield.

You have the power to shape the future of your organization and make a lasting impact.

Embrace the principles we’ve explored: responsibility and accountability, avoiding abuse of power, maintaining fairness and equity, and balancing personal and organizational interests.

These ethical considerations will guide you in leveraging your power for the greater good.

Remember to continually learn and improve, adapt to changing contexts, seek growth opportunities and challenges, and mentor others to develop their own power.

By embracing these practices, you’ll not only sustain and grow your own positional power, but you’ll also create a ripple effect of empowerment and success throughout your organization.

So, go forth with confidence, resilience, and a commitment to ethical leadership.

Unleash your full potential, inspire others, and together, let’s transform organizations and leave a lasting legacy of positive organizational impact.

References:

Insideout Mastery: Personal vs Positional Power: How to Use Both to Create Meaningfully
5 Sources of Power in Organisations
RegendEdu: Why the positional leadership perspective hinders the ability of organizations to deal with complex and dynamic situations
Valparaiso University: Positional Authority and Influence in Servant Leadership: A Conceptual Model

ABOUT THE AUTHOR

Pyo Merez (PsyD)

Website | + posts

Adolescent and Adult Psychologist
Pyo Merez (PsyD) is a certified adolescent and adult psychologist who has been on the frontline of helping adolescents and adults with mental health. An expert in cognitive and developmental psychology - social relationships, cultural contexts, and individual differences. He is also a speaker and panelist on issues bordering on budding young people.