When issues are getting in the way of organisational objectives, it is necessary for the chief executive or others in key positions to exercise their power and address those issues by confronting people about behaviour that is inappropriate.
Executives should take stock of themselves and assess their level of comfort in using their power in difficult situations. Creating the right amount of pressure and discomfort to get things moving is key; too much pressure and the situation could escalate, resulting in an exodus of talent from the organisation.
There is a right time to intervene, but waiting for the perfect moment may be procrastination. The answer is to weigh the disadvantages of allowing dysfunctional behaviour to continue against the advantages of gaining further data and insight.
When powerful people use their power constructively, it is good for the organisation.
(Source: The Open University, 2012).