The future of leadership: Combining vertical and shared leadership to transform knowledge work

With the shift toward team-based knowledge work Pearce argues traditional leadership approaches don't work anymore. What is required is a combination of shared and vertical leadership. Just like Foss & Klein (2014) argue that Why managers still matter.

Leadership is primarily shared in case of:

• Interdependence
  • Highly integrated and connected teams require more shared leadership.
• Creativity
  • Knowledge work based of different disciplines require more shared leadership.
• Complexity
  • Complex work typically requires shared leadership. Again, more expertise is often required for this type of work. Resulting into a higher need of shared leadership.

Shared leadership can be developed by leaders in various way. A primary element is the design of the team. What are the roles, who is hired and such. Setting and managing boundaries is another important trait to help develop shared leadership. This fits the reasoning of Foss and Klein (Why managers still matter).

Development of shared leadership can be supported by training and development systems. Ensuring training in 1) how to engage in constructive leadership, 2) how to receive influence and 3) basic teamwork skills. Reward systems that incentivise shared leadership and cultural systems tend to be beneficial as well. But, do require care and thought before implementation.

The combination of shared and vertical leadership fits the styles of directive, transactional, transformational and empowering leadership.

References

Pearce, C. L. (2004). The future of leadership: Combining vertical and shared leadership to transform knowledge work. Academy of Management Perspectives, 18(1), 47-57.