Chef V/S Coach - LEDARSKAPSTEORI OCH LEDARSKAP I PRAKTIKEN - del 14


I inledningen på den förra bloggen skrev jag att vissa aspekter av vedertagna ledarskapsteorier är förlegade idag. Vilket inte borde vara så förvånande då dessa teorier formulerades på åttio- och nittiotalen… Något inte bara jag kommit fram till, utan även fil.dr. Martin Warren (2017,) som sin doktorsavhandling ”Leadership: Outdated Theories and Emerging Non-Traditional Leadership” tar upp ett antal intressanta perspektiv väl värda att fundera över. Här kommer några citat på engelska från hans avhandling med kommentarer:

”The purpose of this qualitative study was to ascertain if organizational leaders have transitioned from academically recommended leadership theories to their own nontraditional leadership practices. The data collected and analyzed from this study supports the assertions by Apenko and Chernobaeva (2016), Allio (2013), Bennis (2014), Kouzes and Posner (2012, Latham (2014), Torres and Reeves, (2014), and other researchers, that traditional leadership theories have not maintained pace with changing organizational and global environments. The data also supports the premise that today’s leaders are practicing their own self-direct leadership style.

For the purpose of this research the term traditional leadership was defined as traditional leadership theories such as authoritarian, transactional, transformational, and other established theories that are practiced independently from one another. The term non-traditional leadership was defined as individual practices or developed methods, other approaches, or combining different elements from the various traditional leadership theories into their own practices. There were three themes identified for the study: (1) continually changing organizational environment, (2) conflicting leadership theories, and (3) trait approach to leadership.

The research data collected exceeded expectations. The research showed that all the participants had an understanding and working knowledge of the three themes. All participants viewed continual change as an ongoing phenomenon and that many or all leadership theories were outdated. Participants believed that a broad range of attributes are necessary for leaders to be successful and embraced a common perspective that leaders have evolved and practice multiple leadership theories simultaneously (Kouzes & Posner, 2012). An unexpected finding based on the responses and discussions during the interviews was that all thirteen participants currently practice non-traditional leadership.”

Vad som gjorde det lite överraskande att alla respondenter uppfattades som icke-traditionella ledare, var främst att de valts ut utifrån ett kriterium att ha minst tjugo års erfarenhet av ledarskap inom högre befattningar. Författaren trodde mer på att finna en jämn fördelning mellan traditionella ledare och icke traditionella ledare bland de svarande. Istället delade de en syn på traditionellt ledarskap och traditionella ledarskapsteorier som förlegade eller i behov av förbättringar. Detsamma gällde för ledarskapsträning…

”Participants shared a common belief that traditional leaderships theories are either not relevant, outdated, or needed improvement. This sentiment was the same for leadership development and training, and participants believed it was either non-existent or did not relate to current global organizational environments. Participants shared a common perspective that the future of leadership was dependent upon acceptance of generational shifts, and adjusting of leadership theories, budget barriers and eliminating resistance to change.”

Det kan möjligen även konstateras att forskarna ligger i bakvattnet. Vilket egentligen inte borde vara förvånande, eftersom verkligheten alltid har ett försprång till forskningen. Jag menar då att nya sätt att leda först utvecklas inom olika organisationer innan de kan ’upptäckas’ av forskarna. I det här fallet menar Warren att forskarna inte förstår detta skifte från traditionellt ledarskap och traditionella ledarskapsteorier, vilket flera av dem själva uttrycker:

”The specific problem was there is a lack of understanding of why organizational leaders have transitioned from academically recommended leadership theories to their own non-traditional leadership practices, a practice not yet associated with a leadership theory or model (Derue & Wellman, 2009; Fibuch, 2011; Kaigh, et al., 2014).”

Warren framför även några intressanta slutsatser:

”The research data suggested that elements from multiple traditional leadership theories were being utilized by participants, and therefore a recommendation would be the continued teaching of traditional theory, however not as independent theories. Elements of traditional theory should be incorporated or blended into a new single style practice, considered non-traditional.”

Min slutsats är att det inte räcker med att kombinera traditionella ledarskapsteorier, helt enkelt för att en del forskare redan upptäckt ’nyare’ ledarskap i praktiken. Bl.a. vad jag kallar coachande ledarskap… vilket jag givetvis återkommer till framöver.

Länken går till avhandlingen:

https://pqdtopen.proquest.com/doc/2008168044.html?FMT=ABS

#coachandeledarskap #ledarskap #forskning #vetenskap #ledarskapsutveckling #ledarskapsteori

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