Innovation and Leadership Styles

Of course any human enterprise requires leadership. In business there is a continuous stream of study on leadership. These studies often influence leaders in the church to create organizations that reflect the latest trends in business. Once structured a leadership style can actually become a part of the organizational culture of that church and over time it is simply reinforced by a succession of leaders. In rapidly changing times when new ideas are needed innovation of strategy can be implemented, but will not create the results hoped for. The problem was not in the strategy but in the leadership structure. What may be needed is innovation of management not strategy which could be much more difficult and even painful.

Since the failures of Hurricane Katrina relief efforts and with the threat of a global outbreak of the avian flu, there has been much discussion about crisis management. “In the complex and uncertain environment of a sustained, evolving crisis, the most robust organizations will not be those that simply have plans in place but those that have continuous sensing and response capabilities.” (Noria)

Noria created a comparison between two types of organizations, which reflect two styles of leading, which I’ve adapted this article.

Directive Styles:

1. Hierarchical
2. Centralized Leadership
3. Tightly Coupled (greater interdependence among parts)
4. Concentrated workforce
5. Specialists
6. Policy and procedure driven

Delegative Styles:

1. Networked
2. Distributed Leadership
3. Loosely coupled (less interdependence)
4. Dispersed workforce
5. Cross-trained generalists
6. Guided by simple yet flexible rules
   

From “Survival of the Adaptive,” Nitin Noria, Harvard Business Review, May 2006, pg 23

• Which of these leadership structures do you thinking would more likely accelerate innovation in a rapidly changing context?
• What changes would I need to make in my leadership style to create an environment for innovation?
• What changes would I need to make in the way in which I train or equip others to implement innovative strategies?
• Could I state the simple guidelines or flexible rules for leading in my organization?

I am not suggesting that one style is “good or bad.” We need both styles, but it is important to be aware of the impact on those we are leading. We then need to communicate why the structure we have chosen is appropriate to our situation. Finally, we should either develop in the leadership style that is needed or we should ask someone else to lead out of their strength. 02/04/2007