Leadership Styles

Emerging Managerial Practices

Jessica Dengler

Monday October 28, 2024

Introduction

The modern world of work is increasingly defined by rapid technological advancements, globalization, and significant shifts in workplace dynamics. As organizations evolve in response to these changes, so must their leadership approaches. The traditional hierarchical models of leadership, characterized by top-down decision-making, have given way to more flexible and inclusive forms of leadership better suited to meet the demands of a volatile, uncertain, complex, and ambiguous (VUCA) environment (Davidavičienė, 2020). Three prominent leadership styles emerging in this context are shared leadership, emergent leadership, and collaborative leadership. Each of these leadership models offers unique advantages in managing dynamic, fast-changing environments, where adaptability, innovation, and collective problem-solving are key (Acton, 2019).

This paper will compare and evaluate shared leadership, emergent leadership, and collaborative leadership. Through an exploration of their characteristics, effectiveness in addressing future leadership challenges, and recommendations for which style is best suited for fast-changing environments, this analysis will offer insights into how these leadership models can shape the future of work. The paper will conclude with a reflection on how the most suitable leadership style can be integrated into personal leadership development.

Leadership Styles Overview

Leadership styles encompass various approaches that leaders use to influence, motivate, and guide teams. In today’s dynamic and unpredictable workplace, different styles have emerged to adapt to the complexities of volatile, uncertain, complex, and ambiguous (VUCA) environments. Each leadership style offers unique strengths suited to different team structures, organizational cultures, and situational needs. Understanding these styles allows leaders to apply the most effective approach for empowering teams, fostering resilience, and driving sustainable results in challenging environments (Hensel, 2018; Davidavičienė, 2020).

Shared Leadership

Shared leadership is a model in which leadership responsibilities are distributed among team members, rather than centralized in a single individual (Hensel, 2018). This model emphasizes collaboration, mutual influence, and collective decision-making. Key characteristics include fluidity in roles, decentralized authority, and reliance on trust and interdependence among team members. Shared leadership supports adaptability, allowing team members to step into leadership roles when their expertise aligns with the task at hand. In a VUCA environment, shared leadership enables flexibility and resilience by empowering multiple individuals to lead depending on situational needs, ensuring the team can respond quickly to change without waiting for direction from a single leader (Patrick, 2018). This structure also strengthens team cohesion, as members feel valued and responsible for the group’s success, fostering a sense of ownership and accountability.

Emergent Leadership

Emergent leadership arises organically within a team as individuals take on leadership roles based on their competencies and the demands of a given situation (Acton, 2019). Unlike designated leaders, emergent leaders are not formally appointed but are recognized by their peers for their ability to inspire, motivate, and guide the group. Characteristics of emergent leadership include adaptability, situational awareness, and informal authority, often making these leaders highly effective in fast-paced or rapidly evolving scenarios. In such environments, emergent leaders excel by stepping up when their expertise or perspectives are needed most, facilitating innovation and agility within teams. This model relies on individual initiative and the capacity of team members to recognize and support those who naturally assume leadership in times of need, creating a culture where leadership is seen as fluid rather than fixed (Davidavičienė, 2020).

Collaborative Leadership

Collaborative leadership focuses on facilitating cooperation and partnership across diverse teams and stakeholders to achieve shared goals (Patrick, 2018). This model is rooted in the belief that effective leadership requires cooperation across departments, functions, or even organizations, particularly when addressing complex, multi-dimensional challenges. Collaborative leaders are skilled in fostering open communication, building consensus, and creating environments where everyone’s input is valued, which is especially critical in matrixed or cross-functional teams. In a VUCA environment, collaborative leadership helps break down silos and encourages collective problem-solving by promoting transparency and inclusiveness Acton, 2019). This style often leads to more comprehensive solutions and promotes innovation by drawing on the diverse skills and perspectives of all team members, uniting them around a common vision and fostering an organizational culture of cooperation.

Leadership Styles Comparison Matrix
			The following table compares the characteristics of shared, emergent, and collaborative leadership styles and how they address future challenges in a VUCA environment:
Leadership Style	Characteristics	Effectiveness in VUCA Environments	Challenges
Shared Leadership	Decentralized authority, mutual influence, collective decision-making, fluidity in roles, reliance on trust and interdependence	Promotes adaptability, resilience, and innovation by empowering multiple leaders; useful for complex and ambiguous environments	Difficult to maintain accountability and ensure clear responsibilities
Emergent Leadership	Leadership arises organically based on expertise, adaptability, situational awareness, and informal authority	Effective in fostering innovation and agility in fast-changing environments; allows individuals to lead when their skills are most needed	Risk of inconsistent leadership or lack of continuity
Collaborative Leadership	Facilitates cooperation, partnership across teams, open communication, values input from all stakeholders	Breaks down silos, promotes collective problem-solving, and enables shared responsibility for addressing complex issues in uncertain environments	Can be time-consuming and challenging to align multiple perspectives

Leadership Effectiveness in Fast-Changing Environments

In fast-changing environments marked by rapid technological advancements, market volatility, and global challenges, traditional top-down leadership models often fall short in addressing the demands for adaptability and quick decision-making. Effective leadership in these contexts requires flexibility and a broader distribution of leadership responsibilities across teams. Shared, emergent, and collaborative leadership styles each bring distinct strengths that allow organizations to navigate complex situations with resilience and responsiveness (Acton, 2019). Shared leadership promotes team members stepping up as leaders based on their expertise, while emergent leadership allows leaders to arise naturally in response to situational demands. Collaborative leadership, on the other hand, emphasizes cross-functional teamwork and collective problem-solving, which are essential in addressing multifaceted challenges in today’s dynamic landscape (Patrick, 2018). Together, these leadership models equip organizations with the agility needed to thrive in high-pressure, evolving environments.

Shared Leadership Effectiveness

Shared leadership is highly effective in fast-changing environments because it promotes adaptability and innovation. When leadership responsibilities are distributed among team members, multiple perspectives can be considered in decision-making, leading to more innovative solutions (Hensel, 2018). Additionally, the flexibility of roles in shared leadership allows teams to respond quickly to changing circumstances. As Hensel and Visser (2018) argue, shared leadership fosters a collaborative culture in which individuals feel empowered to contribute their skills and ideas, which can be critical in uncertain and ambiguous environments. However, one of the primary challenges of shared leadership is maintaining accountability. When leadership is distributed, it can become difficult to track responsibilities and ensure that tasks are completed efficiently. Therefore, while shared leadership encourages collective problem-solving, organizations must establish clear processes to ensure accountability (Hensel, 2018).

Emergent Leadership Effectiveness

Emergent leadership excels in environments that require agility and responsiveness. Because emergent leaders rise based on the demands of the situation, they are particularly adept at guiding teams through periods of uncertainty and complexity. Acton et al. (2019) highlight that emergent leadership fosters creativity and innovation, as individuals with the most relevant expertise or insights can take the lead when necessary. One drawback of emergent leadership, however, is the potential for inconsistency. Since leadership arises informally and shifts based on situational needs, there may be a lack of continuity or clear direction over time. This can create challenges in maintaining a long-term vision or strategy in rapidly evolving environments.

Collaborative Leadership Effectiveness

Collaborative leadership is well-suited to addressing complex challenges in fast-changing environments, particularly those that require input from multiple stakeholders (Patrick, 2018). By fostering open communication and cooperation across teams, collaborative leadership enables organizations to break down silos and work together more effectively. Patrick (2018) suggests that collaborative leadership is particularly effective in large, matrixed organizations, where leaders must coordinate efforts across multiple departments. However, the collaborative leadership model also presents challenges, particularly in aligning the perspectives of diverse stakeholders. Achieving consensus can be time-consuming, and there is a risk that collaboration may slow down decision-making in environments that require rapid responses.

Recommendations for Leadership Style in Fast-Changing Environments

After analyzing the three leadership styles, emergent leadership appears to be the most effective in fast-changing environments. The key advantage of emergent leadership is its adaptability—leaders arise based on their expertise and the needs of the moment, allowing teams to respond quickly to shifts in the environment. This flexibility is essential in VUCA environments, where the ability to pivot and adapt is crucial for survival (Acton et al., 2019). Emergent leadership also fosters innovation by encouraging individuals to step forward and lead when their unique perspectives are most needed. While shared and collaborative leadership both offer valuable approaches, they are more effective in environments that require steady collaboration or long-term strategic planning. Shared leadership may struggle with accountability, and collaborative leadership may be slowed down by the need to achieve consensus. Emergent leadership, on the other hand, thrives in dynamic environments where quick decision-making and agility are paramount.

Integrating Emergent Leadership into Personal Development

As a leader, I aim to integrate the principles of emergent leadership into my personal development by becoming more adaptable and responsive to the needs of my team. This involves honing my situational awareness and remaining open to the perspectives of others. By recognizing when my skills and expertise are most needed, I can step into leadership roles with confidence, while also encouraging others to take on leadership responsibilities when appropriate.Additionally, I plan to focus on building a culture of trust and openness within my teams, as these are critical factors for successful emergent leadership. Trust allows team members to take initiative without fear of retribution, while openness ensures that leadership can shift fluidly as the situation demands. This approach will also help me develop my capacity for innovation, as emergent leadership thrives on creativity and fresh perspectives. 

Conclusion

In the modern world of work, leadership must evolve to meet the demands of fast-changing, complex environments. Shared leadership, emergent leadership, and collaborative leadership each offer unique strengths that can help organizations navigate uncertainty. However, emergent leadership stands out as the most effective model for dynamic environments, where adaptability and rapid decision-making are critical. By integrating the principles of emergent leadership into my own professional development, I aim to foster a more agile, responsive approach to leadership that empowers my teams to thrive in today’s unpredictable work environment.

References

Acton, B. P., Foti, R. J., Lord, R. G., & Gladfelter, J. A. (2019). Putting emergence back in leadership emergence: A dynamic, multilevel, process-oriented framework. Leadership Quarterly, 30(1), 145–164. https://doi.org/10.1016/j.leaqua.2018.07.002

Davidavičienė, V., Majzoub, K. A., & Meidute-Kavaliauskiene, I. (2020). Factors affecting knowledge sharing in virtual teams. Sustainability, 12(17), 6917. https://doi.org/10.3390/su12176917

Hensel, R., & Visser, R. (2018). Shared leadership in entrepreneurial teams: The impact of personality. International Journal of Entrepreneurial Behaviour & Research, 24(6), 1104–1119. https://doi.org/10.1108/IJEBR-12-2016-0416

Patrick, H. A. (2018). Impact of leadership strategies of managers on employees in information technology organizations. Journal of Contemporary Management Research, 12(1), 1–13.

Yukl, G., & Mahsud, R. (2010). Why flexible and adaptive leadership is essential. Consulting Psychology Journal: Practice and Research, 62(2), 81–93. https://doi.org/10.1037/a0019835