Page 144 - E2 Integrated Workbook STUDENT 2018

Chapter 10

Distributive leadership

5.1 Distributive leadership

A distributed leadership perspective recognises that there are multiple leaders.
Traditionally leadership has been viewed as the role of one person in charge of
others, but this view is changing.

Distributive leadership is also known as shared, or collective leadership and
involves the sharing of the power base between a number of individuals. With
distributed leadership, leadership is shared so that team members effectively interact
with and lead each other. This form of leadership is more horizontal in nature,
compared to traditional leadership which tends to be more vertical or hierarchical.

Carson et al proposed that shared leadership is facilitated by an overall team
environment that consists of three dimensions.

 Shared purpose – when team members have similar understandings of their
team's main objectives and take steps to ensure a focus on collective goals.

 Social support – extent to which team members actively provide emotional and
psychological strength to one another.

 Voice – the degree to which a team's members have input into how the team
carries out its purpose.

The three dimensions are highly interrelated. If team members are encouraged to
voice their opinions and get involved, they are more likely to start demonstrating
leadership traits. If all members do this, there will be a greater focus on collective
goals. This in turn leads to increased motivation within the team which encourages
members to voice their opinions and get involved.

This suggests that a consequence of distributive or shared leadership is improved
team performance and many studies have found a positive relationship between
shared leadership and team effectiveness.

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