Post 166 ⇒ by Gautam Shah →
Design organizations are substantially a person centric entity. Even in partnerships, group or corporates practices the owners / conveners or leaders, each have a very sharply defined responsibility. It is the quality of leadership varies according to the nature of work in the organization. Inversely it is the quality of leadership that defines the work style of the organization.
The object has TWO facets: 1- The domain of leadership required for the functioning of the organization, and 2 – The domain of leadership required to handle a project. An organization operating efficiently has already this mode in place. The first aspect is more or less constant, till the organization changes its scope of business or is forced to re-evaluate it. The second aspect requires a leader to be as versatile as the project demands.
Design organizations that handle highly variable situations or non-repeating projects need a very Radical leader. On the other hand design organizations with routine projects will function well under a Methodical leader.
For design organizations handling projects that are critical in time, resources and extent, need an Autocratic leader. Autocratic leader can override the situational differences, and imposes a pre-set style. The autocratic leader expects complete obedience of the subordinates.
Very large or multi divisioned organizations need a Democratic leader. Democratic leaders are ideal for projects involving large user base. Such leaders mould the situation, so that it can be handled within the ambience of the personal (leadership) qualities. Employees show responsible behaviour and self-discipline as they get due recognition and full support.
Projects that are in extremely dynamic situation need a Bohemian leader. Such a leader has a fast response and develops a style to suit the situation on hand. They are well suited for tackling continuously variable situations.
A Custodial leader has extra ordinary economic resources and public contacts to get things done. Such a leader dispenses organizational resources and makes employees dependent on the organization. Resulting performance, however, may not be adequate.
An Autocratic leader may stimulate an organization towards an acute specialization in only one or few fields, whereas a Bohemian leader may dissipate the energy and de-focus the goals of the organization. A Democratic leader will continuously review and revise the aims of the organization, and plan the resources, to make the organizations creative.