Sammendrag
Leadership models in the cultural and creative sectors are frequently based on collective, shared, or distributed structures. In recent decades, research on these plural forms has yielded insights in the form of typological models and empirical studies. This article seeks to examine two issues in the literature on plural leadership that have received insufficient attention. The first is how cultural organizations combine and integrate multiple leadership models. The use of horizontal co-leadership at the macro (organisational) level alongside either vertical or horizontal leadership of embedded projects managed by teams is one example. Little is known about how the existence of distinct leadership styles at the macro and meso levels influences the career paths of individuals and organizations. The second is an inquiry into the evolution of leadership models in cultural organizations over time. This is especially important when an organisation transitions from a startup to a successful enterprise and expands its operations internationally. To empirically investigate these issues, we propose a single case study of Snøhetta, a multinational architecture firm. The results of this case study allow for a better understanding of how forms of collaborative leadership style can influence the career paths of people and organizations, and how it is possible to find a balance between the paradoxical institutional logic on which management and leadership of creativity is based. In other words, how the constellations of relationships that are generated make organizations with this leadership style more resilient and sustainable by virtue of being more transparent, open, and generous.
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