(POV) The Evolution of Design Leadership - Specifically with Leading Tech Teams
The Evolution of Leadership Theory and Its Relevance to Leading Tech Teams
Rachel Moore
July 12, 2024
Introduction
Leadership theory has evolved significantly over the past 70-80 years, providing diverse perspectives on what makes an effective leader. I want to share my interest in developments in behavioral leadership theories. I will delve into the concepts of initiating structure and task-oriented behavior, exploring their relevance to leading technology teams based on my personal experiences and beliefs.
Evolution of Leadership Theory
Over the decades, leadership theory has evolved from focusing on the inherent traits of leaders to examining their behaviors and the contexts in which they operate. While early theories emphasized the importance of certain traits, subsequent research highlighted that effective leadership could be learned through specific behaviors. This shift allowed for a more practical approach to leadership development, emphasizing actions over innate qualities.
Behavioral Leadership Theories: Initiating Structure and Task-Oriented Behavior
Behavioral theories, particularly those developed through studies at Ohio State University and the University of Michigan, resonate deeply with me. These theories identified two primary behaviors of effective leaders: initiating structure and consideration. However, my focus is on initiating structure and task-oriented behavior, which involves defining roles, setting clear goals, and establishing organized processes.
Throughout my career, especially during my time at frog design, I experienced firsthand the impact of effective behavioral leadership. My managers provided a structured environment where clear communication, regular feedback, and goal- oriented tasks were paramount. This approach not only helped me excel but also fostered a culture of mutual respect and professionalism. I appreciated the balance they struck between being approachable, while also maintaining a focus on meeting goals and deadlines.
Personal Experience and Application
At frog design, I had the opportunity to work with some exceptional managers who embodied the principles of behavioral leadership. We would have weekly meetings where my manager and I discussed what I was working on, areas for improvement, and specific tasks to focus on. This consistent feedback loop helped me grow professionally and ensured that our team's objectives were met efficiently.
For example, one manager created a space for open dialogue and learning while also emphasizing the importance of meeting goals and deadlines. This approach resonated with me because it balanced the need for structure with a supportive environment. I knew that it wasn't just about making “a best friend”; it was about achieving our objectives, delivering on business goals, and creating an exceptional user experience while also working together as a team.
On the other hand, I have faced difficulties in situations where my opinions could have been better received. Making sure that everyone’s input is acknowledged and valued involves adjusting leadership approaches and promoting inclusive policies. This equilibrium is essential for incorporating diverse viewpoints and attaining superior results.
Relevance to Leading Technology Teams
In the context of leading technology teams, initiating structure and task-oriented behavior is particularly relevant. Tech projects often involve complex tasks, sometimes tight deadlines, and the need for precise execution. A leader who provides clear guidelines sets achievable goals, and monitors progress can significantly enhance team performance.
However, it's essential to balance task orientation with consideration for team members' well-being. Ensuring open communication, offering support, and recognizing individual contributions can create a positive and productive work environment. By combining clear structure with supportive communication, leaders can drive project success while fostering a respectful and professional work culture.
Conclusion
Behavioral leadership theories, particularly initiating structure and task-oriented behavior, offer valuable insights for leading technology teams. My experiences have shown that balancing firmness with empathy is key to effective leadership. This approach is not only beneficial for personal growth but also crucial for the success of any team or organization.
Throughout my career, I have learned that being a good leader is not about being liked but about earning respect through professionalism, dedication, and clear communication. Whether dealing with clients or team members, showing up as your authentic self and making necessary adjustments demonstrates a leader's adaptability and respect for others. This approach is critical for building a mutual respect that drives project success and creates a positive work environment.
References:
My mentor and someone in my opinion showcases what true leadership is:
https://open.spotify.com/episode/1LR2aizTqVsQtsoOW2AyqB? si=1ENqK9WLQHeYMbGMcPs1Hg
My takeaway:
After graduating, I had the opportunity to interview for an internship at frog Design, my dream job. During the interview process, Alexis Puchek, the VP of Design, sent me an email expressing her appreciation for meeting me. She provided detailed feedback and suggested that I should consider applying for a full-time role instead. Although this prospect excited me, it also instilled a sense of fear, as my primary goal was to secure a position at frog Design.
Alexis’s feedback was constructive and encouraging, demonstrating her belief in my potential. I took her suggestions to heart and spent hours updating my portfolio based on her advice. When I returned for the interview, I was offered the full-time position.
This experience highlighted the qualities of a true leader: someone who trusts in others, offers valuable feedback, and provides growth opportunities. Alexis’s belief in me and her willingness to give me a chance improved my professional skills and reinforced key traits that I carry with me to this day: remaining teachable, showing up with integrity, and being open to new opportunities. This lesson in leadership and mentorship has profoundly influenced my career and approach to professional relationships.
Forbes:
https://www.forbes.com/sites/rachelwells/2024/02/11/3-leadership-styles-of- highly-effective-leaders-in-2024/
My takeaway:
I specifically like this quote below. For me, it embodies a true definition of the folks and team members I have engaged with that not only lifted me, and set me up for success but also gave me constructive feedback. I think marrying the balance
between encouraging feedback as well as constructive feedback creates an environment that facilitates action, growth, and support.
"being a role model for followers; challenging followers to take greater ownership for their work, and understanding the strengths and weaknesses of followers, so the leader can align followers with tasks that optimize their performance."
Looking back, looking forward: Looking back at the trends that mattered in 2023, and looking forward at those that will shape organizations in 2024. https://www.mckinsey.com/capabilities/people-and-organizational-performance/ our-insights/the-organization-blog/the-best-leadership-candidates-may-not-be- who-youd-expect