Michael Lissack
Emergent leadership recognition
As leadership manifests throughout the organization rather than just in designated roles, organizations need systems for recognizing and sup- porting emergent leadership wherever it appears. These systems enable leadership to flow to where it’s most effective rather than remaining fixed in formal positions. Technology company Google exemplifies this approach through its “Project Oxygen” leadership research. Rather than assuming leadership resided primarily in management roles, Google conducted extensive analysis to identify the behaviors that created effective team outcomes regardless of formal position. This research identified behavioral patterns that Google now deliberately cultivates throughout the organization, re- gardless of formal leadership designation. Emergent leadership recognition manifests in several organizational practices: Contribution visibility systems. Organizations create mechanisms for making impactful contributions visible regardless of position. When software company Atlassian implemented its “Kudos” system, it created a platform where anyone could highlight valuable leadership contributions from any organizational member, making emergent leadership visible. Informal influence support. Organizations provide resources and development for individuals demonstrating leadership impact outside for- mal roles. When professional services firm PwC identified “Accelerator” individuals with disproportionate positive influence, it provided them with development resources typically reserved for formal leaders, strengthen- ing their emergent leadership capacity. Leadership path diversity. Organizations create multiple routes to leadership impact rather than single-track advancement. When technol- ogy company Microsoft revitalized its technical leadership paths, it cre- ated distinct “Individual Contributor” tracks with significant leadership influence but without management responsibilities, legitimizing diverse leadership contributions.
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