I am about to respond to a request from some colleagues to post ideas from recent research. To set the stage, I am sharing the abstract from my dissertation here first. I have added a couple of notes to it in red font:
We work in organizational structures designed by industrial era architects, yet find ourselves in a knowledge era that is more like an ecosystem than a machine. We measure things, yet the real value may lie in the relationships amongst these things, especially as leaders face multidimensional challenges including climate change, terrorism and enabling organizational learning. This empirical research is driven by the need to better understand leadership in complex, unpredictable, horizontal, boundary-spanning environments.
This study explores how persons who are respected for their leadership in horizontal environments understand and work with boundaries. Each participant also brought current or recent experience as a leader in a vertical hierarchy, enabling them to compare and contrast these environments.
Data were gathered through interviews and–in many cases–direct observation of leaders at work. Phenomenography, ethnography and the integration of theoretical material were combined as an experiment in systemic phenomenography. This approach revealed detail and diversity of potential value for practitioners working in varied contexts. It also added to theoretical work about boundary critique and complex system leadership.
Participants generally described their vertical environments with factual statements about numbers of employees, structures, software, products and services. They generally described horizontal environments–such as communities of practice and shared leadership teams–with more emotion, revealing passion and frustrations. They had moved into horizontal work for several reasons including problems not being resolvable through traditional, vertical approaches. Frustrations sometimes related to the marginalization of horizontal environments, difficulties bringing learning and innovation from the horizontal into the vertical, and workload.
Participants understood boundaries and edges in different ways. One of the most common was to see edges of organizations and groups as places for the mixing of ideas to enable learning and innovation. (I have called these places Intellectual Estuaries™ )
Some participants thought consciously about boundaries in their work, and all worked implicitly with boundaries in several interconnected ways. Their behaviours included scanning the environment for potentially productive connections, making context-specific boundary decisions and maintaining adaptive tensions (the focus of my next blog post). Many worked consciously to integrate multiple identities associated with work in different cultures and disciplines.
KEYWORDS: Leadership, horizontal, boundaries, communities of practice, complexity, knowledge management, governance, counter-terrorism, narrative, systemic phenomenography.
Taken from: Perceptions and uses of boundaries by respected leaders: A transdisciplinary inquiry by MacGillivray, Alice E., Ph.D., Fielding Graduate University, 2009, 256 pages; AAT 3399314 available through ProQuest database.