What is an Assigned Leader?
An assigned leader is someone who gains leadership status through a formal process. This individual is typically appointed by higher-ups in the organisation, based on qualifications, experience, or performance in their current role. Assigned leaders often carry a title such as “Manager,” “Director,” or “Supervisor,” which comes with specific duties and responsibilities.
Assigned leaders are often seen as having a clear, official role that includes decision-making authority, resource allocation, and team direction. While these leaders hold significant power within the organisation, their leadership may not always be embraced by their teams. The key to their success lies in their ability to balance authority with empathy, communication, and decision-making skills.
Benefits of Assigned Leaders
- Clarity in roles and responsibilities: Team members are clear about the hierarchy and expectations.
- Formal training and support: Assigned leaders often have access to leadership development programs.
- Clear decision-making power: The authority granted to assigned leaders helps streamline decisions and actions.
However, there are limitations. Assigned leaders might struggle to gain trust if they are not perceived as relatable or competent by their teams.
What is an Emergent Leader?
Unlike assigned leaders, emergent leaders rise to leadership status because of how their peers perceive and respond to them. These individuals may not hold a formal leadership title but become leaders through the respect and trust they earn from their colleagues. Emergent leadership is built on influence, communication skills, and the ability to inspire others, rather than formal authority.
Emergent leaders often emerge in situations where teams are navigating complex challenges or need guidance. They tend to demonstrate qualities such as:
- Emotional intelligence: Understanding the emotional needs of the team and managing relationships effectively.
- Problem-solving skills: Taking initiative and offering solutions during uncertain times.
- Relatability and trustworthiness: Being approachable and showing a genuine interest in the well-being of others.
Emergent leaders are often seen as “natural leaders,” even though they may never hold formal leadership positions. Their ability to lead often depends on how well they build trust and rapport with their team members.
Benefits of Emergent Leaders
- Strong team cohesion: Emergent leaders often foster a strong sense of unity and collaboration within teams.
- Influence without authority: They inspire others to follow their lead, even without a title.
- Adaptability: Emergent leaders are often flexible and able to step in when situations require change or quick thinking.
The challenge with emergent leaders is that their leadership may not always be recognised by formal structures. Without the authority that comes with a title, their ability to make impactful decisions may be limited.
Differences Between Assigned and Emergent Leaders
Understanding the distinctions between assigned and emergent leaders is crucial for businesses looking to cultivate strong leadership in their teams. Below are some of the major differences:
Source of Authority
- Assigned leaders gain authority through formal processes such as promotions, appointments, or elections.
- Emergent leaders derive authority from the respect and trust they earn from their peers, rather than from an official title.
Approach to Leadership
- Assigned leaders may have a more structured, directive approach to leadership, focusing on performance metrics, goals, and deadlines.
- Emergent leaders tend to be more collaborative and flexible, with a focus on team dynamics and fostering mutual trust.
Influence
- Assigned leaders often rely on their positional authority to influence others.
- Emergent leaders use personal influence and interpersonal skills to inspire and guide others, even without formal power.
Trust and Acceptance
- Assigned leaders may have to work harder to build trust, especially if they are new to a team or organisation.
- Emergent leaders generally already have the trust of their peers, making it easier for them to lead and motivate others.
Longevity
- Assigned leaders may stay in their roles for a longer period, depending on organisational requirements.
- Emergent leaders may come and go depending on the team’s needs, though they often remain influential in the long term.
How do Leaders Emerge?
While there’s no one-size-fits-all formula for leadership emergence, several theories offer insights into how individuals can rise as leaders within a group. One such theory is Social Identity Theory (SIT), introduced by Tajfel & Turner (1979). According to SIT, leaders are individuals who embody the social identity of their group members. These individuals are able to align with the values, goals, and beliefs of the group, making them highly influential.
For example, someone who is passionate about diversity and equality in the workplace may take on leadership roles within social movements or diversity programs. Through their consistent actions and commitment, they earn the trust of their peers and naturally emerge as a leader, regardless of any official title.
This process of emergence is not always linear. A person who starts as a follower may gradually gain influence and, through actions and behaviours, step into a leadership role within the group.
Assigned and Emergent Leadership in the Workplace
In a business context, the interaction between assigned leaders and emergent leaders can be both productive and challenging. In some cases, an emergent leader might be better suited to lead a team, even if they do not hold a formal position. This can cause tension if the assigned leader’s authority is questioned by the team. However, when managed effectively, the two types of leadership can complement each other.
Emergent leaders often play a crucial role in helping assigned leaders succeed. They can act as mediators, providing insight into the team’s needs and helping the assigned leader understand their staff better. On the other hand, assigned leaders can offer structure and direction that help channel the emergent leader’s influence in a way that drives organisational goals.
In successful organisations, both forms of leadership are recognised and supported. By providing development opportunities for emergent leaders, businesses can ensure that they have a strong leadership pipeline ready to take on future challenges.
Balancing Assigned and Emergent Leadership
The interplay between assigned and emergent leadership is a crucial aspect of any organisation’s success. While assigned leaders bring structure and official authority, emergent leaders offer influence, trust, and innovation that are often indispensable for team success. Businesses that invest in the development of their emerging leaders will not only enhance team cohesion but also build a leadership culture that is both flexible and future-focused.
If you’re looking to strengthen your organisation’s leadership team, consider our Emerging Leader Program. This investment can pay off in creating a more agile, motivated, and cohesive workforce.
