All for us and us for all: Introducing the 5R Shared Leadership Program

The Power of Empowerment: Predictors and Benefits of Shared Leadership in Organizations

“…With this principal guideline in mind, it is critical that team leaders identify the essential leadership roles in their organization and formally appoint the right leaders for these roles. One method by which the appropriate peer leaders can be identified is shared leadership mapping that has been proven effective in organizational teams (Fransen et al, 2015b(Fransen et al, , 2020b. In this analysis, team members rate each other's quality on different peer leader roles, which results in clear insights about the key figures within the team.…”

“…Following this, formal leaders can then invest time in the further development of those peer leaders, for example by improving their identity leadership (Haslam et al, 2011). With help of the 5R S program by Fransen et al (2020b), team members learn how to cultivate a shared social identity to grow and flourish as a team, rather than as individuals. Preliminary evidence on the impact of the 5R S program in organizational teams points towards the program's potential to improve team functioning as well as strengthening the team identity and providing individuals the opportunity to grow and flourish (Fransen et al, 2020b).…”

Why the Chosen Ones May Not Always Be the Best Leaders: Criteria for Captain Selection as Predictors of Leadership Quality and Acceptance

“…Finally, another opportunity for future research pertains to developing the leadership competencies of team captains as researchers have argued that identifying the right leader is only the first step ( Fransen et al, 2015 ). While previous researchers have already provided an insight into potential leadership programs that could support the process of developing leadership competencies ( Gould et al, 2013 ; Cotterill, 2017 ; Newman et al, 2019 ; Fransen et al, 2020b ), the present research provides an understanding into how these programs can be improved further. More specifically, based on our findings, it would be of interest to explore interventions that exclusively target developing and training motivational and social skills of team captains.…”

“…For example, in a season when a team may require more task-related guidance, selectors might appoint a team captain who has excellent insights in the game (i.e., task leadership qualities) in addition to having good interpersonal skills. In order to make this selection, coaches and club management might consider making use of a tool named Shared Leadership Mapping ( Fransen et al, 2020b ). This tool relies on a technique known as Social Network Analysis and can help selectors identify key leaders in the team with respect to different leadership roles (e.g., task, motivational, social and external).…”

“…Finally, acceptance of the team captain within the team is also an important outcome variable given that previous researchers have demonstrated that the acceptance of the leader by followers facilitates leader effectiveness (e.g., Moran and Weiss, 2006 ; Price and Weiss, 2011 ). These findings make sense given that leaders who are not accepted by their team members will tend to have a smaller support base and find it arduous to influence their team members as compared to leaders who are accepted ( House et al, 2004 ; Fransen et al, 2020b ). Indeed, leader acceptance has also been proposed as an attribute of an ideal team captain ( Fransen et al, 2019a ).…”