{"id":2141,"date":"2024-02-15T12:51:53","date_gmt":"2024-02-15T11:51:53","guid":{"rendered":"https:\/\/agile-educational-leadership.de\/v1\/leadership-1\/"},"modified":"2025-01-30T08:25:13","modified_gmt":"2025-01-30T07:25:13","slug":"leadership-1","status":"publish","type":"page","link":"https:\/\/ambidextrous-agile-educational-leadership.de\/en\/v1\/leadership-1\/","title":{"rendered":"Leadership 1.0"},"content":{"rendered":"\n<p><\/p>\n\n<p class=\"has-ast-global-color-4-background-color has-background\">Note (15.02.2024): Last updated on 23.09.2021 (chan\u00adge\u00adlog). This page has been repla\u00adced by a&nbsp;cur\u00adrent ver\u00adsi\u00adon and is available here as an archi\u00adve for the <span class=\"caps\">AEL<\/span> book ver\u00adsi\u00adon 1.0 until fur\u00adther notice.&nbsp;<\/p>\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201eIf you genui\u00adne\u00adly embrace the\u00adse new per\u00adspec\u00adti\u00adves, that open\u00adness can radi\u00adcal\u00adly chan\u00adge the way you rela\u00adte to your chal\u00adlenges, both per\u00adso\u00adnal\u00adly and pro\u00adfes\u00adsio\u00adnal\u00adly, and be the cata\u00adlyst that shifts your way of being as a&nbsp;trans\u00adfor\u00adma\u00adtio\u00adnal lea\u00adder\u201c (trans\u00adla\u00adted with DeeplPro)&nbsp;<\/p>\n<cite>Micha\u00adel K. Spayd &amp;&nbsp;Miche\u00adle Mado\u00adre (2020, S. 54)<sup><a href=\"#footnote_1_2141\" id=\"identifier_1_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Spayd, M. K., &amp; Madore, M. (2020). Agile Transformation: Using the Integral Agile Transformation Framework to Think and Lead Differently. Boston: Addison-Wesley Professional.\">1<\/a><\/sup><\/cite><\/blockquote>\n\n<p>Mit <em>Agi\u00adle Edu\u00adca\u00adtio\u00adnal Lea\u00adder\u00adship<\/em> wer\u00adden ver\u00adschie\u00adde\u00adne Per\u00adspek\u00adti\u00adven inte\u00adgriert, in denen hier der gemein\u00adsa\u00adme Sinn gese\u00adhen wird, zur Ant\u00adwort bei\u00adzu\u00adtra\u00adgen, wie wir den (Hochschul-)Bildungsbereich m\u00f6g\u00adlichst gut auf\u00adstel\u00adlen und ent\u00adwi\u00adckeln k\u00f6n\u00adnen, so dass aus dem viel\u00adfach zu ver\u00adneh\u00admen\u00adden Bekennt\u00adnis, die Hand\u00adlungs\u00adf\u00e4\u00adhig\u00adkeit der Ler\u00adnen\u00adden f\u00fcr die L\u00f6sun\u00adgen von zuk\u00fcnf\u00adti\u00adgen Pro\u00adble\u00admen in einer unge\u00adwis\u00adsen Zukunft zu st\u00e4r\u00adken, auch Rea\u00adli\u00adt\u00e4t wird (sie\u00adhe <a href=\"https:\/\/ambidextrous-agile-educational-leadership.de\/auftakt\/#einordnung\" data-type=\"URL\" data-id=\"https:\/\/ambidextrous-agile-educational-leadership.de\/auftakt\/#einordnung\" target=\"_blank\" rel=\"noreferrer noopener\">Why<\/a>). <\/p>\n\n<p>With a&nbsp;per\u00adso\u00adnal focus on the lear\u00adners in the edu\u00adca\u00adtio\u00adnal orga\u00adni\u00adsa\u00adti\u00adons, this also includes kee\u00adping an eye on the ext\u00adent to which the (trai\u00adning) deve\u00adlo\u00adp\u00adment of so-cal\u00adled T\u2011shape skills (see <a rel=\"noreferrer noopener\" href=\"https:\/\/ambidextrous-agile-educational-leadership.de\/agilitaet\/\" data-type=\"URL\" data-id=\"https:\/\/ambidextrous-agile-educational-leadership.de\/agilitaet\/\" target=\"_blank\">agi\u00adli\u00adty<\/a>)<span class=\"has-inline-color has-vivid-red-color\"><\/span> or a&nbsp;<span class=\"caps\">VUCA<\/span> world and for action in the cour\u00adse of a&nbsp;digi\u00adtal trans\u00adfor\u00adma\u00adti\u00adon is equal\u00adly depen\u00addent on spe\u00adcia\u00adlist expert know\u00adledge and gene\u00adra\u00adlist skills, as is the case, for exam\u00adp\u00adle, with <a rel=\"noreferrer noopener\" href=\"https:\/\/ambidextrous-agile-educational-leadership.de\/wieso-educational\/#zukunftsweisende-kompetenzen\" data-type=\"URL\" data-id=\"https:\/\/ambidextrous-agile-educational-leadership.de\/wieso-educational\/#zukunftsweisende-kompetenzen\" target=\"_blank\">future skills or 21st Cen\u00adtu\u00adry Skills<\/a>, which can also con\u00adtri\u00adbu\u00adte to the per\u00adso\u00adnal deve\u00adlo\u00adp\u00adment of each per\u00adson. From an orga\u00adni\u00adsa\u00adtio\u00adnal per\u00adspec\u00adti\u00adve, the ques\u00adti\u00adon ari\u00adses as to what frame\u00adwork the (hig\u00adher) edu\u00adca\u00adti\u00adon insti\u00adtu\u00adti\u00adons as an orga\u00adni\u00adsa\u00adti\u00adon will and want to offer for this. After all, oppor\u00adtu\u00adni\u00adties for action can be both limi\u00adt\u00aded and ope\u00adned up by the type of struc\u00adtures and rules that are in place and practised.&nbsp;<\/p>\n\n<p>In any case, \u201cequal\u00adly\u201d poses the same chall\u00adenge for ever\u00adyo\u00adne invol\u00adved, both in terms of peo\u00adp\u00adle and the orga\u00adni\u00adsa\u00adti\u00adon. Being able to do or balan\u00adce some\u00adthing <em>equal\u00adly <\/em>or, in a&nbsp;figu\u00adra\u00adti\u00adve sen\u00adse, equal\u00adly skilful\u00adly with both hands is the core idea behind the <a rel=\"noreferrer noopener\" href=\"https:\/\/ambidextrous-agile-educational-leadership.de\/ambidextrie\/\" data-type=\"URL\" data-id=\"https:\/\/ambidextrous-agile-educational-leadership.de\/ambidextrie\/\" target=\"_blank\">ambi\u00addex\u00adteri\u00adty <\/a>descri\u00adbed&nbsp;above.&nbsp;<\/p>\n\n<p>Whe\u00adther as orga\u00adniza\u00adtio\u00adnal or per\u00adso\u00adnal ambi\u00addex\u00adteri\u00adty, both ent\u00adail an exter\u00adnal and inter\u00adnal con\u00adflict, as con\u00adtra\u00addic\u00adto\u00adry demands have to be har\u00admo\u00adnious\u00adly balan\u00adced. Once you beco\u00adme awa\u00adre of this con\u00adstant pre\u00adsence of explo\u00adita\u00adti\u00adon and explo\u00adra\u00adti\u00adon, it beco\u00admes clear that this kind of balan\u00adcing of ambi\u00adgui\u00adty, com\u00adple\u00adxi\u00adty, vola\u00adti\u00adli\u00adty and uncer\u00adtain\u00adty is by no means new, whe\u00adther in ever\u00ady\u00adday life (e.g. pay\u00ading with cash and buy\u00ading at the coun\u00adter or try\u00ading out the latest apps for pay\u00ading or boo\u00adking tickets), or with a&nbsp;self (e.g. orga\u00adni\u00adzing lei\u00adsu\u00adre time and holi\u00addays, plan\u00adning lei\u00adsu\u00adre time and holi\u00addays, or boo\u00adking tickets). Whe\u00adther it\u2019s with yours\u00adelf (e.g. orga\u00adni\u00adzing your lei\u00adsu\u00adre time and holi\u00addays clo\u00adse to your own com\u00adfort zone, whe\u00adre the camp\u00adsi\u00adte pro\u00admi\u00adses secu\u00adri\u00adty and rou\u00adti\u00adne, or try\u00ading out a&nbsp;Spa\u00adnish hiking trail with mini\u00admal lug\u00adga\u00adge) or in a&nbsp;pro\u00adfes\u00adsio\u00adnal con\u00adtext (e.g. spen\u00adding the mor\u00adning working on an inno\u00adva\u00adti\u00adve pro\u00adject in a&nbsp;com\u00adple\u00adte\u00adly self-orga\u00adnis\u00aded man\u00adner and fil\u00adling out forms to pro\u00adve pro\u00adject funds in the after\u00adnoon or opti\u00admi\u00adzing the qua\u00adli\u00adty and speed of feed\u00adback for\u00admats). Tole\u00adrance for pre\u00adcis\u00ade\u00adly such con\u00adtra\u00addic\u00adto\u00adry situa\u00adtions, con\u00adstel\u00adla\u00adti\u00adons or moments is incre\u00adasing\u00adly requi\u00adred and also demanded.&nbsp;<\/p>\n\n<p>What this is inten\u00added to make clear is that alt\u00adhough the orga\u00adniza\u00adtio\u00adnal frame\u00adwork and the\u00adr\u00ade\u00adfo\u00adre also the form of orga\u00adniza\u00adtio\u00adnal ambi\u00addex\u00adteri\u00adty as sequen\u00adti\u00adal, struc\u00adtu\u00adral or con\u00adtex\u00adtu\u00adal ambi\u00addex\u00adteri\u00adty is important, it is the indi\u00advi\u00addu\u00adals within it who are respon\u00adsi\u00adble for the grea\u00adtest per\u00adfor\u00admance. And this is why per\u00adso\u00adnal ambi\u00addex\u00adteri\u00adty is seen here as the pri\u00adma\u00adry refe\u00adrence point for con\u00adtem\u00adpo\u00adra\u00adry lea\u00adder\u00adship. So what role does this per\u00adso\u00adnal <a rel=\"noreferrer noopener\" href=\"https:\/\/ambidextrous-agile-educational-leadership.de\/ambidextrie\/#personale-ambidextrie\" target=\"_blank\" data-type=\"URL\" data-id=\"https:\/\/ambidextrous-agile-educational-leadership.de\/ambidextrie\/#personale-ambidextrie\">ambi\u00addex\u00adteri\u00adty <\/a>play in rela\u00adti\u00adon to lea\u00adder\u00adship and espe\u00adci\u00adal\u00adly in rela\u00adti\u00adon to lea\u00adder\u00adship in (hig\u00adher) education?&nbsp;<\/p>\n\n<p>As a&nbsp;first step, it makes sen\u00adse to make a&nbsp;con\u00adcep\u00adtu\u00adal dif\u00adfe\u00adren\u00adtia\u00adti\u00adon bet\u00adween manage\u00adment and lea\u00adder\u00adship and their forms and to exami\u00adne the role of agi\u00adli\u00adty and values, befo\u00adre moving on to <em><a rel=\"noreferrer noopener\" href=\"https:\/\/ambidextrous-agile-educational-leadership.de\/agile-educational-leadership\/\" data-type=\"URL\" data-id=\"https:\/\/ambidextrous-agile-educational-leadership.de\/agile-educational-leadership\/\" target=\"_blank\">Agi\u00adle Edu\u00adca\u00adtio\u00adnal Lea\u00adder\u00adship<\/a><\/em> in the next chap\u00adter.<br> <\/p>\n\n<div class=\"pwp4-wrapper intrinsic-ignore\" id=\"podlovewebplayer_5334ebf0c31c677cefaf7b0c7e6b119b8c829c0e\" data-episode=\"https:\/\/ambidextrous-agile-educational-leadership.de\/en\/leadership\/?podlove_action=pwp4_config\"><audio controls=\"controls\" preload=\"none\">\n  <source src=\"https:\/\/ambidextrous-agile-educational-leadership.de\/en\/podlove\/file\/11\/s\/webplayer\/c\/website\/Leadership.mp3\" type=\"audio\/mpeg\">\n<\/audio><\/div>\n\n<p>Licence<sup><a href=\"#footnote_2_2141\" id=\"identifier_2_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Licence: https:\/\/de.freepik.com\/psd\/mockup&quot;>Mockup PSD by Vectorium - de.freepik.com; book-cover by Kerstin Mayrberger, Lizenz CC BY 4.0\">2<\/a><\/sup><\/p>\n\n<p><em>[Note: If the media file is not dis\u00adplay\u00aded cor\u00adrect\u00adly in your brow\u00adser, all pod\u00adcast chap\u00adters of the <span class=\"caps\">AEL<\/span> book ver\u00adsi\u00adon 1.0 can also be lis\u00adten\u00aded to direct\u00adly <a href=\"https:\/\/podcasts.apple.com\/us\/podcast\/agile-educational-leadership\/id1561170923\">here<\/a>.(ger\u00adman version)]<\/em><\/p>\n\n<ul class=\"wp-block-list\">\n<li><a href=\"#management-leadership\" data-type=\"internal\" data-id=\"#management-leadership\">Manage\u00adment and leadership<\/a><\/li>\n\n\n\n<li><a href=\"#varianten-leadership\" data-type=\"internal\" data-id=\"#varianten-leadership\">Lea\u00adder\u00adship variants<\/a><\/li>\n\n\n\n<li><a href=\"#leadership-komplexitaet\" data-type=\"internal\" data-id=\"#leadership-komplexitaet\">Deve\u00adlo\u00adping lea\u00adder\u00adship in complexity<\/a><\/li>\n<\/ul>\n\n<h3 class=\"wp-block-heading\" id=\"management-leadership\"><strong>Management and leadership<\/strong><\/h3>\n\n<p>The ques\u00adti\u00adon of lea\u00adder\u00adship in <em>Agi\u00adle Edu\u00adca\u00adtio\u00adnal Lea\u00adder\u00adship<\/em> ari\u00adses from an inte\u00adrest pri\u00adma\u00adri\u00adly rela\u00adted to the edu\u00adca\u00adti\u00adon sec\u00adtor. For this reason, it is less about the ques\u00adti\u00adon of cor\u00adpo\u00adra\u00adte manage\u00adment, insti\u00adtu\u00adtio\u00adnal manage\u00adment or gover\u00adnan\u00adce in edu\u00adca\u00adtio\u00adnal orga\u00adniza\u00adti\u00adons and more about the ques\u00adti\u00adon of who could take on lea\u00adder\u00adship in which are\u00adas for the impro\u00adve\u00adment of (hig\u00adher) education.&nbsp;<\/p>\n\n<p><strong>Lea\u00adder\u00adship vs. Manage\u00adment<\/strong> <br>Why does the ques\u00adti\u00adon of lea\u00adder\u00adship ari\u00adse here and not manage\u00adment, and why not sim\u00adply talk about lea\u00adder\u00adship or lea\u00adder \/ mana\u00adger ins\u00adtead of lea\u00adder or mana\u00adger? Lea\u00adder\u00adship and manage\u00adment are not syn\u00adonyms, even if they are usual\u00adly sub\u00adsu\u00admed under lea\u00adder\u00adship. Lea\u00adder\u00adship can the\u00adr\u00ade\u00adfo\u00adre ser\u00adve as a&nbsp;frame\u00adwork here, but the next dif\u00adfe\u00adren\u00adtia\u00adted level is focus\u00adsed on here\u2009\u2014\u2009par\u00adti\u00adcu\u00adlar\u00adly due to the histo\u00adry of the term lea\u00adder in Ger\u00adma\u00adny \u2013 becau\u00adse this makes it clea\u00adrer why lea\u00adder\u00adship forms the anchor for <em>Agi\u00adle Edu\u00adca\u00adtio\u00adnal Lea\u00adder\u00adship<\/em>. <\/p>\n\n<p>The deba\u00adte about the distinc\u00adtion bet\u00adween manage\u00adment and lea\u00adder\u00adship was initia\u00adted back in the 1970s becau\u00adse it beca\u00adme clear that the under\u00adstan\u00adding of manage\u00adment had been too nar\u00adrow until then. This dif\u00adfe\u00adren\u00adtia\u00adti\u00adon was fur\u00adther deve\u00adlo\u00adped by John P. Kot\u00adter (2001[1991])<sup><a href=\"#footnote_3_2141\" id=\"identifier_3_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Kotter, J. P. (2001[1991]). What Leaders Really Do. Harvard Business Review, 79, 85\u201398.\">3<\/a><\/sup>, who empha\u00adsis\u00aded that lea\u00adder\u00adship and manage\u00adment should be distin\u00adgu\u00adis\u00adhed and at the same time com\u00adple\u00adment each other. To this day, his main state\u00adment is still being taken up, accor\u00adding to which mana\u00adgers pro\u00admo\u00adte sta\u00adbi\u00adli\u00adty and lea\u00adders are out for chan\u00adge and only tho\u00adse orga\u00adni\u00adsa\u00adti\u00adons that can take this con\u00adtra\u00addic\u00adtion into account and imple\u00adment it can deve\u00adlop quick\u00adly in tur\u00adbu\u00adlent times such as <span class=\"caps\">VUCA<\/span>. Essen\u00adti\u00adal\u00adly, the dif\u00adfe\u00adrence bet\u00adween lea\u00adders and mana\u00adgers lies at the level of core pro\u00adces\u00adses and results:&nbsp;<\/p>\n\n<p>As a&nbsp;result, <em>manage\u00adment <\/em>pri\u00adma\u00adri\u00adly stands for relia\u00adbi\u00adli\u00adty in the form of order and con\u00adsis\u00adten\u00adcy. It is cha\u00adrac\u00adte\u00adri\u00adzed by plan\u00adning and bud\u00adge\u00adting, orga\u00adniza\u00adti\u00adon and per\u00adson\u00adnel plan\u00adning as well as con\u00adtrol\u00adling and pro\u00adblem sol\u00adving. Known and exis\u00adting pro\u00adces\u00adses are opti\u00admi\u00adzed as a&nbsp;mat\u00adter of prio\u00adri\u00adty in order to increase efficiency.&nbsp;<\/p>\n\n<p><em>Lea\u00adder\u00adship <\/em>is asso\u00adcia\u00adted with the result of crea\u00adting chan\u00adge, trans\u00adfor\u00adma\u00adti\u00adon and move\u00adment. It is cha\u00adrac\u00adte\u00adri\u00adsed by the ope\u00adning up of new direc\u00adtions and oppor\u00adtu\u00adni\u00adties in line with visi\u00adons, while at the same time empowe\u00adring employees in the new direc\u00adtion and invol\u00adving them in the chan\u00adge pro\u00adcess through moti\u00adva\u00adti\u00adon and inspi\u00adra\u00adti\u00adon and allo\u00adwing them to grow as indi\u00advi\u00addu\u00adals. Lea\u00adder\u00adship often requi\u00adres new, unfa\u00admi\u00adli\u00adar pro\u00adces\u00adses; effec\u00adti\u00adve\u00adness is a&nbsp;key metric.&nbsp;<\/p>\n\n<p>Kot\u00adter (2001[1991])<sup><a href=\"#footnote_3_2141\" id=\"identifier_4_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Kotter, J. P. (2001[1991]). What Leaders Really Do. Harvard Business Review, 79, 85\u201398.\">3<\/a><\/sup> sta\u00adtes that in a&nbsp;chan\u00adging world, one can\u00adnot func\u00adtion wit\u00adhout the other, mea\u00adning that manage\u00adment and lea\u00adder\u00adship are equal\u00adly neces\u00adsa\u00adry. This distinc\u00adtion is still rele\u00advant in prac\u00adti\u00adce today (for an exam\u00adp\u00adle of agi\u00adle lea\u00adder\u00adship see Gre\u00ad\u00dfer und Freis\u00adler, 2017, p. 33)<sup><a href=\"#footnote_4_2141\" id=\"identifier_5_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Gre\u00dfer, K., &amp; Freisler, R. (2017). Agil und erfolgreich f\u00fchren \u2013 Neue Leadership-Kompetenzen: Mit einem agilen Mindset und Methoden Ihre F\u00fchrungspers\u00f6nlichkeit entwickeln (1. Auflage). Bonn: managerSeminare Verlags.\">4<\/a><\/sup>. <\/p>\n\n<p>This beco\u00admes clear once again when fur\u00adther dif\u00adfe\u00adren\u00adtia\u00adti\u00adons and per\u00adspec\u00adti\u00adves on lea\u00adder\u00adship and manage\u00adment are lis\u00adted below. This distinc\u00adtion is important for <em>Agi\u00adle Edu\u00adca\u00adtio\u00adnal Lea\u00adder\u00adship<\/em> becau\u00adse it is pri\u00adma\u00adri\u00adly a&nbsp;mat\u00adter of reco\u00adgni\u00adzing whe\u00adre the dif\u00adfe\u00adren\u00adces lie and why they exist, with what advan\u00adta\u00adges and dis\u00adad\u00advan\u00adta\u00adges, on the one hand, and being able to deci\u00adde inte\u00adgra\u00adtively when which mode should pre\u00advail, on the&nbsp;other.&nbsp;<\/p>\n\n<p><strong>Edu\u00adca\u00adtio\u00adnal Lea\u00adder\u00adship and Manage\u00adment<\/strong> <br>The distinc\u00adtion bet\u00adween manage\u00adment and lea\u00adder\u00adship is also seen and made for the edu\u00adca\u00adti\u00adon sector.&nbsp;<\/p>\n\n<p>With refe\u00adrence to the Ger\u00adman edu\u00adca\u00adti\u00adon sec\u00adtor, Anders et al. (2021)<sup><a href=\"#footnote_5_2141\" id=\"identifier_6_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Anders Y., Daniel HD., Hannover B., K\u00f6ller O., Lenzen D., McElvany N., Seidel T., Tippelt R., Wilbers K. &amp; Woessmann L. (2021). F\u00fchrung, Leitung, Governance: Verantwortung im Bildungssystem. Gutachten des Aktionsrates Bildung . Hrsg. von der Vereinigung der Bayerischen Wirtschaft. M\u00fcnster: Waxmann DOI: 10.31244\/9783830994008\">5<\/a><\/sup> in Anleh\u00adnung an Kot\u00adters (2001[1991])<sup><a href=\"#footnote_3_2141\" id=\"identifier_7_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Kotter, J. P. (2001[1991]). What Leaders Really Do. Harvard Business Review, 79, 85\u201398.\">3<\/a><\/sup> Dif\u00adfe\u00adren\u00adzie\u00adrung in \u00e4hn\u00adli\u00adcher Wei\u00adse fest, dass eine Unter\u00adschei\u00addung zwi\u00adschen Manage\u00adment und Lea\u00adder\u00adship gemacht wer\u00adde und Unter\u00adschied\u00adli\u00adches mei\u00adne. Es wird hier aller\u00addings f\u00fcr den deutsch\u00adspra\u00adchi\u00adgen Bil\u00addungs\u00adbe\u00adreich klar her\u00adaus\u00adge\u00adstellt, dass eine funk\u00adtio\u00adna\u00adle Unter\u00adschei\u00addung zwi\u00adschen Manage\u00adment und Lea\u00adder\u00adship so nur im Hoch\u00adschul\u00adsys\u00adtem getrof\u00adfen wer\u00adden k\u00f6n\u00adne, was sich in den Funk\u00adtio\u00adnen von Rektor_in und Pr\u00e4sident_in sowie Kanzler_in aus\u00addr\u00fc\u00adcke (sie\u00adhe zum bes\u00adse\u00adren Nach\u00advoll\u00adzug bei\u00adspiels\u00adwei\u00adse die aus\u00adf\u00fchr\u00adli\u00adche Ana\u00adly\u00adse zum sta\u00adtus quo des new public manag\u00adment an deut\u00adschen Hoch\u00adschu\u00adlen bei Klei\u00admann, 2016)<sup><a href=\"#footnote_6_2141\" id=\"identifier_8_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Kleimann, B. (2016).       Universit\u00e4tsorganisation und pr\u00e4sidiale Leitung. F\u00fchrungspraktiken in einer multiplen Hybridorganisation . Wiesbaden: Springer VS-Verlag.\">6<\/a><\/sup>. This is dif\u00adfe\u00adrent in the school sys\u00adtem, whe\u00adre head tea\u00adchers have to com\u00adbi\u00adne both in their per\u00adson, \u201c\u2026 which is asso\u00adcia\u00adted with con\u00adsidera\u00adble pro\u00adfes\u00adsio\u00adna\u00adli\u00adsa\u00adti\u00adon pro\u00adblems\u201d (ibid., p. 27, trans\u00adla\u00adted with DeeplPro)<sup><a href=\"#footnote_7_2141\" id=\"identifier_9_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Kleimann, B. (2016). Universit\u00e4tsorganisation und pr\u00e4sidiale Leitung. F\u00fchrungspraktiken in einer multiplen Hybridorganisation . Wiesbaden: Springer VS-Verlag.\">7<\/a><\/sup>. In this con\u00adtext, the term \u201cEdu\u00adca\u00adtio\u00adnal Manage\u00adment\u201d is pri\u00adma\u00adri\u00adly used and the limi\u00adta\u00adti\u00adons of lea\u00adder\u00adship approa\u00adches in the edu\u00adca\u00adti\u00adon sec\u00adtor are repea\u00adted\u00adly poin\u00adted out and the\u00adre is even talk of a&nbsp;lea\u00adder\u00adship paradox,&nbsp;<\/p>\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n\n<p>\u201ebecau\u00adse mana\u00adgers are always forced into dou\u00adble-bind situa\u00adtions: On the one hand, they are expec\u00adted to make and enforce smart, robust decis\u00adi\u00adons (\u2018top down\u2019), while at the same time they are expec\u00adted to \u2018take the employees with them\u2019 (\u2018bot\u00adtom up\u2019), which means that they often have to fore\u00adgo enfor\u00adcing their own decis\u00adi\u00adons or sub\u00adject them to signi\u00adfi\u00adcant modi\u00adfi\u00adca\u00adti\u00adons. The assump\u00adti\u00adon that this is purely a&nbsp;com\u00admu\u00adni\u00adca\u00adti\u00adon pro\u00adblem is wrong \u201c (ibid., p.29)<sup><a href=\"#footnote_8_2141\" id=\"identifier_10_2141\" class=\"footnote-link footnote-identifier-link\" title=\"see also Kleimann, 2016, S. 31 den Verweis auf Kompetenzerwartungen an Leitungen in \u00fcberkomplexen Systemsituationen, wie es im Bildungsbereich der Fall sei\">8<\/a><\/sup>. <\/p>\n\n<cite>  <\/cite><\/blockquote>\n\n<p>In busi\u00adness orga\u00adni\u00adsa\u00adti\u00adons, the per\u00adcei\u00adved lea\u00adder\u00adship para\u00addox is also a&nbsp;well-known situa\u00adti\u00adon, espe\u00adci\u00adal\u00adly in midd\u00adle manage\u00adment, which is asso\u00adcia\u00adted with the com\u00adpe\u00adten\u00adci\u00ades of mana\u00adgers and how they put per\u00adcei\u00adved con\u00adtra\u00addic\u00adtions into prac\u00adti\u00adce. The situa\u00adti\u00adon is the\u00adr\u00ade\u00adfo\u00adre not new \u2013 what seems rather unu\u00adsu\u00adal is that this expec\u00adta\u00adti\u00adon of mana\u00adgers\u2019 lea\u00adder\u00adship com\u00adpe\u00adten\u00adces is now incre\u00adasing\u00adly being reco\u00adg\u00adnis\u00aded in the edu\u00adca\u00adti\u00adon sec\u00adtor (see, for exam\u00adp\u00adle, the dis\u00adcus\u00adsion on late\u00adral lea\u00adder\u00adship from the cent\u00adre in uni\u00adver\u00adsi\u00adties in Zell\u00adwe\u00adger, 2016<sup><a href=\"#footnote_9_2141\" id=\"identifier_11_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Zellweger, F. (2016). Wer f\u00fchrt lateral? Mittleres Management an Hochschulen. In G. Thomann &amp; F. Zellweger (Hrsg.), Lateral f\u00fchren \u2013 Aus der Mitte der Hochschule Komplexit\u00e4t bew\u00e4ltigen (S. 20\u201336). Bern: hep Verlag.\">9<\/a><\/sup> or the the\u00adma\u00adtis\u00ada\u00adti\u00adon of power in lea\u00adder\u00adship posi\u00adti\u00adons in the school con\u00adtext by Amt\u00admann and de Fon\u00adta\u00adna, 2020<sup><a href=\"#footnote_10_2141\" id=\"identifier_12_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Amtmann E. &amp; de Fontana O. (2020) Verantwortung und Macht im schulischen F\u00fchrungshandeln. In: Fahrenwald C., Engel N. &amp; Schr\u00f6er A. (Eds.)     Organisation und Verantwortung. Organisation und P\u00e4dagogik (p. 111\u2013124). Wiesbaden: VS Verlag. https:\/\/doi.org\/10.1007\/978-3-658-26248-8_9\">10<\/a><\/sup> ).<br>For this reason, in view of the afo\u00adre\u00admen\u00adtio\u00adned pro\u00adfes\u00adsio\u00adna\u00adli\u00adsa\u00adti\u00adon pro\u00adblem, it would seem appro\u00adpria\u00adte to take a&nbsp;fur\u00adther look at a&nbsp;spe\u00adci\u00adfic per\u00adso\u00adnal ambi\u00addex\u00adteri\u00adty in the (hig\u00adher) edu\u00adca\u00adti\u00adon sector.&nbsp;<\/p>\n\n<p>In the inter\u00adna\u00adtio\u00adnal edu\u00adca\u00adti\u00adon sec\u00adtor, expl\u00adana\u00adti\u00adons can be found under the hea\u00adding of edu\u00adca\u00adtio\u00adnal lea\u00adder\u00adship, which most\u00adly refer to the manage\u00adment of schools and the pro\u00adno\u00admi\u00adna\u00adliza\u00adti\u00adon of head tea\u00adchers, which is why the term school lea\u00adder\u00adship is often used direct\u00adly here. It should be noted here that busi\u00adness manage\u00adment per\u00adspec\u00adti\u00adves are inde\u00aded appro\u00adpria\u00adte whe\u00adre\u00adver the public edu\u00adca\u00adti\u00adon sys\u00adtem is not essen\u00adti\u00adal\u00adly sta\u00adte-fun\u00added, as is the case in Ger\u00adma\u00adny. This also appli\u00ades to the pri\u00adva\u00adte mar\u00adket of edu\u00adca\u00adti\u00adon pro\u00advi\u00adders in Ger\u00adma\u00adny (for exam\u00adp\u00adle, the importance of pri\u00adva\u00adte uni\u00adver\u00adsi\u00adties is also incre\u00adasing in 2020, see Autoren\u00adgrup\u00adpe Bil\u00addungs\u00adbe\u00adricht\u00aderstat\u00adtung, 2020<sup><a href=\"#footnote_11_2141\" id=\"identifier_13_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Autorengruppe Bildungsberichterstattung (Eds.). (2020).    Bildung in Deutschland 2020. Ein indikatorengest\u00fctzter Bericht mit einer Analyse zu Bildung in einer digitalisierten Welt . Bielefeld: wbv. DOI: 10.3278\/6001820gw\">11<\/a><\/sup>). Wobei die Coro\u00adna-Pan\u00adde\u00admie dazu bei\u00adgetra\u00adgen haben d\u00fcrf\u00adte, dass eine Auf\u00admerk\u00adsam\u00adkeit daf\u00fcr geschaf\u00adfen wur\u00adde, als Ler\u00adnen\u00adde selbst\u00adver\u00adst\u00e4nd\u00adli\u00adcher auch auf natio\u00adna\u00adle wie inter\u00adna\u00adtio\u00adna\u00adle Online-Ange\u00adbo\u00adte zur\u00fcck\u00adgrei\u00adfen zu k\u00f6n\u00adnen, die nicht expli\u00adzit von der eige\u00adnen (Hochschul-)Bildungsorganisation stammen.&nbsp;<\/p>\n\n<p>The rela\u00adti\u00adonship bet\u00adween lea\u00adder\u00adship and manage\u00adment in the edu\u00adca\u00adti\u00adon sec\u00adtor is also ana\u00adly\u00adzed here with refe\u00adrence to Kot\u00adter (2015)<sup><a href=\"#footnote_12_2141\" id=\"identifier_14_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Kotter, J. P. (2015). Accelarate. Strategischen Herausforderungen schnell, agil und kreativ begegnen.  M\u00fcnchen: Vahlen.\">12<\/a><\/sup> and its start\u00ading point of the dual ope\u00adra\u00adting sys\u00adtem (see also again the illus\u00adtra\u00adti\u00adve ana\u00adlo\u00adgy of the red and blue worlds for orga\u00adniza\u00adtio\u00adnal trans\u00adfor\u00adma\u00adti\u00adon and the role of the actors assum\u00ading respon\u00adsi\u00adbi\u00adli\u00adty in Gre\u00ad\u00dfer &amp;&nbsp;Freis\u00adler, 2020, p. 54ff.)<sup><a href=\"#footnote_13_2141\" id=\"identifier_15_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Gre\u00dfer, K., &amp; Freisler, R. (2020). Ready for Transformation \u2013 Neue Arbeitswelt, digital und agil. Wie Sie als F\u00fchrungskraft, UnternehmerIn und Change-Agent die Transformationsreise erfolgreich begleiten und die Organisation in eine gute Zukunft f\u00fchren.  Bonn: managerSeminare Verlags. https:\/\/www.managerseminare.de\/Verlagsprogramm\/Ready-for-Transformation,271508\">13<\/a><\/sup>, to empha\u00adsi\u00adze that the edu\u00adca\u00adti\u00adon sec\u00adtor is also about the <em>\u201cand\u201d <\/em>bet\u00adween manage\u00adment and lea\u00adder\u00adship in order to remain capa\u00adble of acting. This does not mean that manage\u00adment and lea\u00adder\u00adship are always pre\u00adsent in equal mea\u00adsu\u00adre. Fin\u00adding the right balan\u00adce is alre\u00ada\u00addy part of lea\u00adder\u00adship or the ques\u00adti\u00adon: Why is the \u201c<em>and<\/em>\u201d still so dif\u00adfi\u00adcult in the edu\u00adca\u00adti\u00adon sector?&nbsp;<\/p>\n\n<h3 class=\"wp-block-heading\" id=\"varianten-leadership\"><strong>Leadership variants<\/strong><\/h3>\n\n<p>Lea\u00adder\u00adship does not stand for a&nbsp;sin\u00adgle approach. Some vari\u00adants of lea\u00adder\u00adship approa\u00adches and con\u00adcepts, as they appear rele\u00advant in the con\u00adtext of a&nbsp;dyna\u00admic, com\u00adplex envi\u00adron\u00adment and digi\u00adtal trans\u00adfor\u00adma\u00adti\u00adon, are out\u00adlined in the fol\u00adlo\u00adwing sec\u00adtions as examp\u00adles in order to con\u00adtri\u00adbu\u00adte as refe\u00adrence points for the fur\u00adther con\u00adcre\u00adti\u00adsa\u00adti\u00adon of lea\u00adder\u00adship in <em>Agi\u00adle Edu\u00adca\u00adtio\u00adnal Lea\u00adder\u00adship<\/em>. This is becau\u00adse <em>Agi\u00adle Edu\u00adca\u00adtio\u00adnal Lea\u00adder\u00adship<\/em> is essen\u00adti\u00adal\u00adly the fun\u00adda\u00admen\u00adtal per\u00adspec\u00adti\u00adve of Kot\u00adter (2015)<sup><a href=\"#footnote_14_2141\" id=\"identifier_16_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Kotter, J. P. (2015).   Accelarate. Strategischen Herausforderungen schnell, agil und kreativ begegnen.  M\u00fcnchen: Vahlen.\">14<\/a><\/sup> of a&nbsp;dual ope\u00adra\u00adting sys\u00adtem, for which it needs a&nbsp;broad view of manage\u00adment and lea\u00adder\u00adship in order to enable con\u00adtem\u00adpo\u00adra\u00adry lea\u00adder\u00adship. Accor\u00addin\u00adgly, it is assu\u00admed that only know\u00adledge of tra\u00addi\u00adtio\u00adnal lea\u00adder\u00adship con\u00adcepts for hier\u00adar\u00adchi\u00adcal line or pyra\u00admid orga\u00adniza\u00adti\u00adons, as well as more com\u00adplex and open forms of lea\u00adder\u00adship geared towards net\u00adwork orga\u00adniza\u00adti\u00adons, can help to deci\u00adde wise\u00adly in every situa\u00adti\u00adon which form of lea\u00adder\u00adship is appro\u00adpria\u00adte here and which is not con\u00adsis\u00adtent with the values of the orga\u00adniza\u00adti\u00adon and the actors. It should be noted at this point that for an <em>Agi\u00adle Edu\u00adca\u00adtio\u00adnal Lea\u00adder\u00adship<\/em>, it is not only rele\u00advant to be able to deci\u00adde situa\u00adtio\u00adnal\u00adly, but to make the decis\u00adi\u00adon based on the con\u00adtext of agi\u00adle values and an agi\u00adle atti\u00adtu\u00adde and mindset.&nbsp;<\/p>\n\n<p><strong>Trans\u00adfor\u00adma\u00adtio\u00adnal and tran\u00adsac\u00adtion\u00adal style<\/strong><br><br>In the con\u00adtext of deba\u00adtes on manage\u00adment com\u00adpe\u00adten\u00adces, accor\u00adding to Burns (1978)<sup><a href=\"#footnote_15_2141\" id=\"identifier_17_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Burns, J. M. (1978). Leadership. New York: Harper Perennial.\">15<\/a><\/sup>, dif\u00adfe\u00adrent lea\u00adder\u00adship styl\u00ades and lea\u00adder\u00adship models can be distin\u00adgu\u00adis\u00adhed: approa\u00adches and con\u00adcepts in the direc\u00adtion of tran\u00adsac\u00adtion\u00adal lea\u00adder\u00adship, which can be cate\u00adgo\u00adri\u00adzed more stron\u00adgly as manage\u00adment, and approa\u00adches and con\u00adcepts that can be descri\u00adbed as trans\u00adfor\u00adma\u00adtio\u00adnal lea\u00adder\u00adship or trans\u00adfor\u00adma\u00adtio\u00adnal lea\u00adder\u00adship, which are asso\u00adcia\u00adted with the idea of lea\u00adder\u00adship. Both per\u00adspec\u00adti\u00adves essen\u00adti\u00adal\u00adly pur\u00adsue the same goal, name\u00adly that the orga\u00adni\u00adsa\u00adti\u00adon\u2019s objec\u00adti\u00adves are suc\u00adcessful\u00adly achie\u00adved. The dif\u00adfe\u00adrence lies in the pro\u00adcess design bet\u00adween the actors in order to achie\u00adve the\u00adse goals. The two per\u00adspec\u00adti\u00adves can be rough\u00adly distin\u00adgu\u00adis\u00adhed and cha\u00adrac\u00adte\u00adri\u00adsed as fol\u00adlows (see, among others, Gre\u00ad\u00dfer and Freis\u00adler, 2017<sup><a href=\"#footnote_16_2141\" id=\"identifier_18_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Gre\u00dfer, K., &amp; Freisler, R. (2017). Agil und erfolgreich f\u00fchren - Neue Leadership-Kompetenzen: Mit einem agilen Mindset und Methoden Ihre F\u00fchrungspers\u00f6nlichkeit entwickeln (1. Auflage). Bonn: managerSeminare Verlags.\">16<\/a><\/sup>; Anders et al., 2021<sup><a href=\"#footnote_17_2141\" id=\"identifier_19_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Anders Y., Daniel HD., Hannover B., K\u00f6ller O., Lenzen D., McElvany N., Seidel T., Tippelt R., Wilbers K. &amp; Woessmann L. (2021).   F\u00fchrung, Leitung, Governance: Verantwortung im Bildungssystem. Gutachten des Aktionsrates Bildung . Hrsg. von der Vereinigung der Bayerischen Wirtschaft. M\u00fcnster: Waxmann DOI: 10.31244\/9783830994008\">17<\/a><\/sup> ). <\/p>\n\n<p>A <em>tran\u00adsac\u00adtion\u00adal under\u00adstan\u00adding of lea\u00adder\u00adship<\/em> is cha\u00adrac\u00adte\u00adri\u00adzed by the fact that it is cha\u00adrac\u00adte\u00adri\u00adzed by give and take and is fun\u00adda\u00admen\u00adtal\u00adly based on an exch\u00adan\u00adge rela\u00adti\u00adonship bet\u00adween supe\u00adri\u00adors and employees. Employees recei\u00adve a&nbsp;tan\u00adgi\u00adble or intan\u00adgi\u00adble reward, such as remu\u00adne\u00adra\u00adti\u00adon or sta\u00adtus, for the suc\u00adcessful achie\u00adve\u00adment of set goals and tasks for which they have been dele\u00adga\u00adted respon\u00adsi\u00adbi\u00adli\u00adty. Accor\u00addin\u00adgly, they are cri\u00adti\u00adci\u00adzed and pena\u00adli\u00adzed if they fail to achie\u00adve the set tar\u00adgets. Tar\u00adget agree\u00adments (manage\u00adment by objec\u00adti\u00adves) are the\u00adr\u00ade\u00adfo\u00adre also a&nbsp;cen\u00adtral means of this manage\u00adment con\u00adcept. Tran\u00adsac\u00adtion\u00adal lea\u00adder\u00adship reli\u00ades less on employees\u2019 own initia\u00adti\u00adve and sen\u00adse of respon\u00adsi\u00adbi\u00adli\u00adty and more on their extrin\u00adsic moti\u00adva\u00adti\u00adon and goal-ori\u00aden\u00adta\u00adted func\u00adtio\u00adning on the basis of a&nbsp;more objec\u00adti\u00adve exch\u00adan\u00adge of ser\u00advices (tran\u00adsac\u00adtion). <\/p>\n\n<p>In con\u00adtrast to tran\u00adsac\u00adtion\u00adal lea\u00adder\u00adship, a&nbsp;<em>trans\u00adfor\u00adma\u00adtio\u00adnal under\u00adstan\u00adding of lea\u00adder\u00adship<\/em> pur\u00adsues the inte\u00adgra\u00adti\u00adve approach of invol\u00adving employees in their atti\u00adtu\u00addes, goals and values in such a&nbsp;way that the\u00adse evol\u00adve with tho\u00adse of the orga\u00adni\u00adsa\u00adti\u00adon and are ali\u00adgned in terms of values and pur\u00adpo\u00adse (trans\u00adfor\u00adma\u00adti\u00adon). The orga\u00adni\u00adsa\u00adti\u00adon deve\u00adlo\u00adps with all its peo\u00adp\u00adle in its struc\u00adtures and remains dyna\u00admic. The approach cle\u00adar\u00adly focu\u00adses on trans\u00adpa\u00adren\u00adcy, con\u00advic\u00adtion and the intrin\u00adsic moti\u00adva\u00adti\u00adon of employees and works with four prin\u00adci\u00adples such as the idea\u00adli\u00adsed influence of the lea\u00adder as a&nbsp;role model, inspi\u00adring moti\u00adva\u00adti\u00adon through visi\u00adon, intellec\u00adtu\u00adal sti\u00admu\u00adla\u00adti\u00adon of employees\u2019 crea\u00adti\u00advi\u00adty and inno\u00adva\u00adti\u00adon poten\u00adti\u00adal as well as indi\u00advi\u00addu\u00adal atten\u00adti\u00adon and sup\u00adport for the strengths and needs of employees and the pro\u00admo\u00adti\u00adon of self-con\u00adfi\u00addence by the lea\u00adder as a&nbsp;coach (see e.g. Gre\u00ad\u00dfer and Freis\u00adler, 2020, p. 120ff.)<sup><a href=\"#footnote_18_2141\" id=\"identifier_20_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Gre\u00dfer, K., &amp; Freisler, R. (2020).   Ready for Transformation \u2013 Neue Arbeitswelt, digital und agil. Wie Sie als F\u00fchrungskraft, UnternehmerIn und Change-Agent die Transformationsreise erfolgreich begleiten und die Organisation in eine gute Zukunft f\u00fchren.  Bonn: managerSeminare Verlags. https:\/\/www.managerseminare.de\/Verlagsprogramm\/Ready-for-Transformation,271508\">18<\/a><\/sup>. Con\u00adcep\u00adtual\u00adly, the fol\u00adlo\u00adwing typi\u00adcal beha\u00adviours of lea\u00adders are asso\u00adcia\u00adted with the trans\u00adfor\u00adma\u00adtio\u00adnal lea\u00adder\u00adship approach (Anders et al., 2021, p. 65 who also empha\u00adsi\u00adze that the\u00adre is still a&nbsp;rese\u00adarch gap in terms of empi\u00adri\u00adcal evi\u00addence for the effec\u00adti\u00adve\u00adness of the\u00adse beha\u00adviours)<sup><a href=\"#footnote_5_2141\" id=\"identifier_21_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Anders Y., Daniel HD., Hannover B., K\u00f6ller O., Lenzen D., McElvany N., Seidel T., Tippelt R., Wilbers K. &amp; Woessmann L. (2021). F\u00fchrung, Leitung, Governance: Verantwortung im Bildungssystem. Gutachten des Aktionsrates Bildung . Hrsg. von der Vereinigung der Bayerischen Wirtschaft. M\u00fcnster: Waxmann DOI: 10.31244\/9783830994008\">5<\/a><\/sup>: <\/p>\n\n<ul class=\"wp-block-list\">\n<li>\u201cExpli\u00adca\u00adti\u00adon of a&nbsp;posi\u00adti\u00adve visi\u00adon or mis\u00adsi\u00adon with a&nbsp;clear refe\u00adrence to the past and future of the group (orga\u00adni\u00adsa\u00adti\u00adon),<\/li>\n\n\n\n<li>Lin\u00adking the visi\u00adon or mis\u00adsi\u00adon with posi\u00adti\u00adve, fun\u00adda\u00admen\u00adtal values,&nbsp;<\/li>\n\n\n\n<li>for\u00admu\u00adla\u00adte chal\u00adlen\u00adging expec\u00adta\u00adti\u00adons and demand coll\u00adec\u00adti\u00adve self-confidence,&nbsp;<\/li>\n\n\n\n<li>to make your own self-con\u00adfi\u00addence clear again and&nbsp;again,&nbsp;<\/li>\n\n\n\n<li>be a&nbsp;role model and sym\u00adbol, e.g. by exem\u00adpli\u00adfy\u00ading the desi\u00adred beha\u00adviour and making your own sacrifices,&nbsp;<\/li>\n\n\n\n<li>show trust and respect towards employees,&nbsp;<\/li>\n\n\n\n<li>empha\u00adsise the value of employees and seek per\u00adso\u00adnal relationships,&nbsp;<\/li>\n\n\n\n<li>reco\u00adg\u00adni\u00adse the emo\u00adti\u00adons of employees, take them serious\u00adly and sti\u00admu\u00adla\u00adte them for the good of the mis\u00adsi\u00adon (con\u00adtrol your own emotions),&nbsp;<\/li>\n\n\n\n<li>sti\u00admu\u00adla\u00adte the employees\u2019 moti\u00adva\u00adtio\u00adnal dis\u00adpo\u00adsi\u00adti\u00adons in line with the mis\u00adsi\u00adon, e.g. through chal\u00adlen\u00adging goals, offers of fri\u00adend\u00adship or the evo\u00adca\u00adti\u00adon of danger,&nbsp;<\/li>\n\n\n\n<li>Both per\u00adspec\u00adti\u00adves, with their respec\u00adti\u00adve pro\u00adxi\u00admi\u00adty to manage\u00adment and lea\u00adder\u00adship, also play a&nbsp;role in the edu\u00adca\u00adti\u00adon sec\u00adtor, alt\u00adhough trans\u00adfor\u00adma\u00adtio\u00adnal lea\u00adder\u00adship is con\u00adside\u00adred to have more advan\u00adta\u00adges in terms of satis\u00adfac\u00adtion, moti\u00adva\u00adti\u00adon, crea\u00adti\u00advi\u00adty and qua\u00adli\u00adty of results, among other things (for more details on this distinc\u00adtion and an over\u00adview of exis\u00adting empi\u00adri\u00adcal stu\u00addies, see Anders\u00adem\u00adpha\u00adsise the intrin\u00adsic value of one\u2019s own actions.\u201d (trans\u00adla\u00adted with DeeplPro)<\/li>\n<\/ul>\n\n<p>Both per\u00adspec\u00adti\u00adves, with their respec\u00adti\u00adve pro\u00adxi\u00admi\u00adty to manage\u00adment and lea\u00adder\u00adship, also play a&nbsp;role in the edu\u00adca\u00adti\u00adon sec\u00adtor, alt\u00adhough trans\u00adfor\u00adma\u00adtio\u00adnal lea\u00adder\u00adship is con\u00adside\u00adred to have more advan\u00adta\u00adges in terms of satis\u00adfac\u00adtion, moti\u00adva\u00adti\u00adon, crea\u00adti\u00advi\u00adty and qua\u00adli\u00adty of results, among other things (for more details on this distinc\u00adtion and an over\u00adview of exis\u00adting empi\u00adri\u00adcal stu\u00addies, see Anders et al., 2021, p. 63 f.)<sup><a href=\"#footnote_5_2141\" id=\"identifier_22_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Anders Y., Daniel HD., Hannover B., K\u00f6ller O., Lenzen D., McElvany N., Seidel T., Tippelt R., Wilbers K. &amp; Woessmann L. (2021). F\u00fchrung, Leitung, Governance: Verantwortung im Bildungssystem. Gutachten des Aktionsrates Bildung . Hrsg. von der Vereinigung der Bayerischen Wirtschaft. M\u00fcnster: Waxmann DOI: 10.31244\/9783830994008\">5<\/a><\/sup>. <\/p>\n\n<p>Kot\u00adter (2015, S. 23 f.)<sup><a href=\"#footnote_12_2141\" id=\"identifier_23_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Kotter, J. P. (2015). Accelarate. Strategischen Herausforderungen schnell, agil und kreativ begegnen.  M\u00fcnchen: Vahlen.\">12<\/a><\/sup> and his per\u00adspec\u00adti\u00adve on a&nbsp;dual ope\u00adra\u00adting sys\u00adtem makes it clear that for an orga\u00adni\u00adsa\u00adti\u00adon to be suc\u00adcessful, it must con\u00adti\u00adnue to con\u00adsist of manage\u00adment-con\u00adtrol\u00adled hier\u00adar\u00adchy and lea\u00adder\u00adship in a&nbsp;net\u00adwork that acts stra\u00adte\u00adgi\u00adcal\u00adly in terms of deve\u00adlo\u00adp\u00adment, or to put it more bold\u00adly, of sta\u00adbi\u00adli\u00adty and <a rel=\"noreferrer noopener\" href=\"https:\/\/ambidextrous-agile-educational-leadership.de\/agilitaet\/\" data-type=\"URL\" data-id=\"https:\/\/ambidextrous-agile-educational-leadership.de\/agilitaet\/\" target=\"_blank\">agi\u00adli\u00adty <\/a>in equal mea\u00adsu\u00adre. For future deve\u00adlo\u00adp\u00adment under dyna\u00admic con\u00addi\u00adti\u00adons, lea\u00adder\u00adship rather than manage\u00adment must take place and an atti\u00adtu\u00adde of wan\u00adting to rather than having to should pre\u00advail. His first basic prin\u00adci\u00adple for a&nbsp;dual ope\u00adra\u00adting sys\u00adtem is accordingly:&nbsp;<\/p>\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cImportant chan\u00adges are dri\u00adven by many employees from all are\u00adas and not just the usu\u00adal sel\u00adect few. Tha\u00adt\u2019s whe\u00adre it all starts. To beco\u00adme fast and agi\u00adle, you need a&nbsp;com\u00adple\u00adte\u00adly new way of gathe\u00adring infor\u00adma\u00adti\u00adon, making decis\u00adi\u00adons and imple\u00admen\u00adting stra\u00adte\u00adgi\u00adcal\u00adly rele\u00advant decis\u00adi\u00adons. If you want to real\u00adly step on the gas, you need more eyes to see, more brains to think and more legs to act. To be inno\u00adva\u00adti\u00adve, you need more peo\u00adp\u00adle with dif\u00adfe\u00adrent per\u00adspec\u00adti\u00adves and good working rela\u00adti\u00adonships. More employees must have the free\u00addom to initia\u00adte initia\u00adti\u00adves\u2009\u2014\u2009and not just car\u00adry out the ins\u00adtruc\u00adtions of others.\u201d (Kot\u00adter, 2015, p. 25)<sup><a href=\"#footnote_12_2141\" id=\"identifier_24_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Kotter, J. P. (2015). Accelarate. Strategischen Herausforderungen schnell, agil und kreativ begegnen.  M\u00fcnchen: Vahlen.\">12<\/a><\/sup><\/p>\n<\/blockquote>\n\n<p>Wan\u00adting to and being able to con\u00adfi\u00addent\u00adly endu\u00adre and hand\u00adle this simul\u00adtan\u00adei\u00adty of more acti\u00advi\u00adties, as descri\u00adbed by Kot\u00adter, also con\u00adsti\u00adtu\u00adtes orga\u00adni\u00adsa\u00adtio\u00adnal ambidexterity.&nbsp;<\/p>\n\n<p><strong>Vari\u00adants of trans\u00adfor\u00adma\u00adtio\u00adnal lea\u00adder\u00adship<\/strong><br>The trans\u00adfor\u00adma\u00adtio\u00adnal approach stands for types of lea\u00adder\u00adship styl\u00ades that lie more in lea\u00adder\u00adship and cle\u00adar\u00adly bey\u00adond manage\u00adment. If you look at the cha\u00adrac\u00adte\u00adristics and typi\u00adcal beha\u00adviours, vari\u00adants of trans\u00adfor\u00adma\u00adtio\u00adnal lea\u00adder\u00adship gene\u00adral\u00adly cor\u00adre\u00adspond to agi\u00adle values and prin\u00adci\u00adples. At the same time, the\u00adre is no sin\u00adgle cor\u00adrect style and the task remains to be able to fall back on the appro\u00adpria\u00adte one depen\u00adding on the situa\u00adti\u00adon \u2013 in other words, to remain agi\u00adle with ones\u00adelf in order to be able to adapt to the respec\u00adti\u00adve situa\u00adti\u00adon with its requi\u00adre\u00adments and the respec\u00adti\u00adve play\u00aders. The need for a&nbsp;wide ran\u00adge of lea\u00adder\u00adship styl\u00ades is in turn also depen\u00addent on how the orga\u00adniza\u00adtio\u00adnal con\u00adtext is struc\u00adtu\u00adred and which cul\u00adtu\u00adre will deve\u00adlop in com\u00adplex contexts.&nbsp;<\/p>\n\n<p>Gre\u00ad\u00dfer and Freis\u00adler (2020, S. 124)<sup><a href=\"#footnote_19_2141\" id=\"identifier_25_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Gre\u00dfer, K., &amp; Freisler, R. (2020). Ready for Transformation \u2013 Neue Arbeitswelt, digital und agil. Wie Sie als F\u00fchrungskraft, UnternehmerIn und Change-Agent die Transformationsreise erfolgreich begleiten und die Organisation in eine gute Zukunft f\u00fchren.  Bonn: managerSeminare Verlags. https:\/\/www.managerseminare.de\/Verlagsprogramm\/Ready-for-Transformation, 271508\">19<\/a><\/sup> have com\u00adpi\u00adled a&nbsp;prag\u00adma\u00adtic over\u00adview of beha\u00adviou\u00adral pat\u00adterns for lea\u00adder\u00adship along an ascen\u00adding per\u00adson ori\u00aden\u00adta\u00adti\u00adon. The\u00adse rather prac\u00adti\u00adce-ori\u00aden\u00adted attri\u00adbu\u00adti\u00adons are adopted here for the moment and sub\u00adse\u00adquent\u00adly sum\u00adma\u00adri\u00adsed along the for\u00admu\u00adla\u00adti\u00adons of Gre\u00ad\u00dfer and Freis\u00adler (2020, pp. 124\u2009\u2013\u2009129)<sup><a href=\"#footnote_20_2141\" id=\"identifier_26_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Gre\u00dfer, K., &amp; Freisler, R. (2020).  Ready for Transformation \u2013 Neue Arbeitswelt, digital und agil. Wie Sie als F\u00fchrungskraft, UnternehmerIn und Change-Agent die Transformationsreise erfolgreich begleiten und die Organisation in eine gute Zukunft f\u00fchren.  Bonn: managerSeminare Verlags. https:\/\/www.managerseminare.de\/Verlagsprogramm\/Ready-for-Transformation, 271508\">20<\/a><\/sup> becau\u00adse the radi\u00adus of situa\u00adtio\u00adnal\u00adly appro\u00adpria\u00adte lea\u00adder\u00adship is made clear in this way and fur\u00adther refe\u00adrence can be made to the\u00adse initi\u00adal\u00adly descrip\u00adti\u00adve attri\u00adbu\u00adti\u00adons in a&nbsp;cri\u00adti\u00adcal and con\u00ads\u00adtruc\u00adti\u00adve man\u00adner.<br> <\/p>\n\n<p>Over\u00adall, the aut\u00adhors assign nor\u00adma\u00adti\u00adve and direc\u00adti\u00adve beha\u00adviour to a&nbsp;tran\u00adsac\u00adtion\u00adal lea\u00adder\u00adship style, which could also be sub\u00adsu\u00admed under manage\u00adment in line with the dif\u00adfe\u00adren\u00adtia\u00adti\u00adon out\u00adlined abo\u00adve. Par\u00adti\u00adci\u00adpa\u00adti\u00adve, inte\u00adgra\u00adti\u00adve, coa\u00adching and inspi\u00adra\u00adtio\u00adnal lea\u00adder\u00adship beha\u00adviour are attri\u00adbu\u00adted to a&nbsp;trans\u00adfor\u00adma\u00adtio\u00adnal style, as they are assi\u00adgned to lea\u00adder\u00adship. In order not to ove\u00adr\u00aduse the terms, we will con\u00adti\u00adnue to refer to lea\u00adder\u00adship styl\u00ades that can be cate\u00adgo\u00adri\u00adsed from manage\u00adment to lea\u00adder\u00adship against the back\u00adground of the dif\u00adfe\u00adren\u00adtia\u00adti\u00adon just made in this section.&nbsp;<\/p>\n\n<ul class=\"wp-block-list\">\n<li><em>Nor\u00adma\u00adti\u00adve <\/em>\u2013 The <em>what <\/em>and <em>how <\/em>are cle\u00adar\u00adly for\u00admu\u00adla\u00adted (\u201cDo it \u2026 my way!\u201d), i.e. the\u00adre is a&nbsp;high demand on employees to accept and adopt the high per\u00adfor\u00admance and qua\u00adli\u00adty stan\u00addards set by supe\u00adri\u00adors as a&nbsp;bench\u00admark for them\u00adsel\u00adves. Typi\u00adcal beha\u00adviours here are com\u00admand &amp;&nbsp;con\u00adtrol with clear goals and paths and litt\u00adle room for mano\u00adeu\u00advre and dele\u00adga\u00adti\u00adon of responsibility.&nbsp;<\/li>\n\n\n\n<li><em>Direc\u00adti\u00adve<\/em> \u2013 The <em>what <\/em>is spe\u00adci\u00adfied \u2013 the result counts (\u2018Just do it!\u2019), i.e., with this stron\u00adgly task- and results-ori\u00aden\u00adted beha\u00adviour, con\u00adcre\u00adte and clear ins\u00adtruc\u00adtions are given to employees, wher\u00adeby the pro\u00adcess is less important than the result. Typi\u00adcal beha\u00adviours are to dele\u00adga\u00adte tasks and respon\u00adsi\u00adbi\u00adli\u00adties, to make decis\u00adi\u00adons wit\u00adhout invol\u00adving employees and to act con\u00adsis\u00adt\u00adent\u00adly and assertively.&nbsp;<\/li>\n\n\n\n<li><em>Par\u00adti\u00adci\u00adpa\u00adti\u00adve <\/em>\u2013 the focus is on par\u00adti\u00adci\u00adpa\u00adti\u00adon, ques\u00adti\u00adons and invol\u00advement (\u2018Be part of it!\u2019), i.e. employees are invol\u00adved in the pro\u00adces\u00adses at an ear\u00adly stage and with shared respon\u00adsi\u00adbi\u00adli\u00adty, and goals are set and decis\u00adi\u00adons made tog\u00ade\u00adther. Typi\u00adcal beha\u00adviours for this type of trans\u00adpa\u00adren\u00adcy and com\u00adpre\u00adhen\u00adsi\u00adon are giving free\u00addom and scope for deve\u00adlo\u00adp\u00adment, acting coope\u00adra\u00adtively and demo\u00adcra\u00adti\u00adcal\u00adly, and actively encou\u00adra\u00adging team participation.&nbsp;<\/li>\n\n\n\n<li><em>Inte\u00adgra\u00adti\u00adve <\/em>\u2013 pro\u00admo\u00adting cohe\u00adsi\u00adon and inte\u00adgra\u00adting dif\u00adfe\u00adren\u00adces (\u2018Tog\u00ade\u00adther we are strong!\u2019), i.e., streng\u00adthening team cohe\u00adsi\u00adon and pla\u00adcing a&nbsp;high value on good inter\u00adper\u00adso\u00adnal working rela\u00adti\u00adonships and coope\u00adra\u00adti\u00adon bey\u00adond the fac\u00adtu\u00adal level. Typi\u00adcal beha\u00adviours include rela\u00adti\u00adonship-ori\u00aden\u00adted thin\u00adking and action, as well as pro\u00admo\u00adting a&nbsp;posi\u00adti\u00adve and con\u00ads\u00adtruc\u00adti\u00adve working atmo\u00adsphe\u00adre of belon\u00adging with regard to the needs, diver\u00adsi\u00adty of opi\u00adni\u00adon and diver\u00adsi\u00adty of all employees.&nbsp;<\/li>\n\n\n\n<li><em>Coa\u00adchiv <\/em>\u2013 reco\u00adgni\u00adzing and pro\u00admo\u00adting poten\u00adti\u00adal, rein\u00adfor\u00adcing strengths (\u2018Yes, you can!\u2019), i.e. the long-term deve\u00adlo\u00adp\u00adment of indi\u00advi\u00addu\u00adal employees is at the fore\u00adfront, which is why they are encou\u00adra\u00adged to reco\u00adgni\u00adze and deve\u00adlop their strengths by asking ques\u00adti\u00adons that help them to help them\u00adsel\u00adves, by working inde\u00adpendent\u00adly and using the space given to them to deve\u00adlop. Typi\u00adcal beha\u00adviours are expres\u00adsed in con\u00adsis\u00adtent sup\u00adport for per\u00adso\u00adnal growth by enga\u00adging with indi\u00advi\u00addu\u00adals and dele\u00adga\u00adting appro\u00adpria\u00adte tasks to them, which they then deve\u00adlop and crea\u00adte lear\u00adning oppor\u00adtu\u00adni\u00adties. Accor\u00addin\u00adgly, a&nbsp;good error or lear\u00adning cul\u00adtu\u00adre is sup\u00adport\u00aded and encou\u00adra\u00adged to actively chan\u00adge per\u00adspec\u00adti\u00adves and cri\u00adti\u00adcal\u00adly reflect on one\u2019s own actions and their results. This strength-ori\u00aden\u00adted beha\u00adviour also requi\u00adres con\u00adti\u00adnuous self-reflec\u00adtion in order to cle\u00adar\u00adly dif\u00adfe\u00adren\u00adtia\u00adte bet\u00adween the lea\u00adder and neu\u00adtral or neu\u00adtral coach in the coa\u00adchi\u00adve&nbsp;style.&nbsp;<\/li>\n\n\n\n<li><em>Inspi\u00adra\u00adtio\u00adnal <\/em>\u2013 inspi\u00adring and crea\u00adting mea\u00adning (\u2018I have a&nbsp;dream!\u2019), i.e., employees can be inspi\u00adred by a&nbsp;visi\u00adon or mea\u00adning (pur\u00adpo\u00adse or the \u2018why\u2019 of working tog\u00ade\u00adther) for the over\u00adar\u00adching goals, chan\u00adge, trans\u00adfor\u00adma\u00adti\u00adon or stra\u00adtegy becau\u00adse they have been shown the big pic\u00adtu\u00adre and have been given a&nbsp;long-term ori\u00aden\u00adta\u00adti\u00adon. Typi\u00adcal beha\u00adviours are inspi\u00adra\u00adti\u00adon and enthu\u00adsi\u00adasm for brea\u00adking new ground tog\u00ade\u00adther and try\u00ading things out. Ener\u00adgy is released, and crea\u00adti\u00advi\u00adty, inno\u00adva\u00adti\u00adon and free thin\u00adking are encou\u00adra\u00adged by acti\u00advat\u00ading intrin\u00adsic motivation.&nbsp;<\/li>\n<\/ul>\n\n<p>The\u00adse per\u00adspec\u00adti\u00adves on lea\u00adder\u00adship can in turn also be con\u00adside\u00adred tog\u00ade\u00adther with the com\u00adple\u00adxi\u00adty of the envi\u00adron\u00adment and the pro\u00adblems to be sol\u00adved and loca\u00adted, for exam\u00adp\u00adle, along the <a rel=\"noreferrer noopener\" href=\"https:\/\/ambidextrous-agile-educational-leadership.de\/agilitaet\/#cynefin\" data-type=\"URL\" data-id=\"https:\/\/ambidextrous-agile-educational-leadership.de\/agilitaet\/#cynefin\" target=\"_blank\">Cyne\u00adfin-Frame\u00adwork<\/a><span class=\"has-inline-color has-vivid-red-color\"><\/span> and its 5&nbsp;domains. The more com\u00adplex it beco\u00admes, the more important per\u00adson-ori\u00aden\u00adted lea\u00adder\u00adship and self-orga\u00adni\u00adsa\u00adti\u00adon become.&nbsp;<\/p>\n\n<p><strong>Focus on lea\u00adder\u00adship<\/strong> <br>In addi\u00adti\u00adon to the\u00adse beha\u00adviour-ori\u00aden\u00adted descrip\u00adti\u00adons, the\u00adre are also con\u00adcepts of lea\u00adder\u00adship, three of the more fre\u00adquent\u00adly men\u00adtio\u00adned vari\u00adants of which are out\u00adlined below becau\u00adse they are also geared towards digi\u00adtal trans\u00adfor\u00adma\u00adti\u00adon as a&nbsp;con\u00adtext. In this respect, lea\u00adder\u00adship with a&nbsp;focus on the digi\u00adtal is out\u00adlined first, fol\u00adlo\u00adwed by a&nbsp;second exem\u00adpla\u00adry per\u00adspec\u00adti\u00adve on lea\u00adder\u00adship with a&nbsp;focus on dis\u00adtri\u00adbu\u00adted lea\u00adder\u00adship and, third\u00adly, lea\u00adder\u00adship with a&nbsp;focus on agi\u00adli\u00adty. The\u00adse per\u00adspec\u00adti\u00adves are not com\u00adple\u00adte\u00adly over\u00adlap\u00adping, but each have their own focus in the con\u00adtext of trans\u00adfor\u00adma\u00adtio\u00adnal leadership.&nbsp;<\/p>\n\n<p><em><strong>Focus: digi\u00adtal lea\u00adder\u00adship<\/strong><\/em> <br>In their lea\u00adder\u00adship con\u00adcept and deve\u00adlo\u00adp\u00adment, <em>Digi\u00adtal Lea\u00adder\u00adship<\/em> or<em> Lea\u00adder\u00adship 4.0<\/em> refer expli\u00adcit\u00adly to the digi\u00adtal trans\u00adfor\u00adma\u00adti\u00adon, as well as to the inte\u00adgra\u00adti\u00adon of digi\u00adtal infra\u00adstruc\u00adtu\u00adre and frame\u00adwork con\u00addi\u00adti\u00adons in lea\u00adder\u00adship as found in digi\u00adtal com\u00adpa\u00adnies or start-ups. Digi\u00adtal lea\u00adder\u00adship is con\u00adside\u00adred syn\u00adony\u00admous with lea\u00adder\u00adship in the digi\u00adtal world and is some\u00adti\u00admes equa\u00adted with Lea\u00adder\u00adship 4.0 in ana\u00adlo\u00adgy to the tech\u00adno\u00adlo\u00adgi\u00adcal trend Indus\u00adtry 4.0<sup><a href=\"#footnote_21_2141\" id=\"identifier_27_2141\" class=\"footnote-link footnote-identifier-link\" title=\"see https:\/\/de.wikipedia.org\/w\/index.php?title=Digital_Leadership&amp;oldid=206563873 for an overview\">21<\/a><\/sup>. <\/p>\n\n<p>This lea\u00adder\u00adship con\u00adcept stands for stra\u00adte\u00adgies and forms of trans\u00adfor\u00adma\u00adtio\u00adnal lea\u00adder\u00adship that are geared towards a&nbsp;<span class=\"caps\">VUCA<\/span> world under the con\u00addi\u00adti\u00adons of digi\u00adta\u00adli\u00adsa\u00adti\u00adon and in the cour\u00adse of digi\u00adtal trans\u00adfor\u00adma\u00adti\u00adon. Ope\u00adra\u00adtio\u00adnal\u00adly, lea\u00adders can of cour\u00adse deal with stra\u00adte\u00adgies and tools for acti\u00advi\u00adties in both real and vir\u00adtu\u00adal set\u00adtings (see, for exam\u00adp\u00adle, Dom\u00adbrow\u00adski and Bogs, 2020, for con\u00adside\u00adra\u00adti\u00adons on a&nbsp;com\u00adpe\u00adtence-based digi\u00adtal lea\u00adder\u00adship index)<sup><a href=\"#footnote_22_2141\" id=\"identifier_28_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Dombrowski H., &amp; Bogs N. (2020). ((Dombrowski H., &amp; Bogs N. (2020). Digital-Leadership-Index\u202f\u2013 F\u00fchrung im digitalen Umfeld anschaulich und messbar machen. In: Dahm M. &amp; Thode S. (Hrsg.). Digitale Transformation in der Unternehmenspraxis (pp. 103\u2013125). Wiesbaden: Springer Gabler. https:\/\/doi.org\/10.1007\/978-3-658-28557-9_6\">22<\/a><\/sup>. <\/p>\n\n<p>It is a&nbsp;form of lea\u00adder\u00adship that deve\u00adlo\u00adps open\u00adness, net\u00adwor\u00adking and par\u00adti\u00adci\u00adpa\u00adti\u00adon as well as agi\u00adli\u00adty in a&nbsp;spe\u00adcial way. Digi\u00adtal lea\u00adder\u00adship is one pos\u00adsi\u00adble approach to coun\u00adtering orga\u00adni\u00adsa\u00adtio\u00adnal ambi\u00addex\u00adteri\u00adty. The chall\u00adenge with digi\u00adtal lea\u00adder\u00adship is not to be too tempt\u00aded by digi\u00adta\u00adli\u00adsa\u00adti\u00adon and its need to move more stron\u00adgly into manage\u00adment via func\u00adtions such as the Chief Digi\u00adtal Offi\u00adcer (<span class=\"caps\">CDO<\/span>). For this reason, the expli\u00adcit per\u00adspec\u00adti\u00adve of a&nbsp;cul\u00adtu\u00adre of digi\u00adta\u00adli\u00adty in con\u00adjunc\u00adtion with lea\u00adder\u00adship appears more pro\u00admi\u00adsing under the\u00adse con\u00addi\u00adti\u00adons, as digi\u00adta\u00adli\u00adty ari\u00adses bey\u00adond digi\u00adtal infra\u00adstruc\u00adtu\u00adre and tools and joint com\u00admu\u00adni\u00adca\u00adti\u00adon and action in net\u00adworks is essential.&nbsp;<\/p>\n\n<p><em>Agi\u00adle Edu\u00adca\u00adtio\u00adnal Lea\u00adder\u00adship<\/em> is also situa\u00adted in the con\u00adtext of a&nbsp;digi\u00adtal trans\u00adfor\u00adma\u00adti\u00adon and under con\u00addi\u00adti\u00adons of a&nbsp;cul\u00adtu\u00adre of digi\u00adta\u00adli\u00adty. And yet, or per\u00adhaps pre\u00adcis\u00ade\u00adly for this reason, we have not included digi\u00adtal lea\u00adder\u00adship as an essen\u00adti\u00adal part of the name. This is becau\u00adse we gene\u00adral\u00adly refrain from empha\u00adsis\u00ading the digi\u00adtal, becau\u00adse in the sen\u00adse of post-digi\u00adtal posi\u00adti\u00adons it alre\u00ada\u00addy con\u00adsti\u00adtu\u00adtes a&nbsp;self-evi\u00addent, ever\u00ady\u00adday con\u00adtext in all are\u00adas of life, from ever\u00ady\u00adday life to work and fami\u00adly \u2013 our world is alre\u00ada\u00addy deep\u00adly mediatised.&nbsp;<\/p>\n\n<p>In addi\u00adti\u00adon, the con\u00adcept of digi\u00adtal lea\u00adder\u00adship is pro\u00adfi\u00adled dif\u00adfer\u00adent\u00adly depen\u00adding on the aut\u00adhor: some see the rea\u00adli\u00adsa\u00adti\u00adon of lea\u00adder\u00adship with digi\u00adtal tools and in the various phy\u00adsi\u00adcal and vir\u00adtu\u00adal rea\u00adli\u00adties more stron\u00adgly (see i.e. Ber\u00adnin\u00adger-Sch\u00e4\u00adfer, 2020)<sup><a href=\"#footnote_23_2141\" id=\"identifier_29_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Berninger-Sch\u00e4fer, E. (2020). Digital Leadership \u2013 Die Digitalisierung der F\u00fchrung. Bonn: managerSeminare Verlags. https:\/\/www.managerseminare.de\/Verlagsprogramm\/Digital-Leadership,265416\">23<\/a><\/sup>. And the others use digi\u00adtal lea\u00adder\u00adship as a&nbsp;repre\u00adsen\u00adta\u00adti\u00adve of con\u00adtem\u00adpo\u00adra\u00adry and trans\u00adfor\u00adma\u00adti\u00adve lea\u00adder\u00adship con\u00adcepts in companies.&nbsp;<\/p>\n\n<p>In the <em>Agi\u00adle Edu\u00adca\u00adtio\u00adnal Lea\u00adder\u00adship<\/em> approach, <em>digi\u00adtal <\/em>lea\u00adder\u00adship is con\u00adside\u00adred in a&nbsp;natu\u00adral and inte\u00adgra\u00adti\u00adve way when the focus is sub\u00adse\u00adquent\u00adly pla\u00adced on forms of trans\u00adfor\u00adma\u00adti\u00adve lea\u00adder\u00adship in the con\u00adtext of digi\u00adtal trans\u00adfor\u00adma\u00adti\u00adon and under the con\u00addi\u00adti\u00adons of a&nbsp;cul\u00adtu\u00adre of digi\u00adta\u00adli\u00adty, such as ser\u00advant lea\u00adder\u00adship and agi\u00adle leadership.&nbsp;<\/p>\n\n<p><em>F<strong>ocus on dis\u00adtri\u00adbu\u00adted lea\u00adder\u00adship<\/strong><\/em><br>For the con\u00adside\u00adra\u00adti\u00adon of approa\u00adches to<em> dis\u00adtri\u00adbu\u00adted lea\u00adder\u00adship<\/em>, the well-known approa\u00adches of <em>late\u00adral lea\u00adder\u00adship<\/em> and <em>ser\u00advant lea\u00adder\u00adship<\/em> as well as the inte\u00adres\u00adt\u00ading per\u00adspec\u00adti\u00adve of plu\u00adral lea\u00adder\u00adship are dis\u00adcus\u00adsed here as examples.&nbsp;<\/p>\n\n<p>K\u00fchl (2017) sees this as a&nbsp;lea\u00adder\u00adship con\u00adcept bey\u00adond the clas\u00adsic hier\u00adar\u00adchy<sup><a href=\"#footnote_24_2141\" id=\"identifier_30_2141\" class=\"footnote-link footnote-identifier-link\" title=\"K\u00fchl, (2017). Laterales F\u00fchren. Eine kurze organisationstheoretisch informierte Handreichung . Wiesbaden: VS Verlag. 10.1007\/978-3-658-13429-7\">24<\/a><\/sup>, das Kon\u00adzept <em>Late\u00adra\u00adler F\u00fch\u00adrung.<\/em> Hier\u00adbei geht es nach K\u00fchl im Wesent\u00adli\u00adchen dar\u00adum, ohne for\u00adma\u00adle Wei\u00adsungs\u00adbe\u00adfug\u00adnis und den\u00adnoch \u00fcber die drei for\u00adma\u00adlen Mecha\u00adnis\u00admen Ver\u00adst\u00e4n\u00addi\u00adgung, Macht und Ver\u00adtrau\u00aden Ein\u00adfluss\u00adnah\u00adme auf ande\u00adre Per\u00adso\u00adnen aus\u00adzu\u00ad\u00fcben. Er beschreibt late\u00adra\u00adles F\u00fch\u00adren als ein Kon\u00adzept, das nicht dar\u00adauf aus\u00adge\u00adlegt sei, die for\u00adma\u00adlen Struk\u00adtu\u00adren einer Orga\u00adni\u00adsa\u00adti\u00adon grund\u00adle\u00adgend zu ver\u00ad\u00e4n\u00addern, son\u00addern zus\u00e4tz\u00adli\u00adche Hand\u00adlungs\u00adm\u00f6g\u00adlich\u00adkei\u00adten zu er\u00f6ff\u00adnen. Es ist auch ein Kon\u00adzept das bereits von Zell\u00adwe\u00adger und Tho\u00admann (2019)<sup><a href=\"#footnote_25_2141\" id=\"identifier_31_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Zellweger F. &amp; Thomann G. (2019). Lateral f\u00fchren an Hochschulen. In: Kels P., Kaudela-Baum S. (Hrsg.).        Experten f\u00fchren. uniscope. Publikationen der SGO Stiftung.   Wiesbaden: Springer Gabler. https:\/\/doi.org\/10.1007\/978-3-658-23028-9_4\">25<\/a><\/sup> The con\u00adcept of lea\u00adder\u00adship has been adapt\u00aded for the hig\u00adher edu\u00adca\u00adti\u00adon con\u00adtext by empha\u00adsis\u00ading the poten\u00adti\u00adal of stron\u00adger lea\u00adder\u00adship from within the hig\u00adher edu\u00adca\u00adti\u00adon orga\u00adni\u00adsa\u00adti\u00adon for inno\u00adva\u00adti\u00adon and reflection.&nbsp;<\/p>\n\n<p>The con\u00adcept of <em>ser\u00advant lea\u00adder\u00adship<\/em> (Green\u00adle\u00adaf, 1977)<sup><a href=\"#footnote_26_2141\" id=\"identifier_32_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Greenleaf, R. K. (1977). Servant leadership: A journey into the nature of legitimate power and greatness. New York: Paulist Press.\">26<\/a><\/sup> is wide\u00adly used and fre\u00adquent\u00adly adapt\u00aded, so that, as with all other con\u00adcepts, the\u00adre is no sin\u00adgle defi\u00adni\u00adti\u00adon (see, for exam\u00adp\u00adle, the lite\u00adra\u00adtu\u00adre review by Pawar et al., 2020)<span class=\"has-inline-color has-vivid-red-color\"><\/span><sup><a href=\"#footnote_27_2141\" id=\"identifier_33_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Pawar, A., Sudan, K., Satini, S., &amp; Sunarsi, D. (2020). Organizational Servant Leadership: A Systematic Literature Review for Implications in Business. International Journal of Educational Administration, Management, and Leadership, 1(2), pp. 2580\u20131309. DOI: 10.51629\/ijeamal.v1i2.8\">27<\/a><\/sup>, but the basic idea is shared that ser\u00adving the next per\u00adson and reco\u00adg\u00adnis\u00ading that the role of orga\u00adni\u00adsa\u00adti\u00adons is to deve\u00adlop indi\u00advi\u00addu\u00adals who can build a&nbsp;bet\u00adter tomor\u00adrow. Ser\u00advant lea\u00adder\u00adship is often used in an agi\u00adle con\u00adtext. Ser\u00advant lea\u00adder\u00adship, like shared lea\u00adder\u00adship, is also clo\u00adse\u00adly asso\u00adcia\u00adted with digi\u00adta\u00adli\u00adsa\u00adti\u00adon or digi\u00adtal lea\u00adder\u00adship (e.g. Hasen\u00adbein, 2020)<sup><a href=\"#footnote_28_2141\" id=\"identifier_34_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Hasenbein M. (ed.) (2020). Digitale F\u00fchrung. In M. Hasenbein (ed.),       Der Mensch im Fokus der digitalen Arbeitswelt. Wirtschaftspsychologische Perspektiven und Anwendungsfelder (S. 97\u2013126). Berlin and Heidelberg: Springer. https:\/\/doi.org\/10.1007\/978-3-662-61661-1_6\">28<\/a><\/sup>. In ser\u00advant lea\u00adder\u00adship, the lea\u00adder\u2019s actions are com\u00adple\u00adte\u00adly focus\u00adsed on the inte\u00adrests of the stake\u00adhol\u00adders and place a&nbsp;spe\u00adcial focus on the needs of the team. This means that the lea\u00adder has neither a&nbsp;role nor a&nbsp;func\u00adtion as a&nbsp;for\u00admal supe\u00adri\u00ador, but is sole\u00adly at the ser\u00advice of the cau\u00adse and the stake\u00adhol\u00adders or takes on a&nbsp;ser\u00advant role. In the con\u00adtext of Scrum, one is remin\u00added here of the role of the Scrum Mas\u00adter or the Scrum Maes\u00adtra. In the over\u00adall con\u00adtext of digi\u00adtal trans\u00adfor\u00adma\u00adti\u00adon, this form of lea\u00adder\u00adship is aimed more at agi\u00adle orga\u00adni\u00adsa\u00adtio\u00adnal models and forms of orga\u00adni\u00adsa\u00adti\u00adon, as ser\u00advant lea\u00adder\u00adship is crea\u00adted by tho\u00adse who reco\u00adg\u00adni\u00adse a&nbsp;per\u00adson in their role as a&nbsp;ser\u00advant lea\u00adder on the basis of shared values and prin\u00adci\u00adples. In this way, the sup\u00adpo\u00adsed con\u00adtra\u00addic\u00adtion of ser\u00advant lea\u00adder\u00adship can be con\u00adtex\u00adtua\u00adli\u00adsed and beco\u00admes com\u00adpre\u00adhen\u00adsi\u00adble. Diehl (2021)<sup><a href=\"#footnote_29_2141\" id=\"identifier_35_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Diehl, A. (2021). Servant Leadership \u2013 F\u00fchrung als Dienstleistung. Accessed 28.07.2021, from https:\/\/digitaleneuordnung.de\/blog\/servant-leadership\/\">29<\/a><\/sup> descri\u00adbes this role in a&nbsp;very prac\u00adti\u00adcal way when he empha\u00adsi\u00ads\u00ades that ser\u00adving comes first and then lea\u00adder\u00adship and illus\u00adtra\u00adtes this using the exam\u00adp\u00adle of a&nbsp;digi\u00adtal unit and an agi\u00adle coach. Ser\u00advant lea\u00adder\u00adship is an atti\u00adtu\u00adde that, in prin\u00adci\u00adple, every per\u00adson in a&nbsp;value-ori\u00aden\u00adted orga\u00adni\u00adsa\u00adti\u00adon and value-based coope\u00adra\u00adti\u00adon can adopt and embrace. Ser\u00advant lea\u00adder\u00adship the\u00adr\u00ade\u00adfo\u00adre reli\u00ades on a&nbsp;strong \u201c<em>we<\/em>\u201d in lea\u00adder\u00adship and is aimed at networks.&nbsp;<\/p>\n\n<p><em>We<\/em> are also aiming at an approach that End\u00adres and Weib\u00adler (2019)<sup><a href=\"#footnote_30_2141\" id=\"identifier_36_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Endres, S., &amp; Weibler, J. (2019). Plural Leadership - Eine zukunftsweisende Alternative zur One-Man-Show. Wiesbaden: Springer. https:\/\/doi.org\/10.1007\/978-3-658-27116-9\">30<\/a><\/sup> com\u00adbi\u00adne under <em>plu\u00adral lea\u00adder\u00adship<\/em>. In doing so, they make it clear that alt\u00adhough a&nbsp;chan\u00adge from power-focu\u00adsed hier\u00adar\u00adchies to open net\u00adworks is under\u00adway, this does not mean that less lea\u00adder\u00adship or lea\u00adder\u00adship is nee\u00added, but rather more. \u2018Plu\u00adral lea\u00adder\u00adship is an umbrel\u00adla term for forms of lea\u00adder\u00adship in which seve\u00adral peo\u00adp\u00adle exer\u00adcise lea\u00adder\u00adship influence tog\u00ade\u00adther. Lea\u00adder\u00adship is thus exer\u00adcis\u00aded \u2018in the plu\u00adral\u2019 (ibid., p. 5)<sup><a href=\"#footnote_31_2141\" id=\"identifier_37_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Endres, S., &amp; Weibler, J. (2019).    Plural Leadership \u2013 Eine zukunftsweisende Alternative zur One-Man-Show. Wiesbaden: Springer. https:\/\/doi.org\/10.1007\/978-3-658-27116-9\">31<\/a><\/sup>.\u201c Lea\u00adder\u00adship is dis\u00adtri\u00adbu\u00adted among many peo\u00adp\u00adle who can and want to take on respon\u00adsi\u00adbi\u00adli\u00adty, e.g. in the for\u00admat of shared or coll\u00adec\u00adti\u00adve lea\u00adder\u00adship. Accor\u00adding to End\u00adres and Weib\u00adler, the\u00adre are two vari\u00adants. A&nbsp;more con\u00adser\u00adva\u00adti\u00adve one, along which dif\u00adfe\u00adrent ver\u00adti\u00adcal styl\u00ades of lea\u00adder\u00adship can be imple\u00admen\u00adted, from direc\u00adti\u00adve to tran\u00adsac\u00adtion\u00adal to trans\u00adfor\u00adma\u00adtio\u00adnal and empowe\u00adring, and a&nbsp;second, more pro\u00adgres\u00adsi\u00adve vari\u00adant, which under\u00adstands shared lea\u00adder\u00adship as a&nbsp;genui\u00adne col\u00adla\u00adbo\u00adra\u00adti\u00adve lea\u00adder\u00adship pro\u00adcess or lea\u00adder\u00adship that only works if shared fol\u00adlo\u00adwer\u00adship can be enab\u00adled and initia\u00adted among the other actors: \u201cIn the flow of col\u00adla\u00adbo\u00adra\u00adti\u00adve influence and coll\u00adec\u00adti\u00adve pro\u00adgress, the per\u00adcep\u00adti\u00adon of indi\u00advi\u00addu\u00adals as lea\u00adders and tho\u00adse being led beco\u00admes blur\u00adred. In their place comes the <em>group as a&nbsp;who\u00adle<\/em>\u201d. (ibid., p. 12, trans\u00adla\u00adted with DeeplPro)<sup><a href=\"#footnote_32_2141\" id=\"identifier_38_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Endres, S., &amp; Weibler, J. (2019). Plural Leadership \u2013 Eine zukunftsweisende Alternative zur One-Man-Show. Wiesbaden: Springer. https:\/\/doi.org\/10.1007\/978-3-658-27116-9\">32<\/a><\/sup>. <\/p>\n\n<p>The role of the group or team in a&nbsp;net\u00adwork orga\u00adni\u00adsa\u00adti\u00adon as a&nbsp;node and con\u00adnec\u00adting anchor will beco\u00adme incre\u00adasing\u00adly important for the fur\u00adther deve\u00adlo\u00adp\u00adment of orga\u00adni\u00adsa\u00adti\u00adons with chan\u00adged ide\u00adas of hier\u00adar\u00adchies, which take the cou\u00adra\u00adge\u00adous step out of the line\u00adar pyra\u00admid orga\u00adni\u00adsa\u00adti\u00adon \u2013 also in the field of education.<\/p>\n\n<p><em><strong>Focus on agi\u00adle lea\u00adder\u00adship<\/strong><\/em> <br>Under the hea\u00adding of agi\u00adle lea\u00adder\u00adship or agi\u00adle lea\u00adder\u00adship skills (i.e. Gresser and Freis\u00adler, 2017) (Ges\u00adser, K., &amp;&nbsp;Freis\u00adler, R. (2017). <em>Agil und erfolg\u00adreich f\u00fch\u00adren \u2013 Neue Lea\u00adder\u00adship-Kom\u00adpe\u00adten\u00adzen: Mit einem agi\u00adlen Mind\u00adset und Metho\u00adden Ihre F\u00fch\u00adrungs\u00adper\u00ads\u00f6n\u00adlich\u00adkeit ent\u00adwi\u00adckeln <\/em>(1. Auf\u00adla\u00adge). Bonn: mana\u00adger\u00adSe\u00admi\u00adna\u00adre Ver\u00adlags)), agi\u00adle manage\u00adment (e.g. Glo\u00adger and R\u00f6s\u00adner, 2017)<sup><a href=\"#footnote_33_2141\" id=\"identifier_39_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Gloger, B., &amp; R\u00f6sner, D. (2017). Selbstorganisation braucht F\u00fchrung \u2013 Die einfachen Geheimnisse agilen Managements. (2. Aufl.). M\u00fcnchen: Carl Hanser Verlag.\">33<\/a><\/sup> or direct\u00adly Agi\u00adle Lea\u00adder\u00adship (Sie\u00adroux et al., 2020)<sup><a href=\"#footnote_34_2141\" id=\"identifier_40_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Sieroux, S., Roock, S., &amp; Wolf, H. (2020).  Agile Leadership. F\u00fchrungsmodelle, F\u00fchrungsstile und das richtige Handwerkszeug f\u00fcr die agile Arbeitswelt.  Heidelberg: dpunkt.verlag.\">34<\/a><\/sup><br>Hei\u00addel\u00adberg: dpunkt.verlag.)), such lea\u00adder\u00adship con\u00adcepts are bund\u00adled tog\u00ade\u00adther that aim to enable grea\u00adter agi\u00adli\u00adty and the asso\u00adcia\u00adted self-orga\u00adni\u00adsa\u00adti\u00adon in orga\u00adni\u00adsa\u00adti\u00adons<sup><a href=\"#footnote_35_2141\" id=\"identifier_41_2141\" class=\"footnote-link footnote-identifier-link\" title=\"see also https:\/\/en.wikipedia.org\/w\/index.php?title=Agile_leadership&amp;oldid=1021744237\">35<\/a><\/sup>. Agi\u00adle lea\u00adder\u00adship can the\u00adr\u00ade\u00adfo\u00adre be seen in the trans\u00adfor\u00adma\u00adtio\u00adnal area of lea\u00adder\u00adship, which is based on agi\u00adle values such as trans\u00adpa\u00adren\u00adcy, trust, respect, com\u00admu\u00adni\u00adca\u00adti\u00adon and feed\u00adback. Accor\u00addin\u00adgly, agi\u00adle lea\u00adder\u00adship can be rea\u00adli\u00adsed in forms ran\u00adging from par\u00adti\u00adci\u00adpa\u00adti\u00adve, inte\u00adgra\u00adti\u00adve and coa\u00adching to inspi\u00adra\u00adtio\u00adnal lea\u00adder\u00adship \u2013 with a&nbsp;clo\u00adse look at the values and prin\u00adci\u00adples, even from a&nbsp;sui\u00adta\u00adble mix. Simi\u00adlar to plu\u00adral lea\u00adder\u00adship, the tenor is clear: the more trans\u00adfor\u00adma\u00adtio\u00adnal the lea\u00adder\u00adship is, the more deman\u00adding and important a&nbsp;con\u00adcre\u00adte idea of what lea\u00adder\u00adship is appro\u00adpria\u00adte beco\u00admes. It would be a&nbsp;fall\u00ada\u00adcy to assu\u00adme that more self-orga\u00adni\u00adsa\u00adti\u00adon would requi\u00adre less lea\u00adder\u00adship \u2013 simi\u00adlar to the assump\u00adti\u00adon from the con\u00adtext of tea\u00adching and lear\u00adning that open for\u00admats are less com\u00adplex becau\u00adse the lear\u00adners main\u00adly work on their&nbsp;own.&nbsp;<\/p>\n\n<p>At the same time, agi\u00adle lea\u00adder\u00adship its\u00adelf also stands for con\u00adstant\u00adly adap\u00adting to new frame\u00adwork con\u00addi\u00adti\u00adons, the needs of stake\u00adhol\u00adders and chan\u00adging resour\u00adces and acting accor\u00addin\u00adgly with con\u00adfi\u00addence<sup><a href=\"#footnote_36_2141\" id=\"identifier_42_2141\" class=\"footnote-link footnote-identifier-link\" title=\"see https:\/\/www.scrum.org\/resources\/blog\/what-do-agile-leaders-do as an example\">36<\/a><\/sup>. Howe\u00adver, this agi\u00adle beha\u00adviour takes place within the frame\u00adwork of the respec\u00adti\u00adve cul\u00adtu\u00adre and with a&nbsp;focus on the team and the shared values and prin\u00adci\u00adples (being agi\u00adle) using appro\u00adpria\u00adte methods and prac\u00adti\u00adces (doing agi\u00adle). This makes agi\u00adle lea\u00adder\u00adship simi\u00adlar to situa\u00adtio\u00adnal lea\u00adder\u00adship, becau\u00adse in both cases it is about adap\u00adting to the respec\u00adti\u00adve situa\u00adtions. Howe\u00adver, agi\u00adle lea\u00adder\u00adship is alre\u00ada\u00addy a&nbsp;gui\u00adding prin\u00adci\u00adple in that agi\u00adli\u00adty is at the core of a&nbsp;value-based lea\u00adder\u00adship approach (being agi\u00adle) \u2013 even if this does not neces\u00ads\u00ada\u00adri\u00adly mean working within the Scrum framework.&nbsp;<\/p>\n\n<p>For fur\u00adther con\u00adside\u00adra\u00adti\u00adons regar\u00adding the deve\u00adlo\u00adp\u00adment of <em>Agi\u00adle Edu\u00adca\u00adtio\u00adnal Lea\u00adder\u00adship<\/em>, it is par\u00adti\u00adcu\u00adlar\u00adly inte\u00adres\u00adt\u00ading to look at the ques\u00adti\u00adon of the rela\u00adti\u00adonship bet\u00adween the play\u00aders. To what ext\u00adent will it still be pos\u00adsi\u00adble to speak of mana\u00adgers or super\u00advi\u00adsors and employees in the various are\u00adas or will a&nbsp;team con\u00adcept be intro\u00addu\u00adced? To what ext\u00adent is it about empower\u00adment and whe\u00adre is the focus more cle\u00adar\u00adly on self-orga\u00adni\u00adsa\u00adti\u00adon? And what role does value ori\u00aden\u00adta\u00adti\u00adon play here? And how can the ans\u00adwers to the\u00adse ques\u00adti\u00adons con\u00adtri\u00adbu\u00adte to the fur\u00adther dif\u00adfe\u00adren\u00adtia\u00adti\u00adon of a&nbsp;per\u00adso\u00adnal ambi\u00addex\u00adteri\u00adty for the (hig\u00adher) edu\u00adca\u00adti\u00adon sector?&nbsp;<\/p>\n\n<h3 class=\"wp-block-heading\" id=\"leadership-komplexitaet\"><strong>Developting leadership in complexity<\/strong><\/h3>\n\n<p>The\u00adre are num\u00ade\u00adrous per\u00adspec\u00adti\u00adves on lea\u00adder\u00adship and varia\u00adti\u00adons on exis\u00adting approa\u00adches. And yet, at its core, it is not about deci\u00adding in favour of <em>one <\/em>approach, but about the atti\u00adtu\u00adde and mind\u00adset to act fle\u00adxi\u00adbly and with pre\u00adcis\u00adi\u00adon, inde\u00aded to remain agi\u00adle in decis\u00adi\u00adons depen\u00adding on the respec\u00adti\u00adve con\u00adtext and its&nbsp;needs.&nbsp;<\/p>\n\n<p>Making good decis\u00adi\u00adons is the out\u00adstan\u00adding achie\u00adve\u00adment that peo\u00adp\u00adle in the (edu\u00adca\u00adtio\u00adnal) orga\u00adniza\u00adti\u00adon have to deli\u00adver. Howe\u00adver, just as it is essen\u00adti\u00adal to be awa\u00adre of the ran\u00adge of pos\u00adsi\u00adble and some\u00adti\u00admes con\u00adtra\u00addic\u00adto\u00adry per\u00adspec\u00adti\u00adves on lea\u00adder\u00adship, it is just as important to be awa\u00adre of one\u2019s own con\u00adtra\u00addic\u00adtions and to know and get to know ones\u00adelf as a&nbsp;per\u00adson in con\u00adtexts of inter\u00adac\u00adtion. The demands that per\u00adso\u00adnal ambi\u00addex\u00adteri\u00adty places on peo\u00adp\u00adle them\u00adsel\u00adves go bey\u00adond cul\u00adti\u00advat\u00ading par\u00adti\u00adci\u00adpa\u00adti\u00adon with a&nbsp;grea\u00adter<a rel=\"noreferrer noopener\" href=\"https:\/\/ambidextrous-agile-educational-leadership.de\/personenorientierung\/\" data-type=\"URL\" data-id=\"https:\/\/ambidextrous-agile-educational-leadership.de\/personenorientierung\/\" target=\"_blank\">per\u00adson ori\u00aden\u00adta\u00adti\u00adon<\/a> by relin\u00adquis\u00adhing respon\u00adsi\u00adbi\u00adli\u00adty and being able to take it with pro\u00adfes\u00adsio\u00adnal com\u00adpo\u00adsure, relin\u00adquish con\u00adtrol and dele\u00adga\u00adte in many cases. Per\u00adso\u00adnal ambi\u00addex\u00adteri\u00adty also requi\u00adres the abili\u00adty to con\u00adfi\u00addent\u00adly com\u00adbi\u00adne the two ope\u00adra\u00adting sys\u00adtems, as Kot\u00adter (2015)<sup><a href=\"#footnote_37_2141\" id=\"identifier_43_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Kotter, J. P. (2015).    Accelarate. Strategischen Herausforderungen schnell, agil und kreativ begegnen.  M\u00fcnchen: Vahlen.\">37<\/a><\/sup> has alre\u00ada\u00addy descri\u00adbed them. To be able to over\u00adsee the dif\u00adfe\u00adrent forms of orga\u00adni\u00adsa\u00adti\u00adon, and to be able to switch bet\u00adween them, of which at least one will repea\u00adted\u00adly have to do with self-orga\u00adni\u00adsa\u00adti\u00adon, and to be able to act with them in an inte\u00adgra\u00adti\u00adve way as well as in bet\u00adween them. This sove\u00adreign in-bet\u00adween requi\u00adres a&nbsp;clear idea of ones\u00adelf as the lea\u00adder one wants to be. It can, so the assump\u00adti\u00adon here, be bet\u00adter achie\u00adved if one is awa\u00adre of all extre\u00admes in the sen\u00adse of trans\u00adfor\u00adma\u00adtio\u00adnal lea\u00adder\u00adship, in order to be able to assess for each situa\u00adti\u00adon which con\u00adtra\u00addic\u00adtions need to be lin\u00adked or requi\u00adre integration.&nbsp;<\/p>\n\n<p>In the fol\u00adlo\u00adwing, Theo\u00adry U&nbsp;by Otto Sch\u00adar\u00admer (2019)<sup><a href=\"#footnote_38_2141\" id=\"identifier_44_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Scharmer, O. C. (2019). Essentials der Theorie U: Grundprinzipien und Anwendungen. Heidelberg: Carl-Auer.\">38<\/a><\/sup> and the Con\u00adcept of Manage\u00adment 3.0 by Jur\u00adgen Appe\u00adlo (2011)<sup><a href=\"#footnote_39_2141\" id=\"identifier_45_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Appelo, J. (2011). Management 3.0 \u2013 Leading Agile Developers, Developing Agile Leaders. Boston: Addison-Wesley Professional.\">39<\/a><\/sup> addres\u00adses two approa\u00adches to deal\u00ading with com\u00adple\u00adxi\u00adty. The\u00adse can help lea\u00adders to be more agi\u00adle and act more cou\u00adra\u00adge\u00adous\u00adly in the (so-cal\u00adled) <span class=\"caps\">VUCA<\/span> world. Both per\u00adspec\u00adti\u00adves streng\u00adthen the per\u00adcep\u00adti\u00adon of indi\u00advi\u00addu\u00adals and their self-effi\u00adca\u00adcy within the frame\u00adwork of con\u00adstant chan\u00adge and are aimed at per\u00adso\u00adnal trans\u00adfor\u00adma\u00adti\u00adon and growth.&nbsp;<\/p>\n\n<p><strong>Theo\u00adry U<\/strong> <br>With Theo\u00adry U, Otto Sch\u00adar\u00admer (2019)<sup><a href=\"#footnote_38_2141\" id=\"identifier_46_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Scharmer, O. C. (2019). Essentials der Theorie U: Grundprinzipien und Anwendungen. Heidelberg: Carl-Auer.\">38<\/a><\/sup> has pre\u00adsen\u00adted a&nbsp;frame\u00adwork that pro\u00advi\u00addes a&nbsp;start\u00ading point for lea\u00adder\u00adship to deal with the cur\u00adrent chal\u00adlenges of the <span class=\"caps\">VUCA<\/span> world. His start\u00ading point is to ori\u00aden\u00adta\u00adte towards the future in seve\u00adral&nbsp;ways:&nbsp;<\/p>\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n\n<p>\u201eMana\u00adgers need tru\u00adly inno\u00adva\u00adti\u00adve approa\u00adches to over\u00adco\u00adme the dis\u00adrup\u00adti\u00adve chal\u00adlenges that this world con\u00adstant\u00adly pres\u00adents them with. Howe\u00adver, they can\u00adnot find the\u00adse using con\u00adven\u00adtio\u00adnal thin\u00adking, i.e. by reflec\u00adting on past expe\u00adri\u00aden\u00adces and then plan\u00adning and imple\u00admen\u00adting impro\u00adve\u00adments. Mana\u00adgers need to look to the future and acti\u00adva\u00adte other sources of know\u00adledge [\u2026]\u201c ( Lip\u00adkow\u00adski, 2016, p. 26, trans\u00adla\u00adted with DeeplPro)<sup><a href=\"#footnote_40_2141\" id=\"identifier_47_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Lipkowski, S. (2016). Leadership thinker Otto Scharmer in an interview: 'Only your own self is reliable'.ManagerSeminare, 225, 26\u201332.\">40<\/a><\/sup><br><br>  <\/p>\n\n<cite> <\/cite><\/blockquote>\n\n<p>Sch\u00adar\u00admer assu\u00admes that the next, meaningful steps are alre\u00ada\u00addy pre\u00adsent in every per\u00adson, i.e. that the future is always alre\u00ada\u00addy the\u00adre, but that some\u00adti\u00admes the next step still needs to be reco\u00adg\u00adnis\u00aded. This prin\u00adci\u00adple is not new in its\u00adelf and is also assu\u00admed in sys\u00adte\u00admic coa\u00adching in par\u00adti\u00adcu\u00adlar, accor\u00adding to which the solu\u00adti\u00adon to the cli\u00adent\u2019s pro\u00adblem or con\u00adcern is always alre\u00ada\u00addy pre\u00adsent in the per\u00adson and only the awa\u00adre\u00adness of the solu\u00adti\u00adon path needs to be pro\u00admo\u00adted (see, among others, Hell\u00adwig, 2020<sup><a href=\"#footnote_41_2141\" id=\"identifier_48_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Hellwig C. (2020). Coaching \u2013 ein spezielles Format. In C. Hellwig (Hrsg.), Personzentriert-integrative Gespr\u00e4chsf\u00fchrung im Coaching (S. 75\u201399). Wiesbaden: Springer. https:\/\/doi.org\/10.1007\/978-3-658-29118-1_4\">41<\/a><\/sup> or in more detail in Rau\u00aden, 2021<sup><a href=\"#footnote_42_2141\" id=\"identifier_49_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Rauen, C. (Hrsg.). (2021). Handbuch Coaching (4. Aufl.). G\u00f6ttingen: Hogrefe.\">42<\/a><\/sup> ). <span class=\"has-inline-color has-vivid-red-color\"> <\/span> <\/p>\n\n<p>Sch\u00adar\u00admer has deve\u00adlo\u00adped a&nbsp;com\u00adplex frame\u00adwork for this, the so-cal\u00adled Theo\u00adry U. The U&nbsp;stands for a&nbsp;pro\u00adcess move\u00adment along a&nbsp;U\u2011shape that expres\u00adses its\u00adelf holi\u00adsti\u00adcal\u00adly in 7&nbsp;ways of being atten\u00adti\u00adve and brin\u00adging into the world (for a&nbsp;visua\u00adli\u00adsa\u00adti\u00adon, see Sch\u00adar\u00admer 2019, p. 41, Fig. 5<sup><a href=\"#footnote_38_2141\" id=\"identifier_50_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Scharmer, O. C. (2019). Essentials der Theorie U: Grundprinzipien und Anwendungen. Heidelberg: Carl-Auer.\">38<\/a><\/sup> and as a&nbsp;con\u00adcise visua\u00adli\u00adsa\u00adti\u00adon<sup><a href=\"#footnote_43_2141\" id=\"identifier_51_2141\" class=\"footnote-link footnote-identifier-link\" title=\"https:\/\/www.presencing.org\/aboutus\/theory-u\">43<\/a><\/sup> ). The seven types of atten\u00adti\u00adon are hea\u00added as fol\u00adlows (Sch\u00adar\u00admer &amp;&nbsp;K\u00e4u\u00adfer, 2008, pp. 8&nbsp;ff.)<sup><a href=\"#footnote_44_2141\" id=\"identifier_52_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Scharmer, O. C., &amp; K\u00e4ufer, K. (2008). F\u00fchrung vor der leeren Leinwand. OrganisationsEntwicklung, 2, 4\u201311.\">44<\/a><\/sup>: <\/p>\n\n<p>1. give and hold space: Lis\u00adtening to the emer\u00adging shared inten\u00adti\u00adon (<em>down\u00adloa\u00adding<\/em>)<br>2. pau\u00adse: Per\u00adcei\u00adving with an ope\u00adning mind (<em>see\u00ading<\/em>)<br>3. per\u00adcei\u00adving: with the instru\u00adment of fee\u00adling (<em>sens\u00ading<\/em>)<br>4. pre\u00adsen\u00adcing: per\u00adcei\u00adving from the hig\u00adhest future pos\u00adsi\u00adbi\u00adli\u00adty (<em>pre\u00adsen\u00adcing<\/em>)<br>5. con\u00adden\u00adsing and crystal\u00adli\u00adzing: The power of inten\u00adti\u00adon (<em>Crystal\u00adli\u00adzing<\/em>)<br>6. pro\u00adto\u00adty\u00adpes: The inte\u00adgra\u00adti\u00adon of head, heart and hand (<em>pro\u00adto\u00adty\u00adp\u00ading<\/em>)<br>7. brin\u00adging into the world: Acting from the who\u00adle (<em>per\u00adforming<\/em>) <\/p>\n\n<p>Enga\u00adging in a&nbsp;con\u00adscious per\u00adcep\u00adti\u00adon of a&nbsp;pro\u00adblem with head, heart and will and being cou\u00adra\u00adge\u00adous\u00adly open to other pos\u00adsi\u00adbi\u00adli\u00adties in action than a&nbsp;some\u00adti\u00admes abbre\u00advia\u00adted leap bet\u00adween the sti\u00admu\u00adlus of a&nbsp;pro\u00adblem and reac\u00adtion along fami\u00adli\u00adar rou\u00adti\u00adnes and prac\u00adti\u00adces is a&nbsp;pre\u00adre\u00adqui\u00adsi\u00adte for new forms of lea\u00adder\u00adship. Sch\u00adar\u00admer also refers to this as mindful\u00adness. This pro\u00adcess, which may seem a&nbsp;litt\u00adle eso\u00adte\u00adric at first glan\u00adce and is more of an argu\u00adment in favour of enga\u00adging with it than empi\u00adri\u00adcal data (see, for exam\u00adp\u00adle, K\u00fchl, 2015, for cri\u00adti\u00adcism from a&nbsp;socio\u00adlo\u00adgi\u00adcal per\u00adspec\u00adti\u00adve)<sup><a href=\"#footnote_45_2141\" id=\"identifier_53_2141\" class=\"footnote-link footnote-identifier-link\" title=\"K\u00fchl, S. (2015). Die blinden Flecken der Theorie U von Otto Scharmer. Die Rekonstruktion einer (Change-)Management-Mode.     systeme. Interdisziplin\u00e4re Zeitschrift f\u00fcr systemtheoretisch orientierte Forschung und Praxis in den Humanwissenschaften.  29(2), 190\u2013202.\">45<\/a><\/sup>, essen\u00adti\u00adal\u00adly helps peo\u00adp\u00adle to reach a&nbsp;sta\u00adte of pre\u00adsen\u00adcing at the apex of the U\u2011shaped pro\u00adcess, a&nbsp;kind of tran\u00adsi\u00adti\u00adon bet\u00adween beco\u00adming awa\u00adre, let\u00adting go and ope\u00adning up to some\u00adthing new. Pre\u00adsen\u00adcing is descri\u00adbed by Sch\u00adar\u00admer and K\u00e4u\u00adfer (2008)<sup><a href=\"#footnote_44_2141\" id=\"identifier_54_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Scharmer, O. C., &amp; K\u00e4ufer, K. (2008). F\u00fchrung vor der leeren Leinwand. OrganisationsEntwicklung, 2, 4\u201311.\">44<\/a><\/sup> as a&nbsp;social tech\u00adni\u00adque that should help to get to the point whe\u00adre the inten\u00adti\u00adon for action ari\u00adses, or as they call it, \u201cthe crea\u00adti\u00adve source of action, i.e. about how action and thus the new comes into the world\u201d (ibid., p. 4)<sup><a href=\"#footnote_46_2141\" id=\"identifier_55_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Scharmer, O. C., &amp; K\u00e4ufer, K. ((2008). F\u00fchrung vor der leeren Leinwand. OrganisationsEntwicklung, 2, 4\u201311.\">46<\/a><\/sup>. He illus\u00adtra\u00adtes it with the moment befo\u00adre the blank can\u00advas, befo\u00adre the first brush\u00adstro\u00adke is&nbsp;made.&nbsp;<\/p>\n\n<p>Theo\u00adry U&nbsp;repres\u00adents a&nbsp;start\u00ading point for <em>Agi\u00adle Edu\u00adca\u00adtio\u00adnal Lea\u00adder\u00adship<\/em> becau\u00adse it focu\u00adses on the indi\u00advi\u00addu\u00adals them\u00adsel\u00adves and their under\u00adstan\u00adding of their lea\u00adder\u00adship, as Sch\u00adar\u00admer makes&nbsp;clear:&nbsp;<\/p>\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201c(\u2026) in the face of dis\u00adrup\u00adti\u00adon and uncer\u00adtain\u00adty, ulti\u00adm\u00adate\u00adly the only thing I&nbsp;can rely on as a&nbsp;mana\u00adger is my own self. Tha\u00adt\u2019s why I&nbsp;must always ask mys\u00adelf the ques\u00adti\u00adon: Who am I? And who do I&nbsp;want to be? What do I&nbsp;stand for? I&nbsp;have to deve\u00adlop an inner atti\u00adtu\u00adde that allows me not to fall into fear, com\u00adpart\u00adment\u00ada\u00adli\u00adsa\u00adti\u00adon or pre\u00adju\u00addi\u00adce in the face of con\u00adflic\u00adting infor\u00adma\u00adti\u00adon and inte\u00adrests, but to open mys\u00adelf up to future pos\u00adsi\u00adbi\u00adli\u00adties\u201d (Lip\u00adkow\u00adski, 2016, p. 29, trans\u00adla\u00adted with DeeplPro)<sup><a href=\"#footnote_47_2141\" id=\"identifier_56_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Lipkowski, S. (2016). Leadership thinker Otto Scharmer in an interview: 'Only your own self is reliable'. ManagerSeminare, 225, 26\u201332.\">47<\/a><\/sup>. <\/p>\n<\/blockquote>\n\n<p>And alt\u00adhough Sch\u00adar\u00admer focu\u00adses pri\u00adma\u00adri\u00adly on the actors\u2019 abili\u00adty to act, this ulti\u00adm\u00adate\u00adly aims at \u201cper\u00adforming\u201d in a&nbsp;dyna\u00admic <span class=\"caps\">VUCA<\/span> world and thus keeps the con\u00adtext for future action in mind as a&nbsp;refe\u00adrence point. For lea\u00adder\u00adship, Theo\u00adry U&nbsp;offers a&nbsp;pos\u00adsi\u00adble ans\u00adwer to the per\u00adso\u00adnal hand\u00adling of com\u00adple\u00adxi\u00adty based on shar\u00adpe\u00adning the per\u00adcep\u00adti\u00adon of one\u2019s own abili\u00adty to act and self-effi\u00adca\u00adcy. Like others, the theo\u00adry also assu\u00admes that today\u2019s lea\u00adder\u00adship can\u00adnot depend on just a&nbsp;few peo\u00adp\u00adle, but that the wil\u00adling\u00adness to take respon\u00adsi\u00adbi\u00adli\u00adty tog\u00ade\u00adther is the cen\u00adtral anchor point for future abili\u00adty to&nbsp;act.&nbsp;<\/p>\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cThe pro\u00adblem with lea\u00adder\u00adship today is that most peo\u00adp\u00adle think that lea\u00adder\u00adship is a&nbsp;cha\u00adrac\u00adte\u00adristic of indi\u00advi\u00addu\u00adals and works with one per\u00adson at the top. But if we look at lea\u00adder\u00adship as the abili\u00adty of a&nbsp;sys\u00adtem \u2013 or a&nbsp;com\u00admu\u00adni\u00adty \u2013 to sen\u00adse and rea\u00adli\u00adse the future tog\u00ade\u00adther, then we rea\u00adli\u00adse that lea\u00adder\u00adship is always dis\u00adtri\u00adbu\u00adted among many peo\u00adp\u00adle \u2013 it has to invol\u00adve ever\u00adyo\u00adne. In order to deve\u00adlop the coll\u00adec\u00adti\u00adve capa\u00adci\u00adty, ever\u00adyo\u00adne in this sys\u00adtem must learn to reco\u00adg\u00adni\u00adse and use them\u00adsel\u00adves as caret\u00ada\u00adkers of the lar\u00adger eco\u00adsys\u00adtem\u201d (Sch\u00adar\u00admer, 2019, p. 11, trans\u00adla\u00adted with DeeplPro)<sup><a href=\"#footnote_38_2141\" id=\"identifier_57_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Scharmer, O. C. (2019). Essentials der Theorie U: Grundprinzipien und Anwendungen. Heidelberg: Carl-Auer.\">38<\/a><\/sup>. <\/p>\n<\/blockquote>\n\n<p>This grea\u00adter per\u00adso\u00adnal respon\u00adsi\u00adbi\u00adli\u00adty is a&nbsp;basic ori\u00aden\u00adta\u00adti\u00adon that should not be unde\u00adre\u00adsti\u00adma\u00adted, espe\u00adci\u00adal\u00adly for the (hig\u00adher) edu\u00adca\u00adti\u00adon sec\u00adtor with its various stake\u00adhol\u00adders and its affi\u00adni\u00adty for hori\u00adzon\u00adtal ori\u00aden\u00adta\u00adti\u00adon in their respec\u00adti\u00adve sys\u00adtem-rele\u00advant are\u00adas of action.&nbsp;<\/p>\n\n<p><strong>Manage\u00adment 3.0<\/strong> <br>With his Manage\u00adment 3.0 approach, Jur\u00adgen Appe\u00adlo (2011)<sup><a href=\"#footnote_48_2141\" id=\"identifier_58_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Appelo, J. (2011). Management 3.0 - Leading Agile Developers, Developing Agile Leaders. Boston: Addison-Wesley Professional.\">48<\/a><\/sup> <br> deals with what con\u00adtem\u00adpo\u00adra\u00adry lea\u00adder\u00adship for com\u00adplex sys\u00adtems (sys\u00adtems thin\u00adking and com\u00adple\u00adxi\u00adty theo\u00adry) with a&nbsp;focus on empowe\u00adring teams and indi\u00advi\u00addu\u00adals can look like. Alt\u00adhough the term manage\u00adment is used here, the ver\u00adsio\u00adning indi\u00adca\u00adtes the idea of lea\u00adder\u00adship con\u00adtai\u00adned the\u00adr\u00adein that goes bey\u00adond clas\u00adsic manage\u00adment. Appe\u00adlo sees all actors as equal\u00adly respon\u00adsi\u00adble for ensu\u00adring that crea\u00adti\u00adve workers or crea\u00adti\u00adve net\u00adwor\u00adkers can achie\u00adve their goals well and hap\u00adpi\u00adly tog\u00ade\u00adther (see also his prac\u00adti\u00adcal book on Manage\u00adment 3.0, Mana\u00adging for Hap\u00adpi\u00adness, 2016, which he intro\u00addu\u00adces with the sen\u00adtence: \u201cManage\u00adment is too important to be left to mana\u00adgers\u201d, Appe\u00adlo, 2016, p. 3)<sup><a href=\"#footnote_49_2141\" id=\"identifier_59_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Appelo, J. (2016). Managing for Happiness - Games, Tools &amp; Practices to Motivate Any Team. Hoboken: John Wiley &amp; Sons.\">49<\/a><\/sup>. <\/p>\n\n<p>Appe\u00adlo deri\u00adves a&nbsp;Manage\u00adment 3.0 by strikin\u00adgly dif\u00adfe\u00adren\u00adtia\u00adting bet\u00adween Manage\u00adment 1.0, which does the wrong thing<sup><a href=\"#footnote_50_2141\" id=\"identifier_60_2141\" class=\"footnote-link footnote-identifier-link\" title=\"&quot;The general practice in companies is that they are controlled like machines and employees are treated like cogs and gear levers. I call this Management 1.0.&quot; Appelo, 2016, p. 6, translated with DeeplPro\">50<\/a><\/sup> <span class=\"has-inline-color has-vivid-red-color\"> <\/span>and in Manage\u00adment 2.0 that the right things are being done in the wrong way becau\u00adse the\u00adse new ide\u00adas basi\u00adcal\u00adly only ser\u00adve to fur\u00adther streng\u00adthen the posi\u00adti\u00adon of mana\u00adgers<sup><a href=\"#footnote_51_2141\" id=\"identifier_61_2141\" class=\"footnote-link footnote-identifier-link\" title=\"&quot;In a Management 2.0 organisation, everyone recognises that 'people are the most important asset' and that managers need to develop into 'servant leaders' while steering the organisation at the top. These are certainly interesting ideas, but unfortunately managers often take the wrong approach. They rightly understand that optimising the whole company cannot be achieved by improving the individual parts alone. But at the same time, they stick to hierarchical structures and tend to forget that people do not respond well to top-down control and mandated 'improvements'.&quot; Appelo, 2016, p. 7, translated with DeeplPro\">51<\/a><\/sup>. <\/p>\n\n<p>Manage\u00adment 3.0 is expres\u00adsed in three cen\u00adtral prac\u00adti\u00adces. If they are imple\u00admen\u00adted well, Appe\u00adlo assu\u00admes that the right thing has been&nbsp;done:&nbsp;<\/p>\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cThis means that a&nbsp;manage\u00adment prac\u00adti\u00adce is a&nbsp;good prac\u00adti\u00adce if:<br>1. it impro\u00adves peo\u00adp\u00adle\u2019s enga\u00adge\u00adment and co-ope\u00adra\u00adti\u00adon,<br>2. it empowers peo\u00adp\u00adle to impro\u00adve the sys\u00adtem,<br>3. it helps to delight all cus\u00adto\u00admers and cli\u00adents\u201d (Appe\u00adlo, 2016, p. 15, trans\u00adla\u00adted with DeeplPro)<sup><a href=\"#footnote_52_2141\" id=\"identifier_62_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Appelo, J. (2016). Managing for Happiness \u2013 Games, Tools &amp; Practices to Motivate Any Team. Hoboken: John Wiley &amp; Sons.\">52<\/a><\/sup>. <\/p>\n<\/blockquote>\n\n<p>He sees Manage\u00adment 3.0 neither as a&nbsp;frame\u00adwork nor as a&nbsp;method. \u201cIt is a&nbsp;way of loo\u00adking at work sys\u00adtems with a&nbsp;few tim\u00ade\u00adl\u00adess prin\u00adci\u00adples\u201d (ibid., p. 16, trans\u00adla\u00adted with DeeplPro)<sup><a href=\"#footnote_53_2141\" id=\"identifier_63_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Appelo, J. (2016). Managing for Happiness - Games, Tools &amp; Practices to Motivate Any Team. Hoboken: John Wiley &amp; Sons.\">53<\/a><\/sup>, which could be&nbsp;added.).&nbsp;<\/p>\n\n<p>In this con\u00adtext, two aspects of lea\u00adder\u00adship are of par\u00adti\u00adcu\u00adlar inte\u00adrest with regard to the second prin\u00adci\u00adple of empowe\u00adring peo\u00adp\u00adle to impro\u00adve the sys\u00adtem: Awa\u00adre\u00adness of Com\u00adplex Adap\u00adti\u00adve Sys\u00adtems (<span class=\"caps\">CAS<\/span>, Appe\u00adlo, 2011, ch. 3)<sup><a href=\"#footnote_39_2141\" id=\"identifier_64_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Appelo, J. (2011). Management 3.0 \u2013 Leading Agile Developers, Developing Agile Leaders. Boston: Addison-Wesley Professional.\">39<\/a><\/sup> and that meaningful pro\u00adblem sol\u00adving can the\u00adr\u00ade\u00adfo\u00adre only take place across disci\u00adpli\u00adna\u00adry boun\u00adda\u00adries, as well as chan\u00adging the land\u00adscape (Land\u00adscape of Chan\u00adge, Appe\u00adlo 2011, ch. 4)<sup><a href=\"#footnote_39_2141\" id=\"identifier_65_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Appelo, J. (2011). Management 3.0 \u2013 Leading Agile Developers, Developing Agile Leaders. Boston: Addison-Wesley Professional.\">39<\/a><\/sup>, which fol\u00adlows the view that the intro\u00adduc\u00adtion of a&nbsp;sys\u00adtem into an envi\u00adron\u00adment chan\u00adges the envi\u00adron\u00adment. Here, too, it beco\u00admes clear that incre\u00adasing com\u00adple\u00adxi\u00adty and less cla\u00adri\u00adty and com\u00adple\u00adxi\u00adty, to argue in Snow\u00adden\u2019s cyne\u00adfin logic, must be assu\u00admed and that it also makes sen\u00adse to deal with dyna\u00admic com\u00adple\u00adxi\u00adty in the con\u00adtext of lea\u00adder\u00adship (see, for exam\u00adp\u00adle, Oswald et al., 2016)<sup><a href=\"#footnote_54_2141\" id=\"identifier_66_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Oswald, A., K\u00f6hler, J., &amp; Schmitt, R. (2016).   Projektmanagement am Rande des Chaos. Sozialtechniken f\u00fcr komplexe Systeme.  Wiesbaden: Springer Vieweg.\">54<\/a><\/sup>. <\/p>\n\n<p>This per\u00adspec\u00adti\u00adve is very important for an <em>Agi\u00adle Edu\u00adca\u00adtio\u00adnal Lea\u00adder\u00adship<\/em>, espe\u00adci\u00adal\u00adly with regard to the (hig\u00adher) edu\u00adca\u00adti\u00adon sec\u00adtor and its com\u00adple\u00adxi\u00adty at all levels, becau\u00adse it expli\u00adcit\u00adly places peo\u00adp\u00adle at the cent\u00adre, empha\u00adsi\u00ads\u00ades their self-orga\u00adni\u00adsa\u00adti\u00adon and yet cle\u00adar\u00adly estab\u00adlishes the con\u00adnec\u00adtion to the sys\u00adtem and to complexity.<\/p>\n\n<p><strong>Inte\u00adgra\u00adting through shared values<\/strong> <br>Alt\u00adhough this chap\u00adter began with the dif\u00adfe\u00adren\u00adtia\u00adti\u00adon bet\u00adween manage\u00adment and lea\u00adder\u00adship, the pre\u00adsen\u00adta\u00adti\u00adon of the various approa\u00adches shows that it is some\u00adti\u00admes less about the cho\u00adsen term and more about what is meant by an approach or con\u00adcept and the ide\u00adas behind it, as well as its theo\u00adre\u00adti\u00adcal foun\u00adda\u00adti\u00adon. The ques\u00adti\u00adons of per\u00adson-ori\u00aden\u00adta\u00adti\u00adon and the image of peo\u00adp\u00adle and their role in the sys\u00adtem are essen\u00adti\u00adal&nbsp;here.&nbsp;<\/p>\n\n<p>What beca\u00adme clear in all per\u00adspec\u00adti\u00adves on lea\u00adder\u00adship, manage\u00adment or lea\u00adder\u00adship is that dif\u00adfe\u00adren\u00adtia\u00adti\u00adon should be made along gui\u00adding values and ide\u00adas about value-based joint action, rather than along their names, methods or tools used. It also seems to me that values are the best way to pro\u00admo\u00adte con\u00adnec\u00adtions and com\u00admit\u00adment and accep\u00adtance for dif\u00adfe\u00adrent types of work in an orga\u00adni\u00adsa\u00adti\u00adon with a&nbsp;view to orga\u00adni\u00adsa\u00adtio\u00adnal ambi\u00addex\u00adteri\u00adty. Howe\u00adver, this idea is more stron\u00adgly asso\u00adcia\u00adted with the idea of lea\u00adder\u00adship. The\u00adr\u00ade\u00adfo\u00adre, until fur\u00adther noti\u00adce, lea\u00adder\u00adship is also refer\u00adred to here as the most far-rea\u00adching approach to a&nbsp;value-ori\u00aden\u00adta\u00adted view. At the same time, lea\u00adder\u00adship with an agi\u00adle focus in the sen\u00adse of fle\u00adxi\u00adbi\u00adli\u00adty and adap\u00adta\u00adbi\u00adli\u00adty is for\u00adward-loo\u00adking, as agi\u00adle lea\u00adder\u00adship can also deve\u00adlop in line with future requi\u00adre\u00adments. As adapt\u00ada\u00adti\u00adon must always be con\u00adside\u00adred in the logic of agi\u00adli\u00adty, we will refrain from assum\u00ading a&nbsp;post-agi\u00adle per\u00adspec\u00adti\u00adve or spea\u00adking bet\u00adween a&nbsp;1.0 or 2.0 ver\u00adsi\u00adon of agi\u00adli\u00adty until fur\u00adther noti\u00adce (e.g. Hofert, 2020<sup><a href=\"#footnote_55_2141\" id=\"identifier_67_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Hofert, S. (2020). F\u00fchren in die postagile Zukunft - Die Arbeitswelt sinnvoll gestalten und mutig vorangehen. Wiesbaden: Springer Gabler.\">55<\/a><\/sup>; 2021<sup><a href=\"#footnote_56_2141\" id=\"identifier_68_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Hofert, S. (2021). Zukunft der F\u00fchrung: Die postagile Arbeitswelt. ManagerSeminare, 277, 55\u201359.\">56<\/a><\/sup> ). Alt\u00adhough the moti\u00adves for loo\u00adking bey\u00adond agi\u00adli\u00adty for bet\u00adter approa\u00adches are under\u00adstan\u00adda\u00adble (see, for exam\u00adp\u00adle, post-agi\u00adle thin\u00adking, which ulti\u00adm\u00adate\u00adly remains at the level of appro\u00adpria\u00adte\u00adly sel\u00adec\u00adted agi\u00adle prac\u00adti\u00adces<sup><a href=\"#footnote_57_2141\" id=\"identifier_69_2141\" class=\"footnote-link footnote-identifier-link\" title=\"https:\/\/medium.com\/clear-left-thinking\/are-we-moving-towards-a-post-agile-age-7751379fa1e2\">57<\/a><\/sup> ), agi\u00adli\u00adty its\u00adelf will con\u00adti\u00adnue to be used and adapt\u00aded here as a&nbsp;basic idea in the cour\u00adse of <em>Agi\u00adle Edu\u00adca\u00adtio\u00adnal Lea\u00adder\u00adship<\/em> until, for exam\u00adp\u00adle, the need ari\u00adses from a&nbsp;deeper theo\u00adre\u00adti\u00adcal exami\u00adna\u00adti\u00adon to deve\u00adlop and use a&nbsp;bet\u00adter and some\u00adti\u00admes even con\u00adsis\u00adt\u00adent\u00adly alter\u00adna\u00adti\u00adve term in the sen\u00adse of <em>Agi\u00adle Edu\u00adca\u00adtio\u00adnal Lea\u00adder\u00adship<\/em>. <\/p>\n\n<p>At the moment, the value frame\u00adwork that estab\u00adlishes agi\u00adli\u00adty in the sen\u00adse of <em>being agi\u00adle<\/em> is a&nbsp;sui\u00adta\u00adble point of refe\u00adrence for fur\u00adther deve\u00adlo\u00adping the per\u00adspec\u00adti\u00adve of per\u00adso\u00adnal ambi\u00addex\u00adteri\u00adty, inclu\u00adding con\u00ads\u00adtruc\u00adti\u00advist-ori\u00aden\u00adted basic assump\u00adti\u00adons. At the same time, the per\u00adspec\u00adti\u00adve of agi\u00adle lea\u00adder\u00adship for the (hig\u00adher) edu\u00adca\u00adti\u00adon sec\u00adtor takes pre\u00adcis\u00ade\u00adly the free\u00addom that one has when one does not need to feel com\u00admit\u00adted to any of the approa\u00adches, but can com\u00adbi\u00adne the ten\u00adden\u00adci\u00ades that appear meaningful and appro\u00adpria\u00adte for the spe\u00adci\u00adfic (hig\u00adher) edu\u00adca\u00adti\u00adon con\u00adtext\u2009\u2014\u2009and thus bring tog\u00ade\u00adther the best of the lea\u00adder\u00adship perspectives.&nbsp;<\/p>\n\n<p><em>Agi\u00adle Edu\u00adca\u00adtio\u00adnal Lea\u00adder\u00adship <\/em>the\u00adr\u00ade\u00adfo\u00adre stands for a&nbsp;frame\u00adwork for deal\u00ading with the com\u00adplex requi\u00adre\u00adments of the (hig\u00adher) edu\u00adca\u00adti\u00adon sys\u00adtem not only situa\u00adtio\u00adnal\u00adly, but also from a&nbsp;fun\u00adda\u00admen\u00adtal lea\u00adder\u00adship per\u00adspec\u00adti\u00adve along agi\u00adle values with a&nbsp;view to cor\u00adre\u00adspon\u00adding, spe\u00adci\u00adfic prac\u00adti\u00adces and remai\u00adning capa\u00adble of action. This also requi\u00adres reco\u00adgni\u00adzing the cur\u00adrent con\u00adtext for action as a&nbsp;<span class=\"caps\">VUCA<\/span> world and dyna\u00admic envi\u00adron\u00adment in which it is pos\u00adsi\u00adble to act in a&nbsp;value-based man\u00adner using agi\u00adle prac\u00adti\u00adces. It also means reco\u00adgni\u00adzing that good lea\u00adder\u00adship takes place at all levels and should not be tied sole\u00adly to one or very few peo\u00adp\u00adle and their positions.&nbsp;<\/p>\n\n<p>An inte\u00adgra\u00adti\u00adve per\u00adspec\u00adti\u00adve on spe\u00adci\u00adfic agi\u00adle lea\u00adder\u00adship in the (hig\u00adher) edu\u00adca\u00adti\u00adon sec\u00adtor takes a&nbsp;decen\u00adtra\u00adli\u00adsed and hori\u00adzon\u00adtal approach in the next step in order to impro\u00adve the sys\u00adtem with the peo\u00adp\u00adle them\u00adsel\u00adves and trans\u00adfer it in line with the times or accom\u00adpa\u00adny it on its trans\u00adfor\u00adma\u00adti\u00adon jour\u00adney, as Appe\u00adlo for\u00admu\u00adla\u00adtes it as a&nbsp;prac\u00adti\u00adce. And here it seems cru\u00adcial to empha\u00adsise once again that good lea\u00adder\u00adship in an agi\u00adle envi\u00adron\u00adment first requi\u00adres clear self-lea\u00adder\u00adship (see i.e. Sie\u00adroux et al., 2020, p. 19 ff.<sup><a href=\"#footnote_58_2141\" id=\"identifier_70_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Sieroux, S., Roock, S., &amp; Wolf, H. (2020). Agile Leadership. F\u00fchrungsmodelle, F\u00fchrungsstile und das richtige Handwerkszeug f\u00fcr die agile Arbeitswelt.  Heidelberg: dpunkt.verlag.\">58<\/a><\/sup>, who empha\u00adsi\u00adze \u201cthat the agi\u00adle wil\u00adling\u00adness for self-reflec\u00adtion, con\u00adti\u00adnuous impro\u00adve\u00adment and rea\u00adlignment must start with the indi\u00advi\u00addu\u00adal. Espe\u00adci\u00adal\u00adly if he or she wants to take on lea\u00adder\u00adship with and for others\u201d (ibid., p. 19, trans\u00adla\u00adted with DeeplPro)<sup><a href=\"#footnote_58_2141\" id=\"identifier_71_2141\" class=\"footnote-link footnote-identifier-link\" title=\"Sieroux, S., Roock, S., &amp; Wolf, H. (2020). Agile Leadership. F\u00fchrungsmodelle, F\u00fchrungsstile und das richtige Handwerkszeug f\u00fcr die agile Arbeitswelt.  Heidelberg: dpunkt.verlag.\">58<\/a><\/sup> ). This is essen\u00adti\u00adal for the deve\u00adlo\u00adp\u00adment of each per\u00adson\u2019s per\u00adso\u00adnal ambi\u00addex\u00adteri\u00adty for per\u00adso\u00adnal agen\u00adcy under uncer\u00adtain con\u00addi\u00adti\u00adons. A&nbsp;look at Snow\u00adden\u2019s Cyne\u00adfin frame\u00adwork for deal\u00ading with uncer\u00adtain\u00adty in com\u00adple\u00adxi\u00adty can be just as hel\u00adpful as an exami\u00adna\u00adti\u00adon of Sch\u00adar\u00admer\u2019s Theo\u00adry U&nbsp;and its encou\u00adra\u00adge\u00adment of chan\u00adge or lear\u00adning from the future, which is alre\u00ada\u00addy&nbsp;here.&nbsp;<\/p>\n\n<p>With the know\u00adledge of the approa\u00adches to con\u00adtem\u00adpo\u00adra\u00adry lea\u00adder\u00adship and manage\u00adment out\u00adlined here, which see their refe\u00adrence point in the future rather than the past, the ques\u00adti\u00adon ari\u00adses once again: Do we want ever\u00ady\u00adthing to remain as it is? What do we want the future of edu\u00adca\u00adti\u00adon to look like \u2013 and what frame\u00adwork is nee\u00added for this&nbsp;today?&nbsp;<\/p>\n\n<p><\/p>\n\n<p><\/p>\n\n<pre class=\"wp-block-verse\"><strong><strong><div class=\"alignleft\"><a href=\"https:\/\/ambidextrous-agile-educational-leadership.de\/en\/v1\/agilitaet-1-0\/\" title=\"Agility 1.0\">Vorherige Seite: Agility 1.0<\/a><\/div><\/strong><\/strong><strong><div class=\"alignright\"><a href=\"https:\/\/ambidextrous-agile-educational-leadership.de\/en\/v1\/agile-educational-leadership-1\/\" title=\"Agile Educational Leadership \u2013 Auf dem Weg zum Rahmenwerk 1.0\">N\u00e4chste Seite: Agile Educational Leadership \u2013 Auf dem Weg zum Rahmenwerk 1.0<\/a><\/div><\/strong><\/pre>\n<ol class=\"footnotes\"><li id=\"footnote_1_2141\" class=\"footnote\">Spayd, M. K., &amp;&nbsp;Mado\u00adre, M. (2020). <em>Agi\u00adle Trans\u00adfor\u00adma\u00adti\u00adon: Using the Inte\u00adgral Agi\u00adle Trans\u00adfor\u00adma\u00adti\u00adon Frame\u00adwork to Think and Lead Dif\u00adfer\u00adent\u00adly.<\/em> Bos\u00adton: Addi\u00adson-Wes\u00adley Pro\u00adfes\u00adsio\u00adnal.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_1_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_2_2141\" class=\"footnote\">Licence: <a href=\"https:\/\/de.freepik.com\/psd\/mockup%22%3EMockup\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/de.freepik.com\/psd\/mockup\u201d&gt;Mockup<\/a> <span class=\"caps\">PSD<\/span> by Vec\u00adto\u00adri\u00adum\u2009\u2014\u2009de.freepik.com; book-cover by Kers\u00adtin Mayr\u00adber\u00adger, Lizenz <span class=\"caps\">CC<\/span> <span class=\"caps\">BY<\/span> 4.0<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_2_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_3_2141\" class=\"footnote\">Kot\u00adter, J. P. (2001[1991]). What Lea\u00adders Real\u00adly Do. <em>Har\u00advard Busi\u00adness Review<\/em>, 79, 85\u2009\u2013\u200998.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_3_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_4_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_7_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_4_2141\" class=\"footnote\">Gre\u00ad\u00dfer, K., &amp;&nbsp;Freis\u00adler, R. (2017). <em>Agil und erfolg\u00adreich f\u00fch\u00adren \u2013 Neue Lea\u00adder\u00adship-Kom\u00adpe\u00adten\u00adzen: Mit einem agi\u00adlen Mind\u00adset und Metho\u00adden Ihre F\u00fch\u00adrungs\u00adper\u00ads\u00f6n\u00adlich\u00adkeit ent\u00adwi\u00adckeln <\/em>(1. Auf\u00adla\u00adge). Bonn: mana\u00adger\u00adSe\u00admi\u00adna\u00adre Ver\u00adlags.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_5_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_5_2141\" class=\"footnote\">Anders Y., Dani\u00adel <span class=\"caps\">HD<\/span>., Han\u00adno\u00adver B., K\u00f6l\u00adler O., Len\u00adzen D., McEl\u00adva\u00adny N., Sei\u00addel T., Tip\u00adpelt R., Wil\u00adbers K. &amp;&nbsp;Woess\u00admann L. (2021). <em>F\u00fch\u00adrung, Lei\u00adtung, Gover\u00adnan\u00adce: Ver\u00adant\u00adwor\u00adtung im Bil\u00addungs\u00adsys\u00adtem. Gut\u00adach\u00adten des Akti\u00adons\u00adra\u00adtes Bil\u00addung <\/em>. Hrsg. von der Ver\u00adei\u00adni\u00adgung der Baye\u00adri\u00adschen Wirt\u00adschaft. M\u00fcns\u00adter: Wax\u00admann <span class=\"caps\">DOI<\/span>: 10.31244\/9783830994008<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_6_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_21_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_22_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_6_2141\" class=\"footnote\">Klei\u00admann, B. (2016). <em>Uni\u00adver\u00adsi\u00adt\u00e4ts\u00ador\u00adga\u00adni\u00adsa\u00adti\u00adon und pr\u00e4\u00adsi\u00addia\u00adle Lei\u00adtung. F\u00fch\u00adrungs\u00adprak\u00adti\u00adken in einer mul\u00adti\u00adplen Hybri\u00add\u00ador\u00adga\u00adni\u00adsa\u00adti\u00adon <\/em>. Wies\u00adba\u00adden: Sprin\u00adger VS-Ver\u00adlag.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_8_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_7_2141\" class=\"footnote\">Klei\u00admann, B. (2016). <em>Uni\u00adver\u00adsi\u00adt\u00e4ts\u00ador\u00adga\u00adni\u00adsa\u00adti\u00adon und pr\u00e4\u00adsi\u00addia\u00adle Lei\u00adtung. F\u00fch\u00adrungs\u00adprak\u00adti\u00adken in einer mul\u00adti\u00adplen Hybri\u00add\u00ador\u00adga\u00adni\u00adsa\u00adti\u00adon <\/em>. Wies\u00adba\u00adden: Sprin\u00adger VS-Ver\u00adlag.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_9_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_8_2141\" class=\"footnote\">see also Klei\u00admann, 2016, S. 31 den Ver\u00adweis auf Kom\u00adpe\u00adtenz\u00ader\u00adwar\u00adtun\u00adgen an Lei\u00adtun\u00adgen in \u00fcber\u00adkom\u00adple\u00adxen Sys\u00adtem\u00adsi\u00adtua\u00adtio\u00adnen, wie es im Bil\u00addungs\u00adbe\u00adreich der Fall sei<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_10_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_9_2141\" class=\"footnote\">Zell\u00adwe\u00adger, F. (2016). Wer f\u00fchrt late\u00adral? Mitt\u00adle\u00adres Manage\u00adment an Hoch\u00adschu\u00adlen. In G. Tho\u00admann &amp;&nbsp;F. Zell\u00adwe\u00adger (Hrsg.),<em> Late\u00adral f\u00fch\u00adren \u2013 Aus der Mit\u00adte der Hoch\u00adschu\u00adle Kom\u00adple\u00adxi\u00adt\u00e4t bew\u00e4l\u00adti\u00adgen <\/em>(S. 20\u2009\u2013\u200936). Bern: hep Ver\u00adlag.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_11_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_10_2141\" class=\"footnote\">Amt\u00admann E. &amp;&nbsp;de Fon\u00adta\u00adna O. (2020) Ver\u00adant\u00adwor\u00adtung und Macht im schu\u00adli\u00adschen F\u00fch\u00adrungs\u00adhan\u00addeln. In: Fah\u00adren\u00adwald C., Engel N. &amp;&nbsp;Schr\u00f6\u00ader A. (Eds.) <em>Orga\u00adni\u00adsa\u00adti\u00adon und Ver\u00adant\u00adwor\u00adtung. Orga\u00adni\u00adsa\u00adti\u00adon und P\u00e4d\u00adago\u00adgik <\/em>(p. 111\u2009\u2013\u2009124). Wies\u00adba\u00adden: <span class=\"caps\">VS<\/span> Ver\u00adlag. <a rel=\"noreferrer noopener\" href=\"https:\/\/doi.org\/10.1007\/978-3-658-26248-8_9\" target=\"_blank\">https:\/\/doi.org\/10.1007\/978\u2009\u2013\u20093\u2011658\u2009\u2013\u200926248-8_9<\/a><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_12_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_11_2141\" class=\"footnote\">Autoren\u00adgrup\u00adpe Bil\u00addungs\u00adbe\u00adricht\u00aderstat\u00adtung (Eds.). (2020). <em>Bil\u00addung in Deutsch\u00adland 2020. Ein indi\u00adka\u00adto\u00adren\u00adge\u00adst\u00fctz\u00adter Bericht mit einer Ana\u00adly\u00adse zu Bil\u00addung in einer digi\u00adta\u00adli\u00adsier\u00adten Welt <\/em>. Bie\u00adle\u00adfeld: wbv. <span class=\"caps\">DOI<\/span>: 10.3278\/6001820gw<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_13_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_12_2141\" class=\"footnote\">Kot\u00adter, J. P. (2015). <em>Accel\u00ada\u00adra\u00adte. Stra\u00adte\u00adgi\u00adschen Her\u00adaus\u00adfor\u00adde\u00adrun\u00adgen schnell, agil und krea\u00adtiv begeg\u00adnen. <\/em> M\u00fcn\u00adchen: Vah\u00adlen.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_14_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_23_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_24_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_13_2141\" class=\"footnote\">Gre\u00ad\u00dfer, K., &amp;&nbsp;Freis\u00adler, R. (2020). <em>Rea\u00addy for Trans\u00adfor\u00adma\u00adti\u00adon \u2013 Neue Arbeits\u00adwelt, digi\u00adtal und agil. Wie Sie als F\u00fch\u00adrungs\u00adkraft, Unter\u00adneh\u00adme\u00adrIn und Chan\u00adge-Agent die Trans\u00adfor\u00adma\u00adti\u00adons\u00adrei\u00adse erfolg\u00adreich beglei\u00adten und die Orga\u00adni\u00adsa\u00adti\u00adon in eine gute Zukunft f\u00fch\u00adren. <\/em>Bonn: mana\u00adger\u00adSe\u00admi\u00adna\u00adre Ver\u00adlags. <a rel=\"noreferrer noopener\" href=\"https:\/\/www.managerseminare.de\/Verlagsprogramm\/Ready-for-Transformation,271508\" target=\"_blank\">https:\/\/www.managerseminare.de\/Verlagsprogramm\/Ready-for-Transformation,271508<\/a><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_15_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_14_2141\" class=\"footnote\">Kot\u00adter, J. P. (2015). <em>Accel\u00ada\u00adra\u00adte. Stra\u00adte\u00adgi\u00adschen Her\u00adaus\u00adfor\u00adde\u00adrun\u00adgen schnell, agil und krea\u00adtiv begeg\u00adnen. <\/em> M\u00fcn\u00adchen: Vah\u00adlen.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_16_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_15_2141\" class=\"footnote\">Burns, J. M. (1978). <em>Lea\u00adder\u00adship<\/em>. New York: Har\u00adper Peren\u00adni\u00adal.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_17_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_16_2141\" class=\"footnote\">Gre\u00ad\u00dfer, K., &amp;&nbsp;Freis\u00adler, R. (2017). <em>Agil und erfolg\u00adreich f\u00fch\u00adren\u2009\u2014\u2009Neue Lea\u00adder\u00adship-Kom\u00adpe\u00adten\u00adzen: Mit einem agi\u00adlen Mind\u00adset und Metho\u00adden Ihre F\u00fch\u00adrungs\u00adper\u00ads\u00f6n\u00adlich\u00adkeit ent\u00adwi\u00adckeln <\/em>(1. Auf\u00adla\u00adge). Bonn: mana\u00adger\u00adSe\u00admi\u00adna\u00adre Ver\u00adlags.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_18_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_17_2141\" class=\"footnote\">Anders Y., Dani\u00adel <span class=\"caps\">HD<\/span>., Han\u00adno\u00adver B., K\u00f6l\u00adler O., Len\u00adzen D., McEl\u00adva\u00adny N., Sei\u00addel T., Tip\u00adpelt R., Wil\u00adbers K. &amp;&nbsp;Woess\u00admann L. (2021). <em>F\u00fch\u00adrung, Lei\u00adtung, Gover\u00adnan\u00adce: Ver\u00adant\u00adwor\u00adtung im Bil\u00addungs\u00adsys\u00adtem. Gut\u00adach\u00adten des Akti\u00adons\u00adra\u00adtes Bil\u00addung <\/em>. Hrsg. von der Ver\u00adei\u00adni\u00adgung der Baye\u00adri\u00adschen Wirt\u00adschaft. M\u00fcns\u00adter: Wax\u00admann <span class=\"caps\">DOI<\/span>: 10.31244\/9783830994008<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_19_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_18_2141\" class=\"footnote\">Gre\u00ad\u00dfer, K., &amp;&nbsp;Freis\u00adler, R. (2020). <em>Rea\u00addy for Trans\u00adfor\u00adma\u00adti\u00adon \u2013 Neue Arbeits\u00adwelt, digi\u00adtal und agil. Wie Sie als F\u00fch\u00adrungs\u00adkraft, Unter\u00adneh\u00adme\u00adrIn und Chan\u00adge-Agent die Trans\u00adfor\u00adma\u00adti\u00adons\u00adrei\u00adse erfolg\u00adreich beglei\u00adten und die Orga\u00adni\u00adsa\u00adti\u00adon in eine gute Zukunft f\u00fch\u00adren. <\/em>Bonn: mana\u00adger\u00adSe\u00admi\u00adna\u00adre Ver\u00adlags. <a rel=\"noreferrer noopener\" href=\"https:\/\/www.managerseminare.de\/Verlagsprogramm\/Ready-for-Transformation,271508\" target=\"_blank\">https:\/\/www.managerseminare.de\/Verlagsprogramm\/Ready-for-Transformation,271508<\/a><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_20_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_19_2141\" class=\"footnote\">Gre\u00ad\u00dfer, K., &amp;&nbsp;Freis\u00adler, R. (2020). <em>Rea\u00addy for Trans\u00adfor\u00adma\u00adti\u00adon \u2013 Neue Arbeits\u00adwelt, digi\u00adtal und agil. Wie Sie als F\u00fch\u00adrungs\u00adkraft, Unter\u00adneh\u00adme\u00adrIn und Chan\u00adge-Agent die Trans\u00adfor\u00adma\u00adti\u00adons\u00adrei\u00adse erfolg\u00adreich beglei\u00adten und die Orga\u00adni\u00adsa\u00adti\u00adon in eine gute Zukunft f\u00fch\u00adren. <\/em>Bonn: mana\u00adger\u00adSe\u00admi\u00adna\u00adre Ver\u00adlags. <a rel=\"noreferrer noopener\" href=\"https:\/\/www.managerseminare.de\/Verlagsprogramm\/Ready-for-Transformation,271508\" target=\"_blank\">https:\/\/www.managerseminare.de\/Verlagsprogramm\/Ready-for-Transformation, 271508<\/a><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_25_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_20_2141\" class=\"footnote\">Gre\u00ad\u00dfer, K., &amp;&nbsp;Freis\u00adler, R. (2020). <em>Rea\u00addy for Trans\u00adfor\u00adma\u00adti\u00adon \u2013 Neue Arbeits\u00adwelt, digi\u00adtal und agil. Wie Sie als F\u00fch\u00adrungs\u00adkraft, Unter\u00adneh\u00adme\u00adrIn und Chan\u00adge-Agent die Trans\u00adfor\u00adma\u00adti\u00adons\u00adrei\u00adse erfolg\u00adreich beglei\u00adten und die Orga\u00adni\u00adsa\u00adti\u00adon in eine gute Zukunft f\u00fch\u00adren. <\/em>Bonn: mana\u00adger\u00adSe\u00admi\u00adna\u00adre Ver\u00adlags. <a rel=\"noreferrer noopener\" href=\"https:\/\/www.managerseminare.de\/Verlagsprogramm\/Ready-for-Transformation,271508\" target=\"_blank\">https:\/\/www.managerseminare.de\/Verlagsprogramm\/Ready-for-Transformation, 271508<\/a><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_26_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_21_2141\" class=\"footnote\">see <a rel=\"noreferrer noopener\" href=\"https:\/\/de.wikipedia.org\/w\/index.php?title=Digital_Leadership&amp;oldid=206563873\" target=\"_blank\">https:\/\/de.wikipedia.org\/w\/index.php?title=Digital_Leadership&amp;oldid=206563873<\/a> for an over\u00adview<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_27_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_22_2141\" class=\"footnote\">Dom\u00adbrow\u00adski H., &amp;&nbsp;Bogs N. (2020). ((Dom\u00adbrow\u00adski H., &amp;&nbsp;Bogs N. (2020). Digi\u00adtal-Lea\u00adder\u00adship-Index&nbsp;\u2013 F\u00fch\u00adrung im digi\u00adta\u00adlen Umfeld anschau\u00adlich und mess\u00adbar machen. In: Dahm M. &amp;&nbsp;Tho\u00adde S. (Hrsg.). <em>Digi\u00adta\u00adle Trans\u00adfor\u00adma\u00adti\u00adon in der Unter\u00adneh\u00admens\u00adpra\u00adxis<\/em> (pp. 103\u2009\u2013\u2009125). Wies\u00adba\u00adden: Sprin\u00adger Gab\u00adler. <a rel=\"noreferrer noopener\" href=\"https:\/\/doi.org\/10.1007\/978-3-658-28557-9_6\" target=\"_blank\">https:\/\/doi.org\/10.1007\/978\u2009\u2013\u20093\u2011658\u2009\u2013\u200928557-9_6<\/a><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_28_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_23_2141\" class=\"footnote\">Ber\u00adnin\u00adger-Sch\u00e4\u00adfer, E. (2020). <em>Digi\u00adtal Lea\u00adder\u00adship \u2013 Die Digi\u00adta\u00adli\u00adsie\u00adrung der F\u00fch\u00adrung.<\/em> Bonn: mana\u00adger\u00adSe\u00admi\u00adna\u00adre Ver\u00adlags. <a rel=\"noreferrer noopener\" href=\"https:\/\/www.managerseminare.de\/Verlagsprogramm\/Digital-Leadership,265416\" target=\"_blank\">https:\/\/www.managerseminare.de\/Verlagsprogramm\/Digital-Leadership,265416<\/a><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_29_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_24_2141\" class=\"footnote\">K\u00fchl, (2017). <em>Late\u00adra\u00adles F\u00fch\u00adren. Eine kur\u00adze orga\u00adni\u00adsa\u00adti\u00adons\u00adtheo\u00adre\u00adtisch infor\u00admier\u00adte Hand\u00adrei\u00adchung <\/em>. Wies\u00adba\u00adden: <span class=\"caps\">VS<\/span> Ver\u00adlag. 10.1007\/978\u2009\u2013\u20093\u2011658\u2009\u2013\u200913429\u20117<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_30_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_25_2141\" class=\"footnote\">Zell\u00adwe\u00adger F. &amp;&nbsp;Tho\u00admann G. (2019). Late\u00adral f\u00fch\u00adren an Hoch\u00adschu\u00adlen. In: Kels P., Kau\u00adde\u00adla-Baum S. (Hrsg.). <em>Exper\u00adten f\u00fch\u00adren. uniscope. Publi\u00adka\u00adtio\u00adnen der <span class=\"caps\">SGO<\/span> Stif\u00adtung. <\/em>Wies\u00adba\u00adden: Sprin\u00adger Gab\u00adler. <a rel=\"noreferrer noopener\" href=\"https:\/\/doi.org\/10.1007\/978-3-658-23028-9_4\" target=\"_blank\">https:\/\/doi.org\/10.1007\/978\u2009\u2013\u20093\u2011658\u2009\u2013\u200923028-9_4<\/a><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_31_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_26_2141\" class=\"footnote\">Green\u00adle\u00adaf, R. K. (1977). <em>Ser\u00advant lea\u00adder\u00adship: A&nbsp;jour\u00adney into the natu\u00adre of legi\u00adti\u00adma\u00adte power and great\u00adness<\/em>. New York: Pau\u00adlist Press.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_32_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_27_2141\" class=\"footnote\">Pawar, A., Sudan, K., Sati\u00adni, S., &amp;&nbsp;Sun\u00adar\u00adsi, D. (2020). Orga\u00adniza\u00adtio\u00adnal Ser\u00advant Lea\u00adder\u00adship: A&nbsp;Sys\u00adte\u00adma\u00adtic Lite\u00adra\u00adtu\u00adre Review for Impli\u00adca\u00adti\u00adons in Busi\u00adness. <em>Inter\u00adna\u00adtio\u00adnal Jour\u00adnal of Edu\u00adca\u00adtio\u00adnal Admi\u00adnis\u00adtra\u00adti\u00adon, Manage\u00adment, and Lea\u00adder\u00adship<\/em>, 1(2), pp. 2580\u2009\u2013\u20091309. <span class=\"caps\">DOI<\/span>: <a rel=\"noreferrer noopener\" href=\"http:\/\/dx.doi.org\/10.51629\/ijeamal.v1i2.8\" target=\"_blank\">10.51629\/ijeamal.v1i2.8<\/a><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_33_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_28_2141\" class=\"footnote\">Hasen\u00adbein M. (ed.) (2020). Digi\u00adta\u00adle F\u00fch\u00adrung. In M. Hasen\u00adbein (ed.), <em>Der Mensch im Fokus der digi\u00adta\u00adlen Arbeits\u00adwelt. Wirt\u00adschafts\u00adpsy\u00adcho\u00adlo\u00adgi\u00adsche Per\u00adspek\u00adti\u00adven und Anwen\u00addungs\u00adfel\u00adder <\/em>(S. 97\u2009\u2013\u2009126). Ber\u00adlin and Hei\u00addel\u00adberg: Sprin\u00adger. <a rel=\"noreferrer noopener\" href=\"https:\/\/doi.org\/10.1007\/978-3-662-61661-1_6\" target=\"_blank\">https:\/\/doi.org\/10.1007\/978\u2009\u2013\u20093\u2011662\u2009\u2013\u200961661-1_6<\/a><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_34_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_29_2141\" class=\"footnote\">Diehl, A. (2021). <em>Ser\u00advant Lea\u00adder\u00adship \u2013 F\u00fch\u00adrung als Dienst\u00adleis\u00adtung<\/em>. Acces\u00adsed 28.07.2021, from <a rel=\"noreferrer noopener\" href=\"https:\/\/digitaleneuordnung.de\/blog\/servant-leadership\/\" target=\"_blank\">https:\/\/digitaleneuordnung.de\/blog\/servant-leadership\/<\/a><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_35_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_30_2141\" class=\"footnote\">End\u00adres, S., &amp;&nbsp;Weib\u00adler, J. (2019). <em>Plu\u00adral Lea\u00adder\u00adship\u2009\u2014\u2009Eine zukunfts\u00adwei\u00adsen\u00adde Alter\u00adna\u00adti\u00adve zur One-Man-Show. <\/em>Wies\u00adba\u00adden: Sprin\u00adger. <a rel=\"noreferrer noopener\" href=\"https:\/\/doi.org\/10.1007\/978-3-658-27116-9\" target=\"_blank\">https:\/\/doi.org\/10.1007\/978\u2009\u2013\u20093\u2011658\u2009\u2013\u200927116\u20119<\/a><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_36_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_31_2141\" class=\"footnote\">End\u00adres, S., &amp;&nbsp;Weib\u00adler, J. (2019). <em>Plu\u00adral Lea\u00adder\u00adship \u2013 Eine zukunfts\u00adwei\u00adsen\u00adde Alter\u00adna\u00adti\u00adve zur One-Man-Show. <\/em>Wies\u00adba\u00adden: Sprin\u00adger. <a rel=\"noreferrer noopener\" href=\"https:\/\/doi.org\/10.1007\/978-3-658-27116-9\" target=\"_blank\">https:\/\/doi.org\/10.1007\/978\u2009\u2013\u20093\u2011658\u2009\u2013\u200927116\u20119<\/a><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_37_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_32_2141\" class=\"footnote\">End\u00adres, S., &amp;&nbsp;Weib\u00adler, J. (2019). <em>Plu\u00adral Lea\u00adder\u00adship \u2013 Eine zukunfts\u00adwei\u00adsen\u00adde Alter\u00adna\u00adti\u00adve zur One-Man-Show. <\/em>Wies\u00adba\u00adden: Sprin\u00adger. <a rel=\"noreferrer noopener\" href=\"https:\/\/doi.org\/10.1007\/978-3-658-27116-9\" target=\"_blank\">https:\/\/doi.org\/10.1007\/978\u2009\u2013\u20093\u2011658\u2009\u2013\u200927116\u20119<\/a><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_38_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_33_2141\" class=\"footnote\">Glo\u00adger, B., &amp;&nbsp;R\u00f6s\u00adner, D. (2017). <em>Selbst\u00ador\u00adga\u00adni\u00adsa\u00adti\u00adon braucht F\u00fch\u00adrung \u2013 Die ein\u00adfa\u00adchen Geheim\u00adnis\u00adse agi\u00adlen Manage\u00adments<\/em>. (2. Aufl.). M\u00fcn\u00adchen: Carl Han\u00adser Ver\u00adlag.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_39_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_34_2141\" class=\"footnote\">Sie\u00adroux, S., Roock, S., &amp;&nbsp;Wolf, H. (2020). <em>Agi\u00adle Lea\u00adder\u00adship. F\u00fch\u00adrungs\u00admo\u00addel\u00adle, F\u00fch\u00adrungs\u00adsti\u00adle und das rich\u00adti\u00adge Hand\u00adwerks\u00adzeug f\u00fcr die agi\u00adle Arbeits\u00adwelt. <\/em> Hei\u00addel\u00adberg: dpunkt.verlag.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_40_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_35_2141\" class=\"footnote\">see also<a rel=\"noreferrer noopener\" href=\"https:\/\/en.wikipedia.org\/w\/index.php?title=Agile_leadership&amp;oldid=1021744237\" target=\"_blank\"> https:\/\/en.wikipedia.org\/w\/index.php?title=Agile_leadership&amp;oldid=1021744237<\/a><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_41_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_36_2141\" class=\"footnote\">see <a href=\"https:\/\/www.scrum.org\/resources\/blog\/what-do-agile-leaders-do\" target=\"_blank\" rel=\"noreferrer noopener\">https:\/\/www.scrum.org\/resources\/blog\/what-do-agile-leaders-do<\/a> as an exam\u00adp\u00adle<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_42_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_37_2141\" class=\"footnote\">Kot\u00adter, J. P. (2015). <em>Accel\u00ada\u00adra\u00adte. Stra\u00adte\u00adgi\u00adschen Her\u00adaus\u00adfor\u00adde\u00adrun\u00adgen schnell, agil und krea\u00adtiv begeg\u00adnen. <\/em> M\u00fcn\u00adchen: Vah\u00adlen.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_43_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_38_2141\" class=\"footnote\">Sch\u00adar\u00admer, O. C. (2019). <em>Essen\u00adti\u00adals der Theo\u00adrie U: Grund\u00adprin\u00adzi\u00adpi\u00aden und Anwen\u00addun\u00adgen.<\/em> Hei\u00addel\u00adberg: Carl-Auer.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_44_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_46_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_50_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_57_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_39_2141\" class=\"footnote\">Appe\u00adlo, J. (2011). <em>Manage\u00adment 3.0 \u2013 Lea\u00adding Agi\u00adle Deve\u00adlo\u00adpers, Deve\u00adlo\u00adping Agi\u00adle Lea\u00adders.<\/em> Bos\u00adton: Addi\u00adson-Wes\u00adley Pro\u00adfes\u00adsio\u00adnal.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_45_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_64_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_65_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_40_2141\" class=\"footnote\">Lip\u00adkow\u00adski, S. (2016). Lea\u00adder\u00adship thin\u00adker Otto Sch\u00adar\u00admer in an inter\u00adview: \u2018Only your own self is relia\u00adble\u2019.<em>Mana\u00adger\u00adSe\u00admi\u00adna\u00adre<\/em>, 225, 26\u2009\u2013\u200932.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_47_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_41_2141\" class=\"footnote\">Hell\u00adwig C. (2020). Coa\u00adching \u2013 ein spe\u00adzi\u00adel\u00adles For\u00admat. In C. Hell\u00adwig (Hrsg.), <em>Per\u00adson\u00adzen\u00adtriert-inte\u00adgra\u00adti\u00adve Gespr\u00e4chs\u00adf\u00fch\u00adrung im Coa\u00adching <\/em>(S. 75\u2009\u2013\u200999). Wies\u00adba\u00adden: Sprin\u00adger. <a rel=\"noreferrer noopener\" href=\"https:\/\/doi.org\/10.1007\/978-3-658-29118-1_4\" target=\"_blank\">https:\/\/doi.org\/10.1007\/978\u2009\u2013\u20093\u2011658\u2009\u2013\u200929118-1_4<\/a><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_48_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_42_2141\" class=\"footnote\">Rau\u00aden, C. (Hrsg.). (2021). <em>Hand\u00adbuch Coa\u00adching<\/em> (4. Aufl.). G\u00f6t\u00adtin\u00adgen: Hog\u00adre\u00adfe.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_49_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_43_2141\" class=\"footnote\"><a rel=\"noreferrer noopener\" href=\"https:\/\/www.presencing.org\/aboutus\/theory-u\" target=\"_blank\">https:\/\/www.presencing.org\/aboutus\/theory\u2011u<\/a><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_51_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_44_2141\" class=\"footnote\">Sch\u00adar\u00admer, O. C., &amp;&nbsp;K\u00e4u\u00adfer, K. (2008). F\u00fch\u00adrung vor der lee\u00adren Lein\u00adwand. <em>Orga\u00adni\u00adsa\u00adti\u00adons\u00adEnt\u00adwick\u00adlung, 2, <\/em>4\u2009\u2013\u200911.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_52_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_54_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_45_2141\" class=\"footnote\">K\u00fchl, S. (2015). Die blin\u00adden Fle\u00adcken der Theo\u00adrie U&nbsp;von Otto Sch\u00adar\u00admer. Die Rekon\u00adstruk\u00adti\u00adon einer (Change-)Management-Mode. <em>sys\u00adte\u00adme. Inter\u00addis\u00adzi\u00adpli\u00adn\u00e4\u00adre Zeit\u00adschrift f\u00fcr sys\u00adtem\u00adtheo\u00adre\u00adtisch ori\u00aden\u00adtier\u00adte For\u00adschung und Pra\u00adxis in den Human\u00adwis\u00adsen\u00adschaf\u00adten. <\/em>29(2), 190\u2009\u2013\u2009202.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_53_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_46_2141\" class=\"footnote\">Sch\u00adar\u00admer, O. C., &amp;&nbsp;K\u00e4u\u00adfer, K. ((2008). F\u00fch\u00adrung vor der lee\u00adren Lein\u00adwand. <em>Orga\u00adni\u00adsa\u00adti\u00adons\u00adEnt\u00adwick\u00adlung, 2, <\/em>4\u2009\u2013\u200911.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_55_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_47_2141\" class=\"footnote\">Lip\u00adkow\u00adski, S. (2016). Lea\u00adder\u00adship thin\u00adker Otto Sch\u00adar\u00admer in an inter\u00adview: \u2018Only your own self is relia\u00adble\u2019. <em>Mana\u00adger\u00adSe\u00admi\u00adna\u00adre<\/em>, 225, 26\u2009\u2013\u200932.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_56_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_48_2141\" class=\"footnote\">Appe\u00adlo, J. (2011). <em>Manage\u00adment 3.0\u2009\u2014\u2009Lea\u00adding Agi\u00adle Deve\u00adlo\u00adpers, Deve\u00adlo\u00adping Agi\u00adle Lea\u00adders.<\/em> Bos\u00adton: Addi\u00adson-Wes\u00adley Pro\u00adfes\u00adsio\u00adnal.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_58_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_49_2141\" class=\"footnote\">Appe\u00adlo, J. (2016). <em>Mana\u00adging for Hap\u00adpi\u00adness\u2009\u2014\u2009Games, Tools &amp;&nbsp;Prac\u00adti\u00adces to Moti\u00adva\u00adte Any Team.<\/em> Hobo\u00adken: John Wiley &amp;&nbsp;Sons.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_59_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_50_2141\" class=\"footnote\">\u201cThe gene\u00adral prac\u00adti\u00adce in com\u00adpa\u00adnies is that they are con\u00adtrol\u00adled like machi\u00adnes and employees are trea\u00adted like cogs and gear levers. I&nbsp;call this Manage\u00adment 1.0.\u201d Appe\u00adlo, 2016, p. 6, trans\u00adla\u00adted with DeeplPro<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_60_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_51_2141\" class=\"footnote\">\u201cIn a&nbsp;Manage\u00adment 2.0 orga\u00adni\u00adsa\u00adti\u00adon, ever\u00adyo\u00adne reco\u00adg\u00adni\u00ads\u00ades that \u2018peo\u00adp\u00adle are the most important asset\u2019 and that mana\u00adgers need to deve\u00adlop into \u2018ser\u00advant lea\u00adders\u2019 while stee\u00adring the orga\u00adni\u00adsa\u00adti\u00adon at the top. The\u00adse are cer\u00adtain\u00adly inte\u00adres\u00adt\u00ading ide\u00adas, but unfort\u00adu\u00adna\u00adte\u00adly mana\u00adgers often take the wrong approach. They right\u00adly under\u00adstand that opti\u00admi\u00adsing the who\u00adle com\u00adpa\u00adny can\u00adnot be achie\u00adved by impro\u00adving the indi\u00advi\u00addu\u00adal parts alo\u00adne. But at the same time, they stick to hier\u00adar\u00adchi\u00adcal struc\u00adtures and tend to for\u00adget that peo\u00adp\u00adle do not respond well to top-down con\u00adtrol and man\u00adda\u00adted \u2018impro\u00adve\u00adments\u2019.\u201d Appe\u00adlo, 2016, p. 7, trans\u00adla\u00adted with DeeplPro<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_61_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_52_2141\" class=\"footnote\">Appe\u00adlo, J. (2016). <em>Mana\u00adging for Hap\u00adpi\u00adness \u2013 Games, Tools &amp;&nbsp;Prac\u00adti\u00adces to Moti\u00adva\u00adte Any Team.<\/em> Hobo\u00adken: John Wiley &amp;&nbsp;Sons.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_62_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_53_2141\" class=\"footnote\">Appe\u00adlo, J. (2016). <em>Mana\u00adging for Hap\u00adpi\u00adness\u2009\u2014\u2009Games, Tools &amp;&nbsp;Prac\u00adti\u00adces to Moti\u00adva\u00adte Any Team<\/em>. Hobo\u00adken: John Wiley &amp;&nbsp;Sons.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_63_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_54_2141\" class=\"footnote\">Oswald, A., K\u00f6h\u00adler, J., &amp;&nbsp;Schmitt, R. (2016). <em>Pro\u00adjekt\u00adma\u00adnage\u00adment am Ran\u00adde des Cha\u00ados. Sozi\u00adal\u00adtech\u00adni\u00adken f\u00fcr kom\u00adple\u00adxe Sys\u00adte\u00adme. <\/em>Wies\u00adba\u00adden: Sprin\u00adger Vie\u00adw\u00adeg.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_66_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_55_2141\" class=\"footnote\">Hofert, S. (2020). <em>F\u00fch\u00adren in die post\u00adagi\u00adle Zukunft\u2009\u2014\u2009Die Arbeits\u00adwelt sinn\u00advoll gestal\u00adten und mutig vor\u00adan\u00adge\u00adhen.<\/em> Wies\u00adba\u00adden: Sprin\u00adger Gab\u00adler.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_67_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_56_2141\" class=\"footnote\">Hofert, S. (2021). Zukunft der F\u00fch\u00adrung: Die post\u00adagi\u00adle Arbeits\u00adwelt. <em>Mana\u00adger\u00adSe\u00admi\u00adna\u00adre,<\/em> <em>277, <\/em>55\u2009\u2013\u200959.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_68_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_57_2141\" class=\"footnote\"><a rel=\"noreferrer noopener\" href=\"https:\/\/medium.com\/clear-left-thinking\/are-we-moving-towards-a-post-agile-age-7751379fa1e2\" target=\"_blank\">https:\/\/medium.com\/clear-left-thinking\/are-we-moving-towards-a-post-agile-age-7751379fa1e2<\/a><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_69_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><li id=\"footnote_58_2141\" class=\"footnote\">Sie\u00adroux, S., Roock, S., &amp;&nbsp;Wolf, H. (2020). <em>Agi\u00adle Lea\u00adder\u00adship. F\u00fch\u00adrungs\u00admo\u00addel\u00adle, F\u00fch\u00adrungs\u00adsti\u00adle und das rich\u00adti\u00adge Hand\u00adwerks\u00adzeug f\u00fcr die agi\u00adle Arbeits\u00adwelt. <\/em> Hei\u00addel\u00adberg: dpunkt.verlag.<span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_70_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><span class=\"footnote-back-link-wrapper\"> [<a href=\"#identifier_71_2141\" class=\"footnote-link footnote-back-link\">\u21a9<\/a>]<\/span><\/li><\/ol>","protected":false},"excerpt":{"rendered":"<p>Note (15.02.2024): Last updated on 23.09.2021 (chan\u00adge\u00adlog). This page has been repla\u00adced by a&nbsp;cur\u00adrent ver\u00adsi\u00adon and is available here as an archi\u00adve for the <span class=\"caps\">AEL<\/span> book ver\u00adsi\u00adon 1.0 until fur\u00adther noti\u00adce.&nbsp;\u201eIf you genui\u00adne\u00adly embrace the\u00adse new per\u00adspec\u00adti\u00adves, that open\u00adness can radi\u00adcal\u00adly chan\u00adge the way you rela\u00adte to your chal\u00adlenges, both per\u00adso\u00adnal\u00adly and pro\u00adfes\u00adsio\u00adnal\u00adly,&nbsp;and&nbsp;[\u2026]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":2086,"menu_order":108,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_uag_custom_page_level_css":"","wp_typography_post_enhancements_disabled":false,"site-sidebar-layout":"default","site-content-layout":"default","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"class_list":["post-2141","page","type-page","status-publish","hentry"],"uagb_featured_image_src":{"full":false,"thumbnail":false,"medium":false,"medium_large":false,"large":false,"1536x1536":false,"2048x2048":false},"uagb_author_info":{"display_name":"AEL","author_link":"https:\/\/ambidextrous-agile-educational-leadership.de\/en\/author\/ael_79m45qh5\/"},"uagb_comment_info":0,"uagb_excerpt":"Note (15.02.2024): Last updated on 23.09.2021 (chan\u00adge\u00adlog). This page has been repla\u00adced by a&nbsp;cur\u00adrent ver\u00adsi\u00adon and is available here as an archi\u00adve for the AEL book ver\u00adsi\u00adon 1.0 until fur\u00adther notice.&nbsp; \u201eIf you genui\u00adne\u00adly embrace the\u00adse new per\u00adspec\u00adti\u00adves, that open\u00adness can radi\u00adcal\u00adly chan\u00adge the way you rela\u00adte to your chal\u00adlenges, both per\u00adso\u00adnal\u00adly and pro\u00adfes\u00adsio\u00adnal\u00adly, and&hellip;","_links":{"self":[{"href":"https:\/\/ambidextrous-agile-educational-leadership.de\/en\/wp-json\/wp\/v2\/pages\/2141","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/ambidextrous-agile-educational-leadership.de\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/ambidextrous-agile-educational-leadership.de\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/ambidextrous-agile-educational-leadership.de\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/ambidextrous-agile-educational-leadership.de\/en\/wp-json\/wp\/v2\/comments?post=2141"}],"version-history":[{"count":1,"href":"https:\/\/ambidextrous-agile-educational-leadership.de\/en\/wp-json\/wp\/v2\/pages\/2141\/revisions"}],"predecessor-version":[{"id":2142,"href":"https:\/\/ambidextrous-agile-educational-leadership.de\/en\/wp-json\/wp\/v2\/pages\/2141\/revisions\/2142"}],"up":[{"embeddable":true,"href":"https:\/\/ambidextrous-agile-educational-leadership.de\/en\/wp-json\/wp\/v2\/pages\/2086"}],"wp:attachment":[{"href":"https:\/\/ambidextrous-agile-educational-leadership.de\/en\/wp-json\/wp\/v2\/media?parent=2141"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}