Most discussions of innovation leadership focus on the role of the top leader. Such leaders are advised to be visionary, to control and coordinate the efforts of those below them, and to empower subordinates to engage in innovation activities. Most innovation efforts, however, also require teamwork, bringing together diverse individuals to combine divergent talents to develop novel solutions to complex problems. Leadership of such teams, research shows, benefits from shared leadership (e.g., Wassenaar & Pearce. 2018. The Nature of Leadership, 167–88). The rub is that these two sources of leadership are often seen as polar opposites and that the presence of the one negates the use of the other. We contend, however, that to realize the true potential of innovation teams requires the long-run paradoxical integration and simultaneous deployment of both vertical and shared leadership, along with the short-run tandem moderation of vertical versus shared leadership, depending on the issues confronting the team, as the innovation process unfolds. We synthesize the literature surrounding this issue and articulate a model of moderated paradoxical leadership to guide future research into this space.

中文翻译：

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适度的矛盾领导力：解决创新团队领导力难题

大多数关于创新领导力的讨论都集中在最高领导者的角色上。建议此类领导者要有远见，控制和协调下属的努力，并授权下属从事创新活动。然而，大多数创新工作也需要团队合作，将不同的个人聚集在一起，结合不同的才能，为复杂问题开发新颖的解决方案。研究表明，此类团队的领导力受益于共享领导力（例如，Wassenaar & Pearce。2018。领导力的本质，167-88）。问题在于，这两种领导力来源常常被视为截然相反的两极，其中一种的存在就否定了另一种的使用。然而，我们认为，要实现创新团队的真正潜力，需要长期矛盾的整合和同时部署垂直和共享领导力，以及垂直与共享领导力的短期串联调节，这取决于所面临的问题随着创新过程的展开，团队。我们综合了围绕这个问题的文献，并阐明了一个适度的矛盾领导力模型，以指导未来对该领域的研究。