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Leadership teamwork consultant
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Leadership teamwork consultant
Introduction
In different organizations, teamwork training is the best resource in assessing and defining the needs and requirements to be implemented. Additionally, teamwork training that is effective and especially on project management usually present techniques and tools which bridge communication gaps and weaknesses across various organizational departments. Effective teamwork training ensure that success is reflected through the organization’s performance. Approaching organizations project through cohesive teamwork therefore results to a sure success.
1. Suggest two (2) key ways in which the proposed teamwork project would affect organizational performance.
Teamwork has a number of impacts on organizational performance. One of the major impacts is improving the performance through the production of quality products and services. When employees work in a team, they tend to offer outstanding performance compared to when an individual performs the task. The job is divided into simpler portions that can be handled by various persons. In most cases, teamwork results in the allocation of tasks to individuals in areas they are most specialized in. Specialization enables the team members to act in accordance with their knowledge and skills hence resulting to quality production (Ghorbanhosseini, 2013). The proposed teamwork project would, therefore, enable the employees to work in areas they are most specialized in, and as a result, improve the quality of their work.
Another way through which teamwork project would affect organizational performance is by increasing the speed at which tasks are performed. Tasks within the organizational setting have timelines through which they have to be accomplished. When individuals work alone, it is often difficult to work within the strict task deadlines, however, when tackled in groups, the work is disintegrated into smaller manageable pieces that enable the employees to work faster and accomplish within the required time. By improving quality and speed at which tasks are to be performed, the teamwork project is likely to have a huge impact on organizational performance (Ghorbanhosseini, 2013).
The proposed teamwork project would, therefore, instill vital teamwork skills that are necessary for any given work setting. Skills such as the distribution of labor are a common element in group work. The development of such skills by group members can translate to better performance in the organization. In addition, group membership revolves around the development of new skills by the members. In the course of their interactions, the group members interchange certain relevant skills that are applicable in the organizational setting. Motivation is another primary element of teamwork. With the leader constantly communicating with the members, they get motivated and become aligned to the organizational goals (Ghorbanhosseini, 2013). Alignment to the goals implies working towards the attainment of a particular course. They members would, therefore, become motivated towards working in the organization and in the long run become productive and instrumental in attaining organizational goals.
2. Recommend where the company should set limits on spending and on using company assets for socially responsible projects. Predict the main effect that socially responsible projects could have on the company’s overall bottom line.
Social responsibility constitutes an ethical framework that suggests that an organization is ethically obliged to act for the benefit of the social members within which it operates. The process of corporate social responsibility involves the use of company resources to benefit the society. At other times, the CSR involves the provision of services such as employments, medical treatments, and sports sponsorship. Most social responsibilities are often voluntary acts by the organization in a bid to benefit the business. In cases where the organization engages in environmental sustenance, or provision of a free medical camp, the resources utilized often belong to the organization (Carroll, 2015).
Certain limits can be set on the use of organizational resources in fulfillment of the social responsibility. One such limit can be incorporated when the expenditure exceeds the likely impact. Generally, organizations utilize social responsibilities to market their products and create awareness of their product existence in the market. The resources allocated in making the contribution needs to moderate to ensure that organization does not spend way beyond its ability.
Limits should also be set on socially responsible assets in cases where the assets do not perform as per the business expectations. For instance, in cases where business sponsors a free medical camp to members of a community, and the turn up is low, it is prudent that the resources used in managing such be reduced. Limitation of the resources in such a scenario would help in minimizing the maintenance and wage expenses for the personnel involved in the project management process. When making decisions on whether to utilize a given amount of resources, it is important that a company determine the levels of benefit as well as the levels of need of the project (Carroll, 2015). The socially responsible action must yield the target action to be effective.
Finally, the social responsibility action must represent and reflect the organizational values (Carroll, 2015). Within an organizational culture dwell values that are held by the members of the organization. Such values are often attached to the products and services offered by the organization. In case a social responsibility function or action does not depict or represent the company values, it may be prudent to limit or withdraw resources used in such cases. Continuous injection of resources in such projects may lead to massive losses and in the end lead to company collapse.
3. Propose two (2) approaches geared toward introducing the topic of ethics or ethical behavior in the teamwork-training project.
Ethics primarily concern with a person’s moral judgments of good and evil. Organizational culture tends to have certain ethics, which are adopted by members. The ethics define the values that each employee is expected to adhere to. Within a group setting, ethics play a significant role in the actions of members towards one another. Certain principles of ethics dictate that employees must be fair and honest towards one another. In introducing ethics to a team, one of the approaches is training them on the personality differences and cultural diversity. Employees tend to emanate from different cultural backgrounds. This makes them perceive and treat each other differently. Ethics dictates the behavior of individuals within the workplace and enables them to treat each other in a fair manner (Durie, 2013). By training the team members on ethics and its significance, the members learn to accept persons from other cultures and appreciate their ways of doing things.
Fairness in the workplace is another significant element of ethics. The members must learn to be fair to each other. In this perceptive, work needs to be divided equally and the management and team members need not to show any form of favoritism to the members. Such equal treatment of all members helps in ensuring that proper work ethics are upheld within the organizational setting (Durie, 2013). The ethics may dictate the reporting time as well as the amount of responsibilities an individual needs to perform. Ethical judgments must be aligned with the societal expectations and the organizational values that must be adhered to.
4. Examine two (2) aspects of teamwork training that change a person into a transformational leader. Justify your response.
Transformational leaders work with the subordinates in identifying areas that need change and coming up with structures to implement the changes. Transformational leaders tend to involve the group in decision making hence resulting in logical solutions to problems. One of the major advantages is the team spirit developed by the transformational leader (Avolio & Yammarino, 2013).
Teamwork training encompasses various aspects that can transform an individual into a transformational leader. One of the aspects is the team spirit. Team spirit encompasses engaging in activities as a team. The members make decisions collectively and implement the solutions to the problems encountered. Team spirit also involves the distribution of tasks and responsibilities. Group members tend to divide work according to areas of specialization. In the process, the group members develop skills that are essential for performance. Team spirit constitutes a key element of transformational leadership. The transformational leader works together with other team members to come up with solutions to various problems. Transformational leadership involves the leader pulling the subordinates and supporting them into becoming relevant within the social setting (Avolio & Yammarino, 2013). The element of team spirit can, therefore, transform a person into a transformational leader.
Another key element of a team is working towards a common purpose. In team building, the members often work towards achieving a common objective. The leader communicates the team objective, which is then taken over by the members. The same concept is demonstrated in transformational leadership where the leader communicates the objectives or vision and makes the other members work towards achieving it (Braun, Peus, Weisweiler, & Frey, 2013). By having a common purpose in mind both the team members and transformational leader’s group tend to emulate similar character (Avolio & Yammarino, 2013). A team member that has experienced similar aspects can easily suite in the context of transformational leadership since they have similar attributes in regards to working together.
5. Predict your possible reaction to a team member’s suggestion of another theme that does not relate in any way to the theme that you have proposed. Provide a rationale for your response.
Suggestions from team members tend to be distinct. The ideological difference within a team helps in coming up with new ways and approaches to tackling issues within the work setting. One of the likely suggestions that may be postulated by members includes approaches to conflict resolution. Members have different approaches to resolving conflicts; such approaches may emanate from social and cultural setup. Given one’s cultural background, they may choose to be introverted and therefore ignore the basic conflict resolution standards. On a differing opinion, I would opt to use the conflict resolution method, which entails the use of a mediator. Mediators are often neutral persons that are appointed by both parties to listen to complaints from both sides and help to determine the bone of contention between them.
Given the two separate suggestions, conflicts are bound to arise within the group setting resulting in disintegration. To solve the conflicting suggestions, the group leader needs to communicate the importance of group decision (Masclet & Puppe, 2015). The members should thus sit down and come up with decisions that would fit both parties. Group actions tend to be involving all members and therefore requiring them to engage in decision making. The team leader acts to coordinates the decision-making process and assists the members in formulating solutions to the problems emanating within the team.
Another possible reaction is seeking a unifying conclusion between the two conflicting parties. As the other member does not agree to my theme and vise verse, it is important to co e up with an approach that would favor both the groups. The team would investigate on the best approaches to such problems, and then each member gives a recommendation of their opinion. Such a reaction would help in uniting the team activities and enable members to formulate problem tailored solutions.
References
Avolio, B. J., & Yammarino, F. J. (Eds.). (2013). Introduction to, and overview of, transformational and charismatic leadership. In Transformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition (pp. xxvii-xxxiii). Emerald Group Publishing Limited.
Braun, S., Peus, C., Weisweiler, S., & Frey, D. (2013). Transformational leadership, job satisfaction, and team performance: A multilevel mediation model of trust. The Leadership Quarterly, 24(1), 270-283.
Carroll, A. B. (2015). Corporate social responsibility. Organizational Dynamics, 44(2), 87-96.
Durie, E. T. (2013). Ethics and values in Maori research. He pukenga korero, 4(1).
Ghorbanhosseini, M. (2013). The effect of organizational culture, teamwork and organizational development on organizational commitment: the mediating role of human capital. Tehnički vjesnik, 20(6), 1019-1025.
Masclet, D., & Puppe, C. (2015). Introduction to the special issue “Experiments on conflicts and conflict resolution”.
Leadership Style
Leadership Style
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Leadership could be defined as the act of providing direction and guidance for a particular group of people who have a common interest or goal to achieve their targets. Any group has a leader with a set of leadership and personality skills that would make other interested parties follow them. The approach and manner in which a leader provides direction and guidance to implement plans and motivate people under his guidance are the leadership styles. There are different leadership styles in the world today but according to Kurt Lewin study in 1939 they established three major styles of leadership (Cherry,2006) which are;
Autocratic leadership is a practice whereby the leader has absolute power to direct his people without getting feedback or advice. This kind of leadership is also known as authoritarian and most people view this kind of leadership as a path to fueling yelling and a way to lead using threats as the leaders do not expect feedback from the people. This style is often associated with demeaning and abusive as most people call this kind of leadership ‘Bossing around’. It is although a convenient form of leadership when the leader in most circumstances has all he needs to complete and accomplish the target or even solve a problem. It is time-saving and also not involving thus does not give people motivation reducing their flexibility and dedication to the course (Cherry,2006).
Democratic leadership is a style of leadership that often include other players in the process of decision making (Cherry,2006). This allows the employees or people involved to freely air their opinions although the final decision making relies on the leader. This type of leadership develops people’s skills as there is often a lot of flexibility offered encouraging creativity hence improved productivity. This form of leadership is often concerned with the welfare of the people. Although being viewed as the best form of leadership, democratic otherwise known as participative leadership is time-consuming leading to delays in the making of decisions
Laissez-fair leadership style is also known as delegative style which involves the passing of authority to other people to make decisions on behalf of the leader. It is often applied in instances where the people can analyze interpret and be able to make decisions on what ought to be done. In this kind of leadership, the leader is held accountable for the decisions made on his behalf (Cherry,2006). It is practiced when the leader full trusts his people rather than having a blame game when things go wrong.
Paternalistic leadership style, based on authority is a form of leadership whereby the leader guide, help, protect and keep the followers working happily as a big family where the leader is considered the head of the family. Out of gratitude in this form of leadership the followers work harder to provide results. It is applied in Japan due to the cultural background in the region.
Charismatic leadership style is a leadership style whereby the leader can inspire others to follow him/her through the power of influence to reflect the goals of the institution to reflect the individual’s vision. In this type of leadership, the leader is able to transform the attitudes and beliefs of their followers.
From an assessment of personality traits, Donald Trump is said to be an ambiguous man who is often seen to be self-assured, bold and competitive. He is able to direct the public, engage them and even arouse them with his character. He has been considered as an active and yet positive present thus his leadership style can be described as a charismatic leadership style whereby, he has a high dominance and great foreign policy influence (Immelman,2017).
Nancy Pelosi on the other hand with her efforts to keep build consensus in her party has demonstrated democracy style of leadership by building consensus. Despite being called upon by the party to call for impeachment motion she chose not to until new evidence was produced showing the president acting on how own partisan interests (Immelman,2017). She was not influenced easily give in to pressure of her party but rather to have fair and just processes in the house. She is a good leader with strong instincts measure with confidence in her decision-making processes that often include the input of others. Hence the demonstration of the democratic type of leadership by House of Representatives’ Speaker Nancy Pelosi.
Depending on the situation, a good leader would apply the use of all leadership styles.
References
Cherry, K. (2006). Leadership styles. Retrieved from.
Immelman, A. (2017). The Leadership Style of US President Donald J. Trump.
Leadership Style at Facebook
Leadership Style at Facebook: A Focus on Mark Zuckerberg
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Introduction
Facebook is a company that focuses on building technologies that offer power for people to connect with their peers, families and friends, find existing or create communities, and grow their businesses using the networks available. Founded in 2004 by current CEO Mark Zuckerberg, its mission is to bring the world a little bit closer by building communities through the power to connect (Moran, 2020). Today, Facebook is among the world’s most popular social media platform that is used to keep people connected to family and friends, to have grasp of global trends, and to express ideas and share issues of interest with others. Since its inception, the company has grown to become of the best in the world, not just in the tech industry, but also through the way it supports other industries including travel and tourism sector, hospitality, small businesses, and so on. It competes with Apple, Google, Amazon, and Microsoft in the technology companies industry and uses its large network as leverage to sell advertising Hoffmann, Proferes, & Zimmer, 2018). Through the leadership of Mark Zuckerberg, the company has grown to include nine additional companies. The leadership style used by the CEO has enabled creativity, innovation, and a focus on creating a new culture, not just in management and leadership but also in the way it relates to its customers.
Part 1
Leadership Style of Facebook’s CEO
The leadership style that Mark Zuckerberg uses is a transformational leadership style that effectively moves Facebook towards meeting its goal of giving people more power through creating and finding connections. Moran (2020) describes Zuckerberg as an aggressive and encouraging leader. Others have described his leadership style as transformational on the basis of how he demands consistency in innovative energy, creativity, and growth (Hoffmann, Proferes, & Zimmer, 2018). Zuckerberg is known to invite debates, challenges, and questions within different Facebook teams and departments. In his transformational style, he applies laissez-faire, autocratic, and democratic styles to manage employees (Chen, Lee, & Wang, 2020). Zuckerberg demands efficiency from employees but also requires and works on feedback, treating them fairly and equally for purposes of motivating them and creating a culture of tolerance, diversity, and growth. As a transformational leader, Zuckerberg combines several elements such as hard work, clear values, emotional intelligence, passion, work-life-balance, quest for learning, strong communication, and the ability to inspire. As an all-rounded leader, it is clear that Zuckerberg is a transformational leader focusing on changing how Facebook presents itself to external parties including its partners and customers, while ensuring an internal strategy that is transformative in nature.
The leadership style used by Facebook’s CEO has been instrumental in meeting the organizational goals of the company and propelling it to become one of the best in the world. Before delving into the leadership and management strategies, it is important to consider the organizational structure that has enabled Facebook to be unique even as other companies use a rigid or traditional format. Makris, Ferrante, and Mody (2018) define the organizational structure at Facebook as a variation of the recent democratic and free structures with a traditional setup and definition of labor and roles. The structure that is used at Facebook is adapted to the operational needs involving the core business of the organization: the Internet and information technology. This organizational structure has defined its composition and definition of roles, giving the CEO an opportunity to oversee operations in a structure that is more strategic. It uses a matrix corporate structure, defined by Auchter et al. (2018) as a firm with more than one line and area of reporting management. The employees have a number of managers and bosses. This information is important in defining the style that Zuckerberg uses because it means that more managers take the pressure off the traditional setup, through the creation of better coordination as well as shared technologies all through the organization. Therefore, function-based teams, product-based divisions, and geographic divisions have created a flexible corporate structure suitable for the CEO’s style of leadership that intends to create an innovative culture.
The Role of Mark Zuckerberg in Attaining Organizational Objectives
Zuckerberg provides leadership, an essential element of management that aids in maximizing efficiency and helping to attain organizational goals. Zuckerberg displays remarkable leadership behavior, one that emphasizes upon creating an environment that each employee excels and develops while ensuring efficiency and creativity as critical components of the process. Yamin (2020) opines that Zuckerberg’s transformational style creates an environment to drive and influence all group efforts towards the attainment of a certain goal in a manner that is coordinated and focused. One of the most important traits of a leader, one exemplified by Zuckerberg, is to sell a dream to the employees and make it understandable in a way that they understand their role and position in a larger perspective. As a leader, Zuckerberg clarifies and communicates the mission and vision of the organization of his groups and teams. The mission and vision effectively offer employees an understanding of the direction of the company and enables them to better understand their responsibilities and roles.
Zuckerberg, as a leader, has a role to offer a structured approach and to communicate plans and policies to the organization. A structured approach, according to Misra and Srivastava (2018), generates a plan of action that effectively aims to meet the organizational objectives. A critical part of this structure is ensuring that the organizational culture and structure of Facebook adheres to sustainability models, ensures a healthy and equal rights for various diverse groups, covers the large gender pay gap evident in the tech industry, and providing direction on corporate social responsibility (CSR). In his transformative leadership approach, Zuckerberg uses an inclusive planning process to offer the chance for individuals in the organization to contribute and identify, achieve, and understand clearly defined goals. Another major role of the CEO at Facebook is to imbibe values and a culture at the corporate level that has a vital role in ensuring the attainment of organizational goals. The leader’s enthusiasm and commitment towards various plans and programs shape the common organizational objectives and offers motivation and inspiration for people to perform better at a higher level (Zaman, Nawaz, & Nadeem, 2020). Therefore, Zuckerberg’s main role is to provide direction and encouragement to the entire organization enabling people to openly discuss and contribute new ideas that are creative and innovative with an aim to push the organization forward and create an environment that is positive for the betterment of the overall culture. It can be said that Zuckerberg uses the diversity and experiences of his team to improve on the organization on a daily basis.
Part 2
Analysis Leadership Styles and Skills of Mark Zuckerberg
The role of Mark Zuckerberg has been previously mentioned as that of being a communicator of plans and policies in a way that offers a structured approach, motivation, inspiration, and creates a benchmark for the rest of the stakeholders to follow in creating a culture of diversity and winning. His main role is to help the entire organization and its partners to remain focused even when there is crisis, and building a culture that requires every individual to grow individually in a close alignment with the organizational and personal goals. It is clear that the role of Mark Zuckerberg is to offer direction, to inspire and encourage, to motivate his team and to ensure that all members understand their role in the attainment of organizational success. This is a transformational leadership example. His style inspires positive changes to all members of the organization. Zuckerberg carries this role effortlessly with an energetic spirit, passionate character, and deep enthusiasm. He is a transformational leader because of how he is able to sell the ideas and dreams of the organization to the people and then motivate them towards attainment of these goals in a manner that is concerned and involved.
Good Aspects
Facebook CEO displays transformational leadership via intellectual stimulation, individualized consideration, inspirational motivation, and idealized influence (Shafi et al., 2020). Zuckerberg offers intellectual stimulation through challenging the status quo and the position of his company in the tech world. He is also very keen on ensuring that creativity and innovation are used as key competitive advantages amongst his followers. He has been successful in encouraging workers to explore newer and better ways of handling things and provides opportunities for them to learn and gain experience. Zuckerberg also provides evidence of individualized consideration by providing encouragement and support to individuals at the organizational level. To foster a supportive relationship, Zuckerberg maintains open communication so that every employee is free to challenge, discuss, or share ideas for the leadership to provide direct recognition of contributions made. Inspirational motivation is a clear vision articulated to the employees (Bonsu & Twum-Danso, 2018). Zuckerberg offers help and direction in terms of every individual understanding their role versus what the organization expects in terms of output and outcomes. Through inspirational motivation, Zuckerberg helps employees at Facebook to experience equal levels of motivation and passion to fulfil company-related objectives. Finally, idealized influence is a role model function that a leader holds in creating respect and trust from the followers (Alqatawenh 2018). Zuckerberg easily gets employees at Facebook to emulate his example in the way he takes on his role and helps to fulfil the ideals of the company.
The leadership style chosen by Zuckerberg is advantageous to his organization because it encourages positive development, exemplifies cultural standards in the organization, fosters an ethical environment with clear standards, values and priorities, and creates a culture that encourages employees to move to a culture of working together for their own interests and those held by the company. The main skills that Zuckerberg evidences including the ability to think differently as a leader, the conversion of his own ideas into policies and plans, critical thinking, choosing the right people for the organization, training equanimity, seeing mistakes as opportunities to grow, and encouraging others to contribute towards making the company the best it can be one step at a time. Zuckerberg has shown that adapting to the rapidly changing tech industry requires strong leadership and innovation as a way of gaining an edge over the competition. Overall, Zuckerberg has been consistent in his role as a leader and in displaying a skill set unique to his company and his followers.
Bad Aspects
The transformational approach that Zuckerberg takes in running Facebook has been known to have some disadvantages that, if left unchecked, could propel the company towards increasing costs related to high employee turnover, miscommunication, and poor management. First, Nielsen et al. (2008) found that a transformation leader is one that constantly challenges and throws away traditional concepts that are no longer beneficial to an organization. Zuckerberg is known to be an individual and a leader who is not very keen on maintaining the status quo. The bad aspect with this style is that there is a need for consistent and constant feedback. Without it, Facebook processes would most likely fail. Another problem with the style used by the Facebook CEO is that the employees must be aware of what the management wants and how to achieve it. Without such communication, business processes would come to a halt. The way that the Facebook CEO challenges conventional ideas and hierarchies whenever they do not fit in to his system can cause a disruptive cycle leading to negative outcomes. For example, rather than slotting people in roles on the basis of experience and age, he values the ideas of people in obvious and clear ways regardless of the age, gender, position, or age. While this thinking is important in creating diversity, it could mean that experienced people are overlooked by the system. He has been constantly removing barriers in the organizational culture of Facebook to enable more open communication, innovation, and creativity. The negative aspect is that it could lead to employee burnout and isolation.
Conclusion
In conclusion, the leadership style that Mark Zuckerberg uses is a transformational leadership style that effectively moves Facebook towards meeting its goal of giving people more power through creating and finding connections. Zuckerberg stands out in his ability to analyze the current situation of his company and create a vision towards growth and improvement. The main strengths of his approach include uniting employees towards a common cause, reducing turnover costs, creation and management of change, keeping the organization ethical and open, and promotes morale and motivation through improved communication and a breakdown of traditional hierarchies. The discussion above has shown that the leadership style used by Mark Zuckerberg has enabled creativity, innovation, and a focus on creating a new culture, not just in management and leadership but also in the way it relates to its customers. It has been instrumental in meeting the organizational goals of the company and propelling it to become one of the best in the world.
References
Alqatawenh, A. S. (2018). Transformational leadership style and its relationship with change management. Verslas: teorija ir praktika, 19(1), 17-24.
Auchter, A. M., Mejia, M. H., Heyser, C. J., Shilling, P. D., Jernigan, T. L., Brown, S. A., … & Dowling, G. J. (2018). A description of the ABCD organizational structure and communication framework. Developmental cognitive neuroscience, 32, 8-15.
Bonsu, S., & Twum-Danso, E. (2018). Leadership style in the global economy: A focus on cross-cultural and transformational leadership. Journal of Marketing and Management, 9(2), 37-52.
Chen, R., Lee, Y. D., & Wang, C. H. (2020). Total quality management and sustainable competitive advantage: serial mediation of transformational leadership and executive ability. Total Quality Management & Business Excellence, 31(5-6), 451-468.
Hoffmann, A. L., Proferes, N., & Zimmer, M. (2018). “Making the world more open and connected”: Mark Zuckerberg and the discursive construction of Facebook and its users. New Media & Society, 20(1), 199-218.
Makris, U. E., Ferrante, L. E., & Mody, L. (2018). Leadership Lessons: Building and Leading a High-Performing Clinical Research Team. Journal of the American Geriatrics Society, 66(7), 1258.
Misra, S., & Srivastava, K. B. (2018). Team-building competencies, personal effectiveness and job satisfaction: The mediating effect of transformational leadership and technology. Management and Labour Studies, 43(1-2), 109-122.
Moran, R. E. (2020). Examining switching power: Mark Zuckerberg as a novel networked media mogul. Information, Communication & Society, 23(4), 491-506.
Nielsen, K., Yarker, J., Brenner, S. O., Randall, R., & Borg, V. (2008). The importance of transformational leadership style for the well‐being of employees working with older people. Journal of advanced nursing, 63(5), 465-475.
Shafi, M., Lei, Z., Song, X., & Sarker, M. N. I. (2020). The effects of transformational leadership on employee creativity: Moderating role of intrinsic motivation. Asia Pacific Management Review, 25(3), 166-176.
Yamin, M. (2020). Examining the role of transformational leadership and entrepreneurial orientation on employee retention with moderating role of competitive advantage. Management Science Letters, 10(2), 313-326.
Zaman, U., Nawaz, S., & Nadeem, R. D. (2020). Navigating Innovation Success through Projects. Role of CEO Transformational Leadership, Project Management Best Practices, and Project Management Technology Quotient. Journal of Open Innovation: Technology, Market, and Complexity, 6(4), 168.