Ledeledelse

Ledeledelse is a management concept used in Norwegian and broader Scandinavian organizational studies to describe leadership that is exercised across multiple levels of an organization. It emphasizes how leaders at different tiers—top management, middle managers, and team leaders—coordinate, develop, and empower others to achieve strategic goals. The term underlines that effective leadership is not confined to a single position but is distributed throughout the organization.

The aim of ledeledelse is to build leadership capacity, ensure alignment with strategy, and create a sustainable leadership culture. This involves developing leaders’ competencies, clarifying roles and decision rights, and establishing processes for succession, talent development, and accountability. By actively supporting leadership at all levels, organizations seek higher adaptability, better change management, and improved performance.

Common elements associated with ledeledelse include leadership development programs, delegation and empowerment, governance structures that specify who leads what, and feedback mechanisms to learn from practice. It often incorporates concepts from distributed leadership, transformational leadership, and coaching approaches. Practical methods may involve mentoring, action learning, 360-degree feedback, and regular development dialogues. Outcomes typically cited include higher employee engagement, stronger alignment with strategy, and smoother execution of initiatives.

The concept is used in both public and private sectors in Norway and neighboring countries, particularly in contexts that emphasize organizational learning and capacity building. Critics note that ledeledelse can blur accountability if not well defined and may be difficult to measure. Proponents argue that it offers a pragmatic framework for cultivating leadership throughout an organization.