FROM LEADERSHIP TO HOLDERSHIP: A PARADIGM SHIFT IN ORGANIZATIONAL DYNAMICS

Abstract

This article investigates the evolution of leadership, delineating the shift from traditional hierarchical and leader-centric approaches to the emerging concept of “holdership”. Drawing from Winnicott’s perspective, the aim is to provide an initial description and comprehension of the notion of holdership, outlining its principles and characteristics in contrast to conventional leadership paradigms. The introduction of the concept of holdership serves as a response to gaps in traditional leadership theories, with the potential to enhance our understanding of organizational dynamics and drive transformative changes within organizations. To achieve it, a methodology involving literature review and in-depth case study analysis is adopted, with a focus on selecting relevant publishings. The findings affirm the applicability of holdership in the current landscape of business and management, particularly within innovation-oriented organizations. Holdership promotes leadership grounded in authenticity, ownership, collective responsibility, transparency, and psychological safety. This article advocates for the adoption of holdership as a lens for analyzing contemporary organizational dynamics influenced by ongoing socio-cultural, economic, and technological transformations. Emphasis is placed on the role of context while highlighting the limitations of charismatic and leader-centric leadership models. Ultimately, holdership is presented as an alternative perspective on leadership, fostering authenticity, innovation, and collective responsibility.