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The purpose of this paper is to identify and explore leadership capability for driving value co-creation in health-care service innovation. The leadership theories developed for leading within organization boundaries can no longer apply when customers and multiple participants are collaborating for innovative services. This study uses the dynamic capability theory to identify leadership capability that supports value co-creation in health-care service innovation.

Two case studies of Australian mental health organizations are used to identify co-creational leadership capability. These organizations have successfully embedded co-creational leadership capability in organizational systems and structure as the dynamic capability.

The study is among the first one to identify the leadership capability from a service-dominant logic perspective. Drawing from dynamic capability theory, six characteristics of co-creational leadership capability are identified, namely, creating a combined world view, creating a shared vision, facilitating an environment of trust, facilitating knowledge creation and knowledge sharing, empowering choice and facilitating collaboration.

This research has extended the leadership and the value co-creation literature by identifying co-creational leadership capability to drive value co-creation agenda for improving organizational results and performance.

This paper aims to explore the relationship between the concept of the learning organization and that of the co-creation of value.

The paper is conceptual in nature and draws on data from a case study of a small highly innovative Australian company.

The authors show that, from a value co-creation perspective, the learning organization can be viewed as an open, collaborative, social/economic actor engaged in social/economic activities with other interdependent actors (organizations or stakeholders) in a network or ecosystem of actors to serve its mission/purpose and the well-being of the ecosystem.

As a conceptual paper, the authors rely primarily on previous research as the basis for the argument. The implications of the findings are that, as value co-creation practices are founded upon the generation and leveraging of specific intangible capital resources, more research located in alternative research paradigms is required.

There are important implications for organizational leadership in that the practices that underpin value co-creation require the leadership to be able to work constructively with multiple forms of systemic and agentic power.

In increasingly turbulent and hyper-competitive global operational contexts, sustainable value creation is becoming recognized as a collective achievement within a broad eco-system of collaborators. This has implications for the relational capabilities of all collaborators.

The authors introduce a new perspective on the role of power management in the facilitation of the co-creation of value. Arguing that value creation is becoming recognized as a “collective achievement”, they focus on the collaborative practices that enable such an achievement.

Through his call to “reverse the lens” in leadership, Shamir (2007) helped trigger the emergence of followership theory as a new field of study in leadership research. While followership theory brings exciting new opportunities to leadership studies, it also introduces theoretical and conceptual challenges for researchers. In this chapter we address these challenges by showing how followership can be positioned fully within the leadership construct. We extend Shamir’s (2007) call for a balanced view in leadership by showing how followership theory adds new perspectives on the ways in which we can study leadership as a dynamic, fluid, relational process. The alternative views we present (e.g., position, role, identity, constructionist, and co-creation) approach leadership study from a range of paradigmatic perspectives that allow us to more fully capture the behaviors, interactions, relational dynamics, and processes through which leadership and followership are created and constructed. We conclude by reflecting on Shamir’s legacy as a scholar, and the contributions he made through his willingness to not only open his mind, but also to constructively challenge alternative perspectives and views.

The purpose of this paper is to identify constraints and possibilities to develop a value-based leadership in manufacturing using storytelling as a co-creative method and process.

A multi-site case study was conducted in which storytelling was used as a data collection tool and co-creative process to explore dimensions in the company’s cultures that could provide a deeper understanding about the constraints and possibilities that exist for developing value-based leadership in manufacturing.

Storytelling has a positive impact on leadership and communication highlighting important aspects of the organizational culture to support sustainable development and innovation.

This study demonstrates how storytelling can be used by leaders in manufacturing to build cultures of innovation and sustainability. And identifies constrains and possibilities for developing value-based leadership.

The purpose of this paper is to understand the process of value co-creation by examining festival attendees’ perspectives of their festival experiences. Service-dominant logic (SDL) is used as a framework to understand the how value is co-created in the festival setting.

Using a SDL approach and personal meaning mapping methods, this research offers insight into how value is co-created by the attendee, festival, and influential others.

This research found that personal, social, cultural, physical, place, and arts presentation domains come together to add value to the festival experience.

This research adds insight into the value co-creation process if festival settings. SDL is examined in relation to findings and re-conceptualized based on findings. This research was not intended to generalize all performing arts festivals but instead provided a detailed descriptive account of the experiences offered by performing arts festivals examined.

These findings contribute to the understanding of how co-created experiences can be developed, marketed and managed and provide insight into areas of future research to better understand the co-creation process in event contexts.

By providing a framework for understanding the festival experience, employing SDL, and using of experiential assessment methods across festivals, this research fulfils an identified need for an in-depth understanding of the co-created meanings of festival experiences.

The purpose of this paper is to understand the influence of leadership programmes on leaders and co-workers, as well as which mechanisms are involved in the process.

An analysis was done into 431 free-text answers to questionnaires given to 120 participants in two different leadership programmes and their co-workers six months after their participation, using a grounded theory inspired approach.

The result is a model, linking internal psychological and external behavioural aspects, with the central outcome that leaders gained more confidence in their leadership role through theoretical models learned, and reflection.

The course participants as well as the co-workers seemed to experience a positive leadership development indicating a value of participating in the courses.

Confidence in leadership role seems important for having positive outcomes of leadership. Although this needs further research, it is something organisations should consider when working with leadership questions.

The co-workers perceived their leaders to be calmer, more open for discussions, and willing both to give and receive feedback post training. There appears to be an increase in trust both in the leader and reciprocally from the leader in the co-workers.

Until now there has not been any systematic research into the effects on participants and co-workers following the programmes, despite the fact that over 100,000 have participated in the courses.

During the past decade, there has been a steep increase in the scholarly literature on Machiavellian leadership. However, no systematic literature review has been conducted to synthesise, analyse and identify the trends, tensions and gaps in Machiavellian leadership. Therefore, the authors examine empirical studies published in peer-reviewed journals since 2000, with an impact factor of Q2 or above in the SCImago ranking list. This paper aims to discuss the aforementioned objective.

Using the systematic literature review approach, a review protocol was developed to define the focus of the study, the search strategy and the criteria for inclusion and exclusion of studies in the review process. The authors developed a keyword search query using terms “Machiavellian” OR “Dark Triads” and “leadership”. The authors’ search was limited to publications in the English language and with the search terms in either the abstract or keywords of the publication. The review consisted of 576 peer-reviewed scholarly journal articles, out of which 53 articles were selected for the final analysis.

The analysis reveals how the unidimensional nature of most studies and limited contextual and ontological orientations curtail the development of the relational perspective of Machiavellian leadership. The authors propose a way forward, new insights and opportunities for future research in the field.

This is the first systematic literature review on Machiavellian leadership. Although the research in Machiavellian leadership is reaching a stage of maturity, this review exposes limitations and gaps in research.

When public employees demonstrate ambidexterity in serving customers, through efficiently providing customers with current public services as well as exploring ways to create more, new public service solutions for customers, they may activate customers’ co-creating value with the public organization. The purpose of this research is to examine the role of public employees’ individual ambidexterity in promoting customer value co-creation. This research also seeks to investigate the levers behind individual ambidexterity, including ambidextrous leadership as an antecedent and public service motivation (PSM) as an enhancer for the leadership effect.

Public employees from public legal service agencies and customer companies they had served have been invited to participate and provide data for this research. The data collated have been analyzed using multilevel structural equation modeling approach.

Ambidextrous leadership was positively associated with frontline public employees’ individual ambidexterity. This positive association was enhanced by PSM among frontline public employees. In turn, frontline public employees’ individual ambidexterity demonstrated a positive link with customer value co-creation through the mediation mechanisms of customer–employee identification and customer–organization identification.

This research extends and marks the convergence between ambidexterity and customer value co-creation research streams.