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BUSINESS & MANAGEMENT STUDIES:
AN INTERNATIONAL JOURNAL
Vol.:8 Issue:2 Year:2020, 1455-1478
Business & Management Studies: An International Journal Vol.:8 Issue:2 Year:2020, 1455-1478
ISSN: 2148-2586
Research Article
Bu makale, araştırma ve yayın etiğine uygun hazırlanmış ve intihal taramasından geçirilmiştir.
Citation: Akkaya, B. & Yazıcı, M.A., Comparing Agile Leadership With Biomimicry-Based Gray
Wolf: Proposing A New Model, BMIJ, (2020), 8(2): 1455-1478 doi:
http://dx.doi.org/10.15295/bmij.v8i2.1480
COMPARING AGILE LEADERSHIP WITH BIOMIMICRY-BASED
GRAY WOLF: PROPOSING A NEW MODEL
Bülent AKKAYA 1 Received Date (Başvuru Tarihi):
19/04/2020
Ayşe MERİÇ YAZICI 2
Accepted Date (Kabul Tarihi):
11/05/2020
Published Date (Yayın Tarihi): 25/06/2020
In the article, the first author is in the role of Corresponding Author.
ABSTRACT
Keywords:
Agile Leadership
Agile Leadership Dimensions
Biomimicry
Grey Wolves
JEL Codes:
M10, M12, O32, Q57
Biomimicry is a modern interdisciplinary approach that motivates leaders by
nature to use its applications. Leadership is not only a subject of study in biology but also in
all social sciences. This research focuses on understanding the mechanism behind the
coordinated behaviour observed in mobile animal groups in order to assess the impact of
leadership models in biology and sociology on group behaviours. In this context, this study
aims to reveal the common grounds and to establish bridges between agile leadership and
biomimicry by using a new model on grey wolves. The research was done by qualitative
analysis method including current literature. The findings reveal that there is a strong
relationship between characteristics and qualities agile leadership and of wolves. It is resulted
that natural and biological cycles inspire on the leadership models. Understanding this
differential impact and the ability of leadership is the key to appreciate the function of group
organizations in collective animal systems.
ÇEVİK LİDERLİĞİN BİYOMİMİKRİ TABANLI GRİ KURT İLE
KARŞILAŞTIRILMASI: YENİ BİR MODEL ÖNERİSİ
ÖZ
Anahtar Kelimeler:
Çevik Liderlik
Çevik Liderlik Boyutları
Biyomimikri
Gri Kurtlar
JEL Kodları:
M10, M12, O32, Q57
Biyomimikri, liderleri, doğası gereği uygulamalarını kullanmaya motive eden
modern bir disiplinlerarası yaklaşımdır. Liderlik sadece biyolojide değil, tüm sosyal
bilimlerde de bir çalışma konusudur. Bu araştırma, biyoloji ve sosyolojideki liderlik
modellerinin grup davranışları üzerindeki etkisini değerlendirmek için mobil hayvan
gruplarında gözlemlenen koordineli davranışın arkasındaki mekanizmayı anlamaya
odaklanmaktadır. Bu bağlamda bu çalışmanın amacı, gri kurtlar üzerinde yeni bir model
kullanarak ortak temelleri ortaya çıkarmak ve çevik liderlik ile biyomimikri arasında köprüler
kurmaktır. Araştırma, güncel literatürü içeren nitel analiz yöntemi ile yapılmıştır. Bulgular,
kurtların özellikleri ve nitelikleri ile çevik liderlik arasında güçlü bir ilişki olduğunu ortaya
koymaktadır. Doğal ve biyolojik döngülerin liderlik modellerine ilham verdiği sonucuna
varılmıştır. Bu farklı etkiyi ve liderlik yeteneğini anlamak, grup organizasyonlarının kolektif
hayvan sistemlerindeki işlevini takdir etmenin anahtarıdır.
1 Dr. Lecturer, Manisa Celal Bayar University, bulent.akkaya@cbu.edu.tr, https://orcid.org/0000-0003-1252-9334
2 Phd. Student, Istanbul Aydın University, aysemericyazici@hotmail.com, https://orcid.org/0000-0001-6769-2599
Bülent AKKAYA & Ayşe MERİÇ YAZICI
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1. INTRODUCTION
Man has always been inspired by the designs in nature ever through the course
of history. The elements, mechanisms, organisms and structures in nature have
recently been studied by a number of scientists (Kim and Park, 2018). Biological
systems are the products of 3.8 billion year old process (Volstad and Boks, 2012;
Ginsberg et al, 2013; Benyus, 1997; Kennedy, 2015). This notion has transformed into a
scientific discipline when biomimetic applications were studied in modern science
(Ball, 2011; Benyus, 2002). Recent innovative designs inspired by biomimicry are all
products of systematic studies (Luke, 2014). The basic methodology of biomimicry is
based on understanding the principles of biological process or biological adaptation
and thus integrating these features into the product (Agnarsson et al, 2009; Assous et
al, 2008; Bar-Cohen, 2006; Epstein et al, 2010; Holten-Anderson et al, 2011; Gattiker et
al, 2005; Schmitz et al, 2012). Although the twentieth century had a reputation of being
the age of physics, the twenty first century is the age of biology. Biology is known one
of the main facts for the 21 st century. Biology is measured by the size of its project
budgets and workforce or the outcome of the great discoveries. And biology will
remain as the greatest part of science throughout the twenty first century, biology is
considered more important than physics due to its financial and ethical outcomes since
it can be measured by human welfare (Aziz and El Sherif, 2015).
In line with this information, it can be said that this research is applicable to a
wide range of management and leadership functions and requirements such as
strategy, production design, innovation, sustainability, collaboration, motivation,
leading etc. and it is rather hypothetical and thus has no direct practical consequences
and implications. It is worth describing the fundamental principles of nature with a
record of sustainability of 3.8 billion years (Dargent, 2011). The rapid advancements of
the physical world eventually led to an advancement in business enterprises and it has
been more difficult for the organizational structures to adapt to this change. Some
leaders are capable of accomplishing this difficult task whereas others have been
trying to determine new strategies for themselves within different system of thinking.
All impacts of change- predictable or unpredictable- have been about the whole
balance within the system, sustainability, consistency and durability. Therefore, there
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has been a process of change observed in the business world as in nature. While change
is on the rise within the system, the whole ecosystem has been subject to a self –
sustaining transformation. As a result of change, organizations are on the way to
differentiating the strategic model style and leadership style while adjusting
themselves to this ecosystem (Dinwoodle et al, 2014).
This research puts forward that biomimicry can be an essential framework for
a sustainable business environment since it has a capacity to create various strategies
for leadership and business management: This has been applied in nature for the last
3.8 billion years.
As mentioned in Ulgen and Mirze (2018), “the organizations need to adjust
themselves into the environment like biological species and those who fail to do will
cease to exist”. When there is a tangible problem in nature, a leader to change the
ecosystem will intervene to solve the problem. The ecosystem has an integrated
network of players and the leader will simultaneously perform “inside-out” and
“outside-in” strategies, which will eventually lead to an observable change in
behaviours since it will trigger a gradual and long-term systematic change in the
environment. In other words, there is so much to learn from the transitional change
samples in nature for the leadership model in enterprises (Battilana and Casciaro,
2013). List and Vermeule (2010) model the decision-making processes observed in
honeybee organizations and looked for signs of. O’Malley (2012), on the other hand,
stated that a system similar to the Delphi technique based on the honeybees will offer
faster and more powerful decision-making mechanism which can be used to reduce
the possible risk factor. Nayyar et al. (2019), state that unlike lions and monkeys, self-
organizing behavior is not observed in fish. Tofield (2002) observed that while termites
perform a job, leaders are well organized and decide how to perform that particular
job. In amoeba organizations, the leadership structure includes team leaders and teams
of small or organizational units that organize themselves (Schatten and Žugaj, 2011).
Zhang et al. (2013) stated that in flock intelligence, no central control structure is
observed; however, the interaction between the members leads to a global behavior.
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It is noteworthy to underline the fact that there cannot be a single
comprehensive business management model since the business environments,
leadership thinking models and operating models can vary in an ever-changing world.
The business environment is becoming incredibly complex and unpredictable,
therefore, agile leadership theory and biomimicry can be modelled by the business
organization in order to keep up with this complexity. This research focuses on six
qualities of agile leadership as well as agile leadership models observed in nature such
as grey wolves.
At the gate of the 4th wave of the industrial revolution; it is necessary to develop
a new understanding regarding the future of human labor based on new leadership
styles for organizations. As seen, organizations must resist the rising competition more
effectively than their competitors. How will the nature of human work be in this rising
competition of the forthcoming future? This problem has not been answered yet.
Scientific management is trying to transform to answer the emerging requirements of
different leadership styles but not to re-organize work in an agile leadership and
mimicry in perspective of grey wolves. Based on this light, the authors, firstly, will
define agile leadership and its sub-dimensions based on previous literature. Then, the
mimicry in perspective of grey wolves will have been analyzed. Next, agile leadership
and mimicry will be linked in methodology section. Finally, authors will discuss and
suggest for future studies.
2. THEORETICAL BACKGROUND & LITERATURE REVIEW
Leadership is one of the most widely used terms in social science research.
Many scientists and researchers have studied on that term through the course of
history, especially management science. Because of varied historical and academic
backgrounds of those researchers, many different kinds of leadership styles emerged.
Stogdill (1950) stated that it dates back to 1300s. It has almost as many definitions as
the researchers who attempted to define it (Stogdill, 1974). Since then, it has been stated
and defined many times and in many ways. While some of those researchers focus on
one aspect of the leader or leadership itself, the others focus on behaviours of leaders.
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Malik and Azmat (2019) said that “A leader is supposed to have the ability not
just to manage or control the people, but also to inspire them; not only meeting goals
and targets, but also able to create new goals and modify the existing ones according
to the changing time, needs and challenges” (p.24). Sudden changes, uncertainties and
unexpected developments are some of the most important problems in today’s
competitive environment. In other words, companies are in a complex matrix
situation. This situation, which is called VUCA, has four main variables: volatility,
uncertainty, complexity, ambiguity (Bennett and Lemoine, 2014). Therefore, it is
critical for companies to be proactive and agile instead of reactive and traditional.
Companies can achieve it by being agile (Lawrence, 2013). Therefore, leader is the key
element in VUCA.
Leader is a person that sets goals for his/her followers or teammates, and then
leads or rallies them to achieve those goals. It is about leaders’ ability to motivate,
encourage and bring hope to his/her followers. Leader plays an important role in
helping an organization in meeting its targets and objectives. Hicks and Gullet (1975),
Cuban (1988) and Bass (2019) defined leaders as the person inspiring, motivating
controlling, managing and instructing followers to achieve their targets. Erickson et al.
(2015) added that targets of a leader are not for organizational benefits only, but for
the development and growth of his/her followers as well. Hemphill and Coons (1957)
and Mitchell (2019) defined leader as the person having behaviour of an individual
when she/he is directing the activities of a group towards their targets. Jacob and
Jaques (1990) supported them by description of leader as the person having purpose
or meaningful direction and causing willing effort to achieve purpose. Prentice (2005)
stated that a leader collaborates with his/her followers to achieve particular ends.
Success is the most important concept in this collaborating.
Leader can be defined as the person who directs the activities of his/her
followers. Leader has some direction through moving a group (Kotter, 1988),
organizing groups (Stogdill, 1950) and directives of the organization (Katz and Kahn
1978). Silva (2016) stated that leader is the person that some people accept him/her as
their leader to achieve common goals.
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In the light of the previously mentioned definitions a leader can be defined as
the person who has ability to direct, motivate, inspire and share responsibility with
his/her followers to achieve their goals.
Companies must rethink how their teams work together and apply a modern
approach to work with new systems and models, enabled by the right tools. As
Gobillot (2010) stated that leaders must make them agile to ensure that their
organizations are resilient to context change. It shows that leadership and agility are
closely related for company to meet their goals and targets even to survive their
existence in today’s competitive environment. However, the success, survival and
achievement of a company are effective if it is managed and implemented by a
successful leader. Leaders play a key role in helping an organization in meeting its
goals (Malik and Azmat, 2019) and direct impact management process beside
organizational structure (Jermsittiparsert and Srihirun, 2019; Kılıç and Günsel, 2019;
Tetik et al, 2019). Because it has become clear that even if these are determined, it may
not be successful whether it is used in the wrong time or wrong place. Therefore, an
agile leader is needed. Agile leader is the person who determines the mission and
vision of the company with all the people in contact (colleagues, followers, staff etc.).
He or she can make strategic, sudden and proactive changes for the future and provide
competitive advantage. The abilities of the agile leader to maintain the existence of
organizations and manage them by predicting future uncertainties demonstrate the
importance of agile leader.
2.1. Agile Leadership
Agile leadership is a postmodern style of leadership (Akkaya, 2020). Agile
leadership is about the process to change or not to change. Agile leadership is more
dynamic and evolving. Moreover, different people within the same group can assume
leadership role depending on conditions and requirement.
Khan et al. (2015) said, “Successful leader is one who is flexible to adapt to the
differences among the groups and the changing situations”. Here flexibility is also
added as an important quality of an agile leader. Bass (2019) said, “The primary
purpose and value of a leader and leadership practice is to inspire others, deemed
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followers, to willingly engage together to achieve a goal” (p. 1). Here again, key words
seem to be “inspired” and “willingly”, clearly suggesting a leader is not a dictator, but
motivator. Bass (1990) added that any member of the group could exhibit some
amount of leadership.
Agile leader has some qualities, principles values, notions, ideals that enable
leader to think specific and creative. These are some qualities that differentiate agile
leaders from others. Hereby, people would be willing to follow him/her.
It is not a routine or systematic desk projection plan that feeds an agile leader;
the main thing that feeds an agile leader is proactive experimentation and creative
efforts to search for the fastest and most appropriate solutions to the needs of the
moment arising from the environment and technology. With his/her team away from
detailed imitations and arrogant behaviors, his/her continuous brainstorming can
develop innovative methodologies and solutions. Agile leaders can develop different
transformational processes that they follow, by adapting solutions to the technology
era and change with their innovative behaviors and attitudes. These technological
needs are strange and unfamiliar to other managers and leaders, so their logic can
hardly be understood and accepted. For example, they are aware of the complex
situations that come from technological changes in dynamic environments and
necessarily apply to new methodologies to solve them.
2.1.1. The Qualities and Dimensions of Agile Leader
In a conceptual framework developed by Coleman (2017), consistency and
agility are proposed as pillars for agile leaders to effectively implement the core values
of their business and adapt to market changes. In the view of Holbeche (2015), the
foundations and resilience of organisational agility hinge on two main values-based
leadership and shared leadership theories as key drivers which are closely related to
characteristics’ of agile leadership. In literature, these studies are fruitful to shed light
on the importance of agile leadership and its characteristics. However, the more details
about characteristics of agile leadership can be diagnosed in the work of Joiner and
Josephs (2007). Agile leaders are creative and can find solutions for the problems
encountered in the organization, can adapt quickly to changes and developments,
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cooperate with employees, make mistakes, is reliable, trusting employees, and turns
crisis into performance (Ferreira et al, 2012; Collyer and Warren, 2009). In the light of
these important researches we realized that agile leadership has some original
characteristics. And we summarized six characteristics for agile leadership (see Figure
1). Agile leader has quickness, change, flexibility, proficiency, collaboration,
consequent and self-awareness abilities. S/he is a group leader. S/he focuses on
teaming and cooperation. S/he shares information with all team members. The
characteristics of agile leadership is explained below.
Quickness: It is about time agility. The leader responds expectations as soon as
possible. The leader decides fast, learns fast, improves fast, applies fast, adapts fast.
The leader does not focus on mistake. To do mistake is normal process but not to learn
from mistakes is not acceptable. So to make mistake fast and to correct them faster.
The leader knows that to respond the needs and expectations of customers in
changeable environment is the key for companies to survive.
Change: It is about change and complexity agility, which is unpredictable
today. Therefore, the unpredictable projects are not possible to plan through which
change is inevitable. The leader responds to the expectations and needs of customers
according to this changeable and complexity environment. The leader is overanxious
and curious to think, to learn new things and to learn improvement to meet those
expectations and needs. The leader not only enjoys new experiences, is eager to know
new things, methods, and deals effectively with the uneasiness of change but
encourages the followers to do those as well.
Flexibility: It is about resource agility. The leader is aware of how to benefit
from resources (human resources, material, products, management principles, plans
etc.). Agile leader is quite flexible in using all resources of company. When needed, the
leader changes position, team and even the department of the staffs. A great agile
leader understands that resources are a source or supply from which benefit is
produced (Overeem, 2015). The leader is willing to take risks and tries to get rid of
what hinders success.
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Proficiency: It is about mental and creative agility of leader. The leader has
dissimilar thinking and ability to find innovative ideas and solutions to problems. In
other words, the leader thinks critically to solve problems that are even more complex
and finds solution by making new connections. Madore and Spayd (2019) stated that
the leader’s ability is to relate to others in a courageous and high-integrity manner.
This dimension is composed of integrity and authentic. The leader has the ability to
inspire and motivate others by his/her high-integrity manner and behaviours instead
of verbal expressions.
Team Collaboration: It is about team of the staff’s and employers’ agility. It is
all about true collaboration and trusting each other. Some researches refer to the need
of collaborative, systematic and strong leadership for better leadership, which may be
succeeded by team collaboration (Atkinson et al, 2015). The leader understands and
knows how to relate with the other people and tries to overcome with problems by
multiply collective performance. Pieterse et al. (2019) propose that teams low in self-
managing teams require that team members are aligned in their goal orientations.
Samba et al. (2019) also advocate for strategy research that focuses on the notion of
team. Team collaboration not only enables a greater potential to appreciate lived
experience and different worldviews but it can also stimulate learning across
disciplines as well (Bolden et al, 2019). Madore and Spayd (2019) stated that the
leader’s capability is to relate to others in a way that brings out the best in people,
groups, and companies. It is composed of caring connection, team play, collaborator,
and mentoring, developing, and interpersonal intelligence. Overeem (2015) states that
an agile leader never asks how to manage the team; in contrast, s/he asks what the
team needs in order to manage itself. It is quite important because if teams do not
know velocity, manager cannot create a product roadmap with release dates. And
without it, the company might fail and investors could lose their money (Henrik et al.,
2007). The leader is a part of the workplace with the teams in which the real things are
created. S/he has a strong communication with staff and employers, focuses on
developing them. S/he respects and trusts them that give them confident and real
empowerment.
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Consequent and Self-Awareness: It is about result agility. The leader inspires
teams to deliver results in first situation and exhibits a position that builds confidence
among them and with leader, too. The leader reflects and knows them in a good way,
and is aware of their capabilities and their impact on others. Madore and Spayd (2019)
stated that the leader’s orientation is to ongoing professional and personal
development, and the degree to which inner self-awareness is expressed through high
integrity leadership. This dimension is composed of selfless leader, balance,
composure and personal learner. Moreover, the leader’s ability is the extent to which
the leader offers visionary, and high achievement leadership such as strategic focus,
purposeful & visionary, achieves results, and decisiveness. Here agile leader takes
personal responsibility for the outcomes that matter most. Agile leader primary
focuses on one project. After completing it, the leader starts a new one. The leader does
not try to finish many projects at the same time. The leader believes that commitment
to making a significant difference by finishing project. The leader has positive attitudes
to complete the current project all times. S/he encourages collaborative engagements
and putting others needs first to complete it. The leader develops himself/herself by
capabilities across these dimensions. S/he can be more active with a strategic agility
potential.
2.2. Biomimicry
Biomimicry inspiration from nature (Benyus, 1997; Passiono, 2005).
Characteristic features and functions of many living things have been used in designs.
Shinkansen 500 Bullet Train modeling Kingfisher's beak design, Inspired by shark
skin, Speedo's swimsuit production (Dündar, 2019) self-cleaning lotus leaves
(Özdoğan et al, 2006; Primlani, 2013; Altun, 2011), glues inspired by lizard's feet
(Autumn et al, 2000, 2006; Volstad and Boks, 2012), these are just a few examples of
inspiration from nature.
The term biomimicry derives from the Greek word 'bios' (life) and 'imitation'
(imitation). (Çırpı and Sev, 2015; Minsolmaz Yeler and Yeler, 2017; Volstad and Boks,
2012). The term “biomimicry” was used in 1957 by Otto Schmitt. First, cybernetics and
bionics are referred to. Therefore, the term bionic is used to refer to the same field as
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biomimic. A complete understanding of the functions and principles of organic
structures eventually led to the production and design of materials and commercial
interests in areas such as engineering, materials science and chemistry. (Zorica et al,
2015)
Biomimicry is a scientific discipline that includes all kinds of “systems inspired
by man-made materials, tools, mechanisms and natural systems” (Altun, 2011). The
basic principle of biomimicry is to replace the question 'how can we produce better
solutions to our problems' with the question 'how can we do better' (Primlani, 2013).
With the advancement of technology, new organizational structures are needed to
communicate and produce productive results in the new global world. How these
societies can organize themselves is not just a question for people. Some social insects
such as bees and ants have been involved in social organizations for 200 million years.
(Fewell, 2015). These social insect groups follow a set of general organizational
principles.
2.3. The Relationship Between Agile Leadership And Biomimicry
Neither the strongest nor the most intelligent, but the species that the most
responsive to change can survive (Robinson, 2010, cited in Celep et al, 2017). In today’s
dynamic and changeable world, companies must be more aware towards
environment. Uncertainty and complexity is one of the most remarkable characteristics
of competitive environment in the future. Many firms appear cautious and are not
relying on growth being sustained so hose firms need to be capable of responding
quicly to changes (Atkinson, 1984). Flexibility and quickness become most important
strategic decisions for companies that have the power to live (Volberda, 1997; Syrett
and Devine, 2012). It can be achieved whether employees can participate in and initiate
change and in turn change( Lundin and Lancaster, 1990). This is about agile leadership.
Nature’s way to provide flexibility and get over from complexity is to have variety by
transfer authority from central to local and share ecosystem. That method may apply
to business life (Hutchins, 2013-B, cited in Celep et al, 2017). By that way companies
can find opportunities and solutions in uncertain and complexity environment.
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In this context this paper critically reviews and analyses some of the most
commonly characteristics of agile leadership and biomimicry in perspective of grey
wolves.
3. METHOD
The primary purpose of this research is to explore whether there is a link
between agile leadership and biomimicry. A descriptive research method is taken into
account to illustrate nature and dealt with literature review. The study departs from
previous studies by using empirical reviews to depict the significance of agile
leadership and its dimensions’ relationship with grey wolves. Firstly, we reviewed the
literature about leadership and biomimicry. We tried to find which kind of leadership
and which leader animal behaviours are similar. We found that agile leadership and
grey wolves have nearly the same characteristics. Therefore, we researched and
reviewed in detail about these characteristics. Specifically, the concept and evolution
of agile leadership and its dimensions is explored and the nature of biomimicry is
discussed in sampling grey wolves within its characteristics. In other words, we
screened agile leadership theory for relevant to the biomimicry themes in the
framework of grey wolves. In addition to that, we reviewed biomimicry and agile
leadership literature, within the scope of leading and managing change. We compared
the characteristics of grey wolves with the characteristic’s agile leadership
methodologically.
4. RESULTS
Leadership expectations are trending among employees, students and scholars.
The first expectation is to understand the concept of sustainability in order to create a
mentality well enough to support economic and social change. Although the concept
of contemporary leadership has to have strategies to deal with employees within an
organization is controversial. A science inspired by nature is capable of providing us
with the answers. When the nature is observed, it is possible to create a successful
structure within an organization through team work (Celep et al, 2017). A concept of
leadership inspired by nature focuses on cooperation and perception. As Katz stated;
“A great team work comes out when the individual members of the team do their best
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to bethe best not in their team but for their team”. When working in a team, it is
important to consciously keep the morale and motivation up for the team, which
encourages synergy (Katz, 2013). Behavioral patterns in natural world can provide us
with possible leadership theories. For instance; the grey wolf pack does have
similarities to the behavioural patterns observed in agile leadership. The most typical
feature of agile leadership is to trust in the common intellect and mutual decisions,
instead of following the norms ordered by the superiors.
The social hierarchl order of the wolf pack is important for the internal
management and hunting behaviour (Tu et al, 2019). Managers have mastered the
level of agility needed to continuously handle the volatile world economy today.
Strategic thinking can be developed since it is consistent process of learning.
The power to understand the ecosystem is important for the leaders and superiors to
have a true grasp of the strategic environment (Kanwal et al, 2012). The enterprises
capable of having superior performance rate in time are also capable of inventing,
rediscovering and transforming their business models in accordance with the dynamic
nature of their business ecosystem. The leaders in such enterprises define the
shareholder groups, which is critical to manage the change and they build tools of
critical change within the institution. Living beings leading to change help the
organizations adapt themselves into changing environment and furthermore, they can
provide a more dominant, more widespread and more self-sufficient change
(Dinwoodle et al, 2014). Reddy and Reddy (2019) developed Grey Wolf Optimization
method which imitates the superiority ranking and feeding mechanism of grey wolves
in nature. This method has been proposed and implemented for finding the economic
dispatch with various fuels and valve-point loading. Reddy and Reddy (2019) and
Pradhan et al. (2016) stated that wolves have some strategic abilities which are listed
below:
• Searching for prey strategy: the initialization search agents segregate based
on their fitness values and recombine after they find the prey.
• Encircling prey strategy: seeking a prey, search agents surround that prey
and the surrounding behaviour.
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• Hunting strategy: Search agents focus on hunting. The hunting is generally
guided by types of search agents. Among these, provides the best candidate solution.
• Attacking prey strategy. After completion of hunting, search agents attack
the prey. Based on the position of grade search agents, the leader allows the search
agents, i.e. search agents to update their positions to attack the prey.
Johnson (2010) stated that wolves are characterized by leadership that every
leader in the business world today would admire. These characteristics are similar to
characteristics of agile leaders (Table 1 and Figure 1).
Table 1. Common Characteristics of Wolf and Agile Leader
Wolves
Agile Leaders
Sense of Urgency
Quickness
Insatiable Curiosity
Change
Patience
Flexibility
Strategy & Planning
Proficiency
Teamwork
Team Collaboration
Wolves Never quit
Consequent and Self-Awareness
Figure 1. Common Characteristics of Wolf and Agile Leader
5. DISCUSSION
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The relationship between agile leadership and grey wolf pack model is
analyzed in this research.
Within the hierarchy of leadership, the grey wolf algorithm simulates the
hunting mechanism of grey wolves as a method of searching and adapting. Thus, it
categorizes solution groups into a certain hierarchy (Mirjalili et al, 2014). The
hierarchal structure seen in a pack grey wolves is consisted of alpha, beta, delta and
omega. The alpha class represents the leader wolf in charge of making decision for the
hunt and other acivities; and thus, it is on the top of the pyramid. The beta class
represents the group helping the alpha make decisions. They rank the second in
hierarchy. The omega class represents the lowest and the delta class represents any
wolf that doesn’t belong to any of the categories above (Koc et al, 2018). Additionaly,
Mallick et al. (2016) summarized and listed grey wolves pack as below:
• Alpha is leader and in the top level of pack.
• After alphas beta are the second level of grey wolf.
• After beta the third level of wolf is omega.
• The last level of wolf is delta.
Joiner and Josephs (2007) state that every new agility level reflects an ability to
effectively adapt to a higher level of change and complexity. They stated that an agile
leader has five distinct levels:
Expert (“Tactical, problem-solving orientation. Believes that leaders are
respected and followed by others because of their authority and expertise”),
Achiever (“Strategic, outcome orientation. Believes that leaders motivate others
by making it challenging and satisfying to contribute to larger objectives”),
Catalyst (“Visionary, facilitative orientation. Believes that leaders articulate an
innovative, inspiring vision and bring together the right people to transform the vision
into reality. Leaders empower others and actively facilitate their development”),
Co-creater (“Oriented toward shared purpose and collaboration. Believes
leadership is ultimately a service to others. Leaders collaborate with other leaders to
develop a shared vision that each experiences as deeply purposeful”),
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Synergist(Holistic orientation. Experiences leadership as participation in a
palpable life purpose that benefits others while serving as a vehicle for personal
transformation”).
Grey wolves are at the head of the food chain and they mostly try to live in a
group or pack. The leader may be male or female. The leader is mostly responsible for
taking decision about the hunting, time to walk etc. Alphas may not be the strongest
member, but they have the quality to manage the pack which shows that discipline
and organization has higher importance then their strength. This information inspired
Mallick et al. (2016) to optimize the weighty parameters in automatic generation
control (AGC) of interconnected three unequal area thermal system.
Pradhan et al. (2016) were inspired by grey wolves pack which drive them to
find out that a new evolutionary optimization approach named grey wolf optimization
(GWO), which is based on the behaviour of grey wolves, for the optimal operating
strategy of economic load dispatch (ELD). They added that ELD has the potential to
solve many other optimization problems in the field of power system planning and
operation.
Sultana et al. (2016) also researched on grey wolves pack for empowering the
performance of the distribution system
6. CONCLUSION
We are still a part of nature and are subject to its rule because we are a different
species on Earth. We will be excluded if we do not live and do business in the
boundaries of the program in the light of this idea, Dargent 2011) researched on
Nature’s Principles and our current business practice and concluded that people can
learn to play by the rules of nature, which offer a very rich source of inspiration to
challenge our current unsustainable business practice and invent new strategies. To
succeed in our volatile, complex, ambiguous world, we have no choice but to master
our ability to adapt and learn. Agility is a key to unlocking our adaptation proficiency.
Learning agility, being agility and agile leadership is the ability to learn, adapt, and
apply ourselves in constantly morphing conditions. Muro et al. (2011) concluded that
wolves reach their aims in an emergent collective behaviour which does not
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necessarily rely on the presence of effective communication between the individuals
participating in the hunt, and that no hierarchy is needed in the group to achieve the
task properly. Agile leaders have the same behaviours to achieve their objective. They
motivate and inspire their followers and no need any hierarchical system. Johnson
(2010) and Hoekstra (2018) stated that the wolf is a social animal. Grey wolves are
highly mobile (Wisely et al, 2002; Leonard and Wayne, 2005). This mobility let them to
be aware whatever happens in environment. Wolves travel, eat, hunt and play
together. Because they know that survival depends on a successful hunt. They do not
practice panic response management that as leaders sometimes demonstrate in a crisis.
To get over the crisis they develop a plan working together as agile leaders who are
patients and focus on their aims to survive in changeable environment. As wolves,
agile leaders compete to live they do not live to compete. Because agile leaders know
that firms use various means at the point of conveying the products and services they
produce to their consumers (Kara et al, 2017). Theuerkauf (2009) and Gable (2016)
implied that hunting strategies have evolved to maximize kill rates. It can be seen how
adults modify their strategy by conditions and by type of hunt. Moreover, it is clear
how the hunters deal with each situation. Agile leaders can develop different
transformational processes that they follow, by adapting solutions to each new
situation and change with their innovative behaviors and attitudes. Leonard (2015)
stressed that grey wolves have a particularly high dispersal capability. Wolves live in
different habitats and have very different available prey, therefore they have very
different diets; they also differ in water or refuge availability, requirements for thermal
regulation, human pressure, competitors which force them to keep their survival in
competitive environment.
Even when not correlated with smell, sound or any other signal they can also
use visual detection (Gable and Gable, 2019). No external factor deflects them from
their aims. Zhou and Zhou (2013) stressed that the strongest wolf was selected as the
leader of the wolves; the wolves hunted prey under the leadership of the leader, so
that they could be more effective to capture prey. Some or all of them may have
provided early human with opportunities to exercise intellectual abilities (Peters,
1978).
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Finally, it can be stated that grey wolves may inspire managers to demonstrate
agile leadership behaviours in order to overcome competitive in environment. Because
literature provides that grey wolves inspire many researches in different fields. Such
Reddy and Reddy (2019) developed Grey Wolf Optimization method which imitates
the superiority ranking and feeding mechanism of grey wolves in nature, Mallick et
al. (2016) to optimize the weighty parameters in automatic generation control (AGC)
of interconnected three unequal area thermal system, Pradhan et al. (2016) were
inspired by grey wolves pack which drive them to find out that a new evolutionary
optimization approach for the optimal operating strategy of economic load dispatch
(ELD) and Sultana et al. (2016) also researched on grey wolves pack for empowering
the performance of the distribution system.
As the new leadership styles are required in the future, nature will always be
the right source to look for any solution. Therefore, it is recommended that different
leadership may be compared with some other animals for future studies. Team
management or organizational behaviours may be related with some other animals in
nature to learn their behaviours which may guide managers or employees of
organizations.
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