Leading Lean Project for SINTEF: A Leadership Analysis Report

This report provides a comprehensive analysis of leadership styles applicable to a lean project within the SINTEF organization. It begins with an executive summary and table of contents, followed by an introduction to the concept of leadership styles and their importance in project management. The report delves into various leadership styles including bureaucratic, servant, laissez-faire, and coach-style leadership, with a particular emphasis on the coach-style leadership as the most suitable approach for SINTEF. The characteristics of effective team members are explored, highlighting the significance of self-awareness, commitment, open communication, positivity, and empathy. The report then outlines several tools and techniques that can be implemented across different departments within SINTEF, such as benchmarking, statistical sampling, run charts, cause-and-effect diagrams, RACI matrices, affinity diagrams, and Pareto diagrams. The report concludes by summarizing the key findings and emphasizing the importance of adopting a coach-style leadership approach to enhance individual and team performance within SINTEF. The report underscores how applying lean methodologies and selecting the appropriate leadership style can drive organizational success.

RUNNING HEAD: LEADING LEAN PROJECT 0
SINTEF- Leading Lean Project

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Executive summary
In the economy, there is various leadership, which can be implemented in the
organization in different situations. These styles help the organization to develop its growth.
This report will be going to focus on one leadership style which can be implemented by the
SINTEF organization. SINTEF organization is an independent research organization. Various
projects are been carried out by the company. A lean can be controlled by a single individual.
A team member should have all the quality if the leadership to run the team. This company
with the help of a various solution from the 60 years is solving the problem of society.
Various tools and technique will be explained in this report which can be implemented by the
department of the SINTEF.

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Table of Contents
Introduction................................................................................................................................3
SINTEF- Leading Lean project..................................................................................................4
Types of leadership style............................................................................................................5
Bureaucratic leadership style.................................................................................................5
Servant leadership..................................................................................................................6
Laissez-faire leadership..........................................................................................................7
Coach-Style leadership...........................................................................................................8
SINTEF Leadership Style- Coach Style leadership...................................................................9
Characteristics of team member...............................................................................................11
Self-Aware...........................................................................................................................11
Committed to Mastery..........................................................................................................11
Open doors and clear communication..................................................................................11
Positive.................................................................................................................................11
Empathic..............................................................................................................................11
Tools/techniques that could be implemented in various departments of SINTEF...................12
Benchmarking......................................................................................................................12
Statistical Sampling..............................................................................................................12
Run chart..............................................................................................................................13
Cause and effect diagram.....................................................................................................14
RACI matrix.........................................................................................................................14
Affinity diagram...................................................................................................................15
Pareto Diagram.....................................................................................................................16
Conclusion................................................................................................................................17
Bibliography.............................................................................................................................18

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Introduction
This report will be going to give the theoretical knowledge about the various
leadership styles which can help the company in developing their growth. This will also
reflect the one particular leadership style which can be implemented by the SINTEF
Company. A project manager should have a leadership quality to run the team. Carious such
characteristics will also be seen in this report which should be taken care of by an individual
while leading a team.
Lean is a methodology that helps the company to communicate with others and
suggest various tools which help the company to run the business. This helps in keeping a
balance between the two levels i.e. philosophical viewpoints and improvements at operational
levels which help in achieving the success in the economy. Lean has various meaning by
which, the exact meaning of the lean is not known but the employees of the organization and
it result in the misunderstanding in the organization. The main purpose of the lean is to
capitalize the value by minimizing the leftover (Chiarini, 2012).
SINTEF which one of the largest independent research organization situated in
Europe, whose headquarters are in Trondheim, Norway. Research based in the contract is
been conducted by the SINTEF which is a multidisciplinary organization. This company
faces various ethical issues at the time of the contract with the clients and business partners.
The company employees 2000 employees from 75 countries. SINTEF which is known as The
Foundation for Industrial and Technical Research (Stiftelsen for industriell og teknisk
forskning) founded in the year 1950. The aim of the company is to conduct the research and
development project (SINTEF, 2019).
The second aim of the company is to collaborate with the start-ups, universities, and
institutions in terms of providing public financing. The multidisciplinary approach is very
much beneficial for the company, as this approach is been applied by the company to its
projects from the stage of the small test to the stage of the multinational research programs
with different types of the business partners (SINTEF, 2014).
With the help of the application of the lean, an organization can achieve success in
this competitive world. SINTEF has a wide experience in lean management and procedure.
SINTEF focus is to adapt Lean work in their environment in the present scenario and grade of
maturity with Lean.

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This report will overall be going to focus on the SINTEF organization and various
tools and techniques which can be implemented by the departments of the SINTEF.
SINTEF- Leading Lean project
This organization does contract-based research in the areas of health, communication,
technology, and various other areas (SINTEF, 2014).
(SINTEF, 2019).
As per the case study of the SINTEF, Agile is one of the best practices to implement
lean principles. This practice is generally applicable to the IT department of the organization.
This practice asp help in this also helps to protect that value is on going to make the best use
of all the way through the development procedure. However, there is a need for various other
leadership styles which can be implemented by the project manager to enhance the growth of
the organization.

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Types of leadership style
Bureaucratic leadership style
(Van der Voet, 2014).
This leadership style is all about rules in this style, the leaders set strict rules and
regulation which is being followed by them strictly, and they except for the team to do the
same. The team members are not free to act according to their wishes. This result in a conflict
based environment. This leadership style is not at all accurate for the business and team
based on serious solving issues and problem and innovation. If the company want to deal
with the creative problems then there is a need to give more freedom to the members.
However, the business jobs which are routine oriented, this leadership can result in accurate
results. In this case, the members will know of what to do as the rules and procedure are well
defined, they are not left with the assumption of doing what (Van der Voet, 2014).
If this leadership style is compared to another leadership style then it is not very much
beneficial. As this is a very rigid style whose rules had to be followed by the member at any
cost and even it does not result in a friendly environment. It is very rarely effective.

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Servant leadership
(Stone, 2018).
This is the leadership style in which the leader works hard just to meet the needs of
the team members. The leader is frequently seen as generous and charismatic. This leadership
style help in resulting positive environment ion the company as the worker feel motivated and
the satisfaction rate of the employee is so high, as they feel head and cared for their work.
This leadership style is very necessary as this creates the environment of equality rather than
focusing on who is head of whom. However, it may not be best for the business who wants to
make a quick and difficult decision (Spears, 2010).
This leadership is quite beneficial as compared to other styles. As in, this leadership
style focused on the needs of the team member rather than focusing on another one. This
provides a positive attitude in the minds of the employees.

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Laissez-faire leadership
(Cherry, 2019).
This is the leadership style which more freedom to the employees. Leaders help the
team member in providing support and resources whenever there is a need. This is a very
effective leadership style from the organization in which there is a lot of trust between the
team members. Leaders do not interpret between the employees in their decision making.
This leadership style is also called as a delegate leadership style. However, it will not be
beneficial in case when the team members are new and need more guidance and help
(Furtner, 2013).
It has been researched that the delegation facilitates success. As compared to other
leadership styles, this leadership style the work is delegated to the subordinate who helps in
gaining the trust of the seniors. But this leadership cannot be applied when the members if
the team is not experienced and do not have much knowledge.

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Coach-Style leadership
(Apak, 2015).
As the sports team coach helps in identifying and motivating the individual strength,
this leadership style also helps in identifying and motivating the individual strength of each
team member. Leaders also focus on the plan and policies which can help the team to work
better together. Rather than focusing on the overall team, the main focus on the growth and
success of the individual person. A leader with this leadership style helps the members in
improving the strength by offering them guidance (Apak, 2015).
In this style, the leader does not force all employees to emphasis on similar skills and
goals, this leader build a team in which each employee has knowledge or skill set in
somewhat different. In the long-run, this leader emphasis on creating solid teams that can
communicate well with the other member and manager & hold each other's unique skillsets in
order to get work done (Kilroy, 2015).
This leadership style is one of the most effective leadership styles for the SINTEF
organization. This style is commonly effective for all type of organization as compared to the
others. It helps in strengthening the skills of all the individual rather than nearly focusing on
the team. It enhances the growth of each person present in the team.

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SINTEF Leadership Style- Coach Style leadership
(Kilroy, 2015).
Best leadership style for SINTEF organization is Coach Style leadership which can
result in the growth of the organization as coach style leadership focuses on taking the lead to
take out the best from the team members or employees. This leadership style does not focus
on delegating the task or taking the decision by him as is the case in other leadership styles.
As in the case of the SINTEF organization, individual contribution is not up to the standard
level. This organization has to focus on the individual talent of the members by motivating
them or giving them proper training. In this leadership style, an individual is called as a
leader when the person is capable to recover the performance and competences of his
members or employees (Kilroy, 2015).
The base of the coaching style leadership is the dynamic contact between leader and
employee. This help in achieving the result as discussed and analyzed. This can be done with
the help of providing and receiving feedbacks, conducting motivating conservations and
frequently asking questions. This leadership style can help the SINTEF in enhancing the
strength of each employee.
A coaching attitude of the leader is to make sure that their employees continue to
work separately and self-reliable without removing the initiatives from them. A good coach
leader is the one who allows there employees to work independently but still makes them feel
that they are supported by them and involved in their work. The independent feature in
coaching makes this style outstandingly suitable for independent groups (Money Zine, 2019).
There are some of the characteristics that define the coaching style leadership:

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 Encourage the member to perform something new rather than delegating the work to the
member.
 Helps in showing different puzzle piece to put everything together;
 The success of the leader depends upon the team success;
 Ready to accept the feedback whether it is negative or positive given by the member; and
 Use empathy and self-awareness to create an environment of motivation (O'Broin, 2010).
With the characteristics, there are many pros and cons of the coaching leadership:
PROS of Coaching style leadership CONS on Coaching style leadership
Produces a positive workplace environment. This style take time to become effective
Employees knew what is expected from
them.
Leaders should be very skilled in this type
of leadership
It enhanced the skill set accessible to the
individual worker.
Mentoring is not always a right approach
Turns the weak quality to their strength and
helps in creating the competitive advantages.
Different coaches are required each time in
each situation
This leadership style will be going to benefit the SINTEF organization in their
development.
SINTEF is a well-developed company which is achieving a huge success in its
economy. But there is a requirement of the individual development and focusing them to
contribute towards the goal of the association collectively. This can be done by this
leadership style has this leadership style helps in establishing and act towards the goal. This
helps the individual people to achieve success and define their career goal. This helps in
giving checkpoints through the software to manage their goal. This will help the SINTEF
organization to achieve the achievement of a distinct person with the success of the individual
too.

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This will also be going to help the organization employees in having job satisfaction. The
close relationship helps in lowering the rates of the absenteeism, burn-out, and bore-out.
These all are the tools which can help the SINTEF organization in achieving the growth if it
is applied in the company effectively.
Characteristics of team member
Self-Aware
In view to become a good team player, it is very much vital to have unbiased
awareness of right and wrong. Team benefit when the member knows about his or her
strength and weakness. Good leaders always know that which work is to delegate to whom
while a bad leader gives inappropriate work to wrong workers (Buyl, 2011).
Committed to Mastery
When every associate of the team is dedicated to the personal development then, this
not only makes the best working environment but it also helps the organization and team in
the solving of the problem.
Open doors and clear communication
One of the most important qualities, which should be present in the team member, is
having good communication. Clear and transparent must be visible in the team. The entire
problem in the team should be communicating face to face rather than talking behind the
back.
Positive
An individual should always be positive in every situation. A good team member is
the one who handles each and every pressurize situation in very well and effective manner. A
positive mind always takes the best decision and help colleagues in achieving the goal of the
organization.
Empathic
An individual should keep in mind that treat people how you want to treat. Empathy is
all about knowing how people feel. A team member should have a quality of assessing the
moods on their sub-communication of the other members (Katzenbach, 2015).

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Tools/techniques that could be implemented in various departments
of SINTEF
Benchmarking
This is a technique of comparing the present policy project to a similar scheme. This
procedure gives the idea of development and provides a standard to amount quality.
Benchmarks can be shaped from a variety of morals, including knowledge on other projects
within the organization, experience by sellers outside the business, or published industry
morals. The following image gives the example of benchmarking
This technique can be applied in finance and sustainable energy technology
department of SINTEF (SINTEF, 2019).
Statistical Sampling
Statistical sampling is a tactic of choosing a few characteristic substances for review
and then inferring the results to the entire. This type of sample and the incidence should be
recognized in the quality management proposal. There are two kinds of sampling:
• Attribute sample; and,
• Variable sample.
The following example gives an example of statistical sampling

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This can be applied in the industrial process technology and sales and marketing
department of SINTEF (SINTEF, 2019).
Run chart
A run chart is a sequence of recorded data in a particular time that is clearly
represented. This trend helps in sympathetic whether there is any problem or not. The
following diagram gives an illustration of a run chart.

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This can be applied in procurement and warehousing and material and
nanotechnology department of SINTEF (SINTEF, 2019).
Cause and effect diagram
Cause and effect diagram is also called as Ishikawa or Fishbone diagram. These tools
help in identifying the root reason of the present difficulties. Apart from the quality control
tool, this also helps in risk analysis. An example of the cause of an effect diagram is shown
below:
This can be applied in the new product development team and material and
nanotechnology department of SINTEF (SINTEF, 2019).
RACI matrix
This is a very effective tool for recording project roles and responsibilities. It has been
observed that the probability of the project success increase when it is very, much clear that
who is accountable, who has to answer, who should be kept updated with all the information
and who need to be referred. This picture can see the example of a RACI Matrix:

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This tool can be followed in the sustainable energy technology and research and
development department of SINTEF (SINTEF, 2019).
Affinity diagram
An Affinity Diagram is a tool that gathers large information of language statistics
(ideas, opinions, issues) and presents them into groups based based on usual connections. The
Affinity procedure is frequently used to collection thoughts made by Brainstorming. It is used
in circumstances that are unidentified or unfamiliar by a team, or in conditions that seem
unclear or muddled, such as when the individual with dissimilar skills forms a new team, or
once associates have imperfect of the area of examination. The example of the affinity
diagram can be seen in this image

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This tool can be applied in the oil and gas process technology and new project teams
department of SINTEF (SINTEF, 2019).
Pareto Diagram
A Pareto chart, priory known as Vilfredo Pareto, is a chart that includes both bars and
a line graph, where personal morals are signified in descending order by bars, and the line
signifies the cumulative total.
The example of this can be seen as
This can be applied in the information technology department and biotechnology and
nanomedicine department of SINTEF (SINTEF, 2019).

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Conclusion
From the above information, it can be concluded that coach style leadership is one of
the most efficient leadership for the growth of the SINTEF. There is the best leadership style
for increasing the organizational efficiency which has been explained in the above
paragraphs. Various tools and techniques, which can be implemented in the various
departments of SINTEF, have been explained above. This report also specifies the
characteristics, which should be present in the individual for becoming a team leader. The
success of the SINTEF is a very good standard but individual growth is the drawback for the
company. Therefore, with a view to eliminating such growth, it is very essential to implement
Coach Style leadership.

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