This paper presents the results of a randomized experiment varying the method of selection of team leaders (appointment versus self-selection), the characteristics of the appointed leaders and their leadership styles. I find that appointing high-ability and hard-working leaders increases effort, knowledge-sharing and team performance. I find even greater effects for another intervention that attempted to shape leadership style by providing detailed instructions on how to coordinate the team based on previous observation of free-riders’ behavior in teams. This indicates that the coordinating abilities of leaders are particularly important in a context of a non-routine cognitive task where knowledge spillovers and the flow of creative ideas are required.

本文介绍了一项随机实验的结果，该实验改变了团队领导者的选择方法（任命与自我选择），任命领导者的特征及其领导风格。我发现任命高能力和勤奋的领导者会增加工作量，知识共享和团队绩效。我发现另一种试图塑造领导风格的干预措施会产生更大的影响，方法是根据先前对搭便车者在团队中的行为的观察，提供有关如何协调团队的详细说明。这表明，在非常规的认知任务中，领导者的协调能力尤其重要，在该任务中需要知识外溢和创新思想的流动。