The relatively new concept of ambidextrous leadership in innovation with the opposing yet complementary opening and closing leader behaviors has been proven to be positively related to fostering explorative and exploitative behaviors respectively among subordinates. The initiators of this concept propose that leaders in innovation need a ‘temporal flexibility to switch’ between opening and closing leader behaviors, which implies a sequential alignment of these behaviors. This proposition has yet remained theoretically and empirically unexplored and is initially questioned in this thesis with respect to related theoretical concepts. Therefore, this thesis aims to explain how innovation leaders align the recently defined opening and closing leader behaviors throughout the innovation process. By following a qualitative and inductive research approach, a multiple case study of five innovation leaders in German manufacturing companies was conducted. The data were collected through in-depth semi-structured interviews. The empirical data reveal that the initiators’ proposition of a sequential alignment is not sufficient to explain the complex alignment of opening and closing leader behaviors. Accordingly, a model which illustrates a predominantly simultaneous alignment of the two leader behaviors was developed. However, this model also considers that urgent situations or specific project phases and times of the year require innovation leaders to sequentially demonstrate one behavior at a time.

In a seemingly ever faster moving world where global competition is rising, companies has to find their competitive advantage. This advantage could be by offering a lower price on similar products or for instance by offering a superior product. What makes a product superior in comparison with the competitor’s products and how can the company maintain its competitive advantage. One of the main solutions for this dilemma is to be more innovative than the competitors and thereby gaining the competitive advantage. Becoming innovative doesn’t mean relying on sheer luck; instead the company has to adapt the proper innovation management. This thesis aims to research and suggest how a conceptual innovation management framework could be modelled for a large technology heavy organization. The findings of applicable theories together with the empirical study clearly show that in order for a large technology heavy company to improve its innovativeness it has to act under an innovation management framework, where innovation strategy and designated roles are clearly stated.