Are you looking for a way to become a great leader? Do you want to learn how to motivate others? Do you want to understand why leaders succeed and fail?
In order to become a great leader, it’s nice to first understand leadership theory. This is where trait theory comes in. It explains why certain traits make people great leaders while others make them terrible ones.
If you want to become a great leader and master the art of motivating others, then read on. I’ll explain how leader trait theory works, it’s origins, and how it can be applied.
History of Leader Trait Theory
Trait theory was developed by psychologist William James in 1890. He believed that traits were innate qualities that could be observed in individuals. These traits would remain constant over time, regardless of external influences.
James used his own definition of traits to explain personality differences among people. He defined four main categories of traits: temperament, character, intellect, and emotion. Temperament refers to the basic nature of a person; character describes the moral values and beliefs of a person; intellect refers to intelligence and ability; and emotion refers to feelings and emotions.
Origins of Leader Trait Theory
Trait theory became popular during the 20th century. Psychologists began applying trait theory to organizational behavior. One of the earliest researchers to apply trait theory to organizations was Abraham Maslow. His book Motivation and Personality published in 1954 introduced the concept of hierarchy of needs.
Maslow proposed that human beings had five distinct needs: physiological, safety, love and belongingness, esteem, and self-actualization. Each of these needs had a corresponding level of importance. Physiological needs included food, water, sleep, and sex. Safety needs included security, shelter, and protection. Love and belongingness needs included friendship, family, and community. Esteem needs included respect, recognition, and achievement. Self-actualization needs included creativity, spirituality, and personal growth.
Early Uses of Leader Trait Theory
In the 1970s, Peter Drucker applied trait theory to management. He argued that managers needed three different types of skills: knowledge, skill, and character. Knowledge referred to the specific facts and details required to perform a job. Skill referred to the ability to execute tasks effectively. Character referred to the ethical standards expected from employees.
Drucker’s ideas influenced other theorists, including Robert Kegan and Lisa Laskow Lahey. Their book Leadership When People Matter: Building an Ethical Organization described six key elements of effective leadership: vision, trust, caring, honesty, fairness, and courage.
Kegan and Lahey’s ideas were further expanded upon by Warren Bennis and John Kotter in their book Leaders: Strategies For Taking Charge. Bennis and Kotter explained that leaders must possess three core competencies: vision, strategy, and execution. Vision refers to the long-term goals of an organization. Strategy refers to the plan for achieving those goals. Execution refers to the day-to-day activities necessary to achieve those goals.
Other theories of leadership exist. Some focus on the leader’s role within the context of the team. Others emphasize the leader’s influence outside of the workplace. Still others focus on the leader’s relationship with followers.
Characteristics of Leader Trait Theory in Business
Trait theory states that leaders possess certain traits that allow them to lead effectively. These traits are called “traits,” and each leader possesses different combinations of traits.
For example, a trait might be described as “introverted” or “extroverted.” An introvert would be someone who prefers to spend time alone while an extrovert would prefer spending time with others. While traits are unique to individuals, they tend to cluster together within groups.
Leaders who exhibit similar traits tend to form cliques, and these cliques can become powerful forces within organizations. Leaders who exhibit traits that differ from other members of their group may feel isolated and struggle to gain influence.
To understand the traits of effective leaders, it’s helpful to look at the traits of successful CEOs. According to research conducted by Harvard Business School professor Francesca Gino, the traits of successful CEOs include:
• Visionary
• Innovative
• Results oriented
• Self-confident
• Driven
• Empathetic
• Strategic
• Risk taker
• Adaptive
• Resilient
• Ethical
• Reliable
• Authentic
• Transparent
• Trustworthy
• Courageous
• Passionate
Having good leadership qualities will not only lead to increased employee satisfaction and retention, but also improve the organization’s bottom line. A strong leader is confident in their own abilities and is willing to take risks to improve the business. They are also well-versed in trends, innovations, and advancements.
A great leader has a clear vision of where they want to go. They also have the ability to spot talent and motivate team members to achieve their goals. A good leader also takes the time to listen to their team members. It is crucial to understand the needs of the team and how they will respond to various scenarios. They also have the ability to set appropriate boundaries.
A good leader knows that innovation is an important part of any business. It helps ensure that a company’s brand stands out in a competitive market. They also have the ability to implement these changes quickly and effectively.
The most important attribute of a good leader is self-awareness. They know their strengths and weaknesses, and they understand how to capitalize on their strengths while avoiding their weaknesses. A good leader will also be willing to discuss the pros and cons of a particular idea. They may also be willing to admit that they need more information before committing to a particular decision.
The best leaders are also capable of making decisions that seem unpopular to their team. This is because they understand that mistakes are part of the process. It is also because they know that in the end, success will not always be smooth.
A good leader is also empathetic. They will understand and appreciate the emotions of their followers. They also understand that people react in the same way when they are under pressure.
Influence of a Leader on Followers’ Behaviors
Various studies have examined how leaders influence followers, and how it differs between individuals. It turns out that leaders’ behaviors can have a profound impact on followers’ attitudes, motivations, and actions.
Interestingly, studies show that individuals who display a lot of self-serving behaviors also exhibit the highest levels of fear. For example, a study of self-interested destructive behaviors by Ellen A. Schmid found that followers who display these behaviors are the most susceptible to abusive supervision.
A leader’s level of influence on followers can also be measured by how much power the leader has over them. A leader who has substantial power over followers has a greater will to influence their behaviors. Alternatively, a leader who has little power over followers is in a less favorable leadership situation.
The most important component of leadership is the follower. A follower is a person who supports a leader’s objectives. He or she defines the leader’s needs, identifies what is important, and helps the leader define the meaning of a situation.
A follower’s self-esteem plays a role in this. Followers who have high self-esteem are likely to exhibit a more favorable leadership behavior.
A follower’s performance-based needs are also important. For example, followers who are in the early stages of development require more guidance than those who have more experience. The most effective leadership style is determined by a combination of the follower’s performance-based needs and the leader’s leadership style.
Ira Chaleff’s four-level model of followership is based on the extent of challenge and support a leader should provide. For example, a follower with low challenge will need more guidance and encouragement than a follower with high challenge.
The best way to increase the effectiveness of a leader’s influence is to create an organizational environment that supports motivation and motivational leadership.
Path-goal Theory of Leadership
An alternative to Leader Trait Theory is Path-goal theory. It states that traits and behaviors can be an effective way to improve employee productivity and satisfaction. By removing obstacles and clarifying objectives, leaders can empower people to achieve their goals.
This theory of leadership is a type of organizational theory that explores how leaders choose their behaviors based on the situation and the people around them. It is based on the expectancy theory of motivation, which states that individuals will act in a certain way if they expect a positive outcome.
The path-goal theory posits that a leader’s primary leadership function is to set clear goals and clarify their path to attaining them. The theory also assumes that leaders provide support and guidance to employees, allowing them to overcome barriers and obstacles along the way.
The Path-Goal theory of leadership is a style of leadership that encourages people to work together. It also emphasizes the need for leaders to be flexible, allowing them to adjust their behavior to suit the situation.
The theory suggests that there are four basic leadership styles. Each style is suitable for different situations. It is important to understand each style to determine which is best suited for your organization.
The four styles are: directive, participative, supportive, and achievement-oriented. Each style requires leaders to make sure that the vision is clear to their employees.
Directive leadership is a leadership style that provides guidance and direction to subordinates. This style is usually suitable for subordinates with an internal locus of control, while participative leadership is appropriate for subordinates with an external locus of control. This style may reduce worker satisfaction, however, and is not appropriate for high-structure tasks.
Achievement-oriented leadership is a style that builds confidence in a team to deliver substantial change. This style also helps establish a better overall vision.
Managing Power in Leadership
Having the power to influence others can a good thing. However power can be addictive. It’s all about how you manage it. Some studies have shown that there is a close correlation between power and other aspects of life. Getting a promotion or being given more responsibility at work can help improve your psyche and overall well-being.
Taking a step back and evaluating the power associated with your leadership position will also help you understand how to make it work for you and not over-use or mis-manage it. Also, take the time to study the people under your leadership and learn what motivates them. This will help you determine the best ways to use your influence to help the people you are leading be successful.
Leadership is a tricky thing and no two leaders are alike. Some are charismatic while others are quiet; some are inspiring while others are intimidating.
This is why it’s important to understand the different types of power that exist within the organization you manage.
Influence of Micro-Managing on the Individual
Whether you’re a manager or a team member, the influence of micro-managing can have a negative impact on your work performance. If you’re in a micromanagement environment, it’s hard to find room for creativity and independent work. You’re forced to follow the directions of a boss who doesn’t think you can do a better job.
The more you feel controlled, the more you’ll doubt yourself. You’ll begin to spiral down. This will affect your work and home life, and can even cause heart attacks and other health problems. Micromanagers often have good intentions. But they don’t realize the negative consequences of their behavior.
Micromanagement is a toxic leadership cycle that affects team performance and employee morale. It can lead to higher turnover rates, increased training costs, and lost productivity.
Micromanagement occurs when managers micromanage their teams, taking over tasks and interfering in decisions. They want to make sure that their team is doing everything correctly. They think that they know what’s best for their team.
Micromanagement can also lead to heightened stress, which affects sleep and can damage relationships. It can also cause employees to make poor health choices. They may experience sleep problems and increase their risk of heart attacks. It can also lead to depression.
If you want to prevent micromanagement, you need to start by regulating your emotions before you act. You need to treat your employees like adults. You need to give them the space to do the work that needs to be done. You need to give them clear instructions. You also need to let them know that you have confidence in them.
Micromanagement is often a result of a lack of leadership. When you’re a manager, you dream of a team of people who are independent, capable, and attentive.
Summary
The trait theory of leadership is an interesting concept. It helps us understand what makes leaders tick. And by understanding what motivates people, we can learn how to manage people effectively.
Some of the primary characteristics high level leaders develop are integrity, honesty, humility, courage, and empathy. In order to lead effectively, you need to understand these traits deeply and learn how to apply them in your daily interactions. The key to leading successfully is to develop these qualities within yourself.
Hopefully this article has helped you understand why certain traits are necessary for effective management, as well as how you might apply those traits. Happy leading!
If you are a checklist person, here’s a link to a great leadership trait checklist: https://sourcesofinsight.com/leadership-checklist/
Also check out our blog main page for more great leadership insight: https://worktolead.com/