The Leadership Trait Theory: The Art Of Leadership

1. The Art of Leadership asks the question “What does it take to be a successful leader?” Early studies showed one of the two main theories was called the “Leadership Trait Theory”. This theory focuses on the qualities of a leader as opposed to their actions. Additionally, this theory prominently factors in psychological and physical traits when determining the effectiveness of leadership. When discussing the various studies that have been conducted, the texts states: “Almost always included in these and other lists of important leadership traits are (1) basic intelligence, (2) clear and strong values, and (3) high level of personal energy” (Manning and Curtis, p.18, 2012). A prime example of this theory is Steve Jobs: an enigmatic, sparkplug

The second theory is the “Leadership Behavior Theory.” This theory focuses directly on leadership actions rather than qualities. “Behavioral leadership theories assume that there are distinctive actions that effective leaders take” (Manning and Curtis, p.19, 2012). This theory is special since it involved researchers monitoring the behavior and actions of specified leaders. Researchers would assess a leader’s responses, consequences, rewards and patterns to determine how effective their leadership style was on individuals.

3. The third theory of leadership is called the contingency theory. This theory understands that there is no universal, default leader; what works for one organization will not always work for another. “Forces in the leader include personal values, feelings of security, and confidence in subordinates” (Manning and Curtis, p.25, 2012). Leaders who use this theory need the ability to adapt to changes in circumstances within the workplace. Essentially, the leaders, followers and the organizational situations must all align for effective leadership to be

Although it is imperative to learn about leadership characteristics, those of followers are equally as important. Respect for authority and interpersonal trust are two characteristics that influence the leadership process. “People who respect authority figures and have a trusting nature are led more easily than people who disregard authorities and are suspicious of others (Manning and Curtis, p.35, 2012). In today’s society, there is a steady decline in the level of trust employees place in their leadership team. Factors such as family structure, social structure, shared values, selfish agendas and self-interest all cause employees to distrust their leadership team. This shows how important it is for a leader to be transparent and customize his or her leadership approach to fit the mold of their