Another thought about trait theory – quite frankly, it is easy to show that certain individuals who do not possess certain traits that are reputed to be part of effective leadership nonetheless are still effective leaders. Another way to look at this is consider the fact that traits alone do not drive effective leadership – but, if they are present, it becomes easier for leaders to be successful. Essentially, individuals who are extroverted are more likely to be successful as leaders.

And iun fact, there are several traits such as extroversion that often are hallmarks of effective leaders. Most lists would contain (a) the desire to lead, (b) drive, (c) integrity, (d) self-confidence, and (e) intelligence.

Perhaps if you have followed my prior posts on trait theories, it may now sound as if I am retracting my earlier position. I am not. The point I am trying to make though is that individuals should not rely solely upon a list of traits to try to grow as leaders. Instead, those wanting to be more effective leaders must (a) nconsider the contingency nature of what they do as leaders and (b) focus on the specific competencies or skills sets required to lead.