Influencing - Characteristics That Differentiate Leaders From Non-Leaders

There are three categories of leadership theories which highlight the key determinants of leadership effectiveness. They are Trait Theories, Behavioral Theories and Situational Theories.

Trait Theories:

There are six traits associated with effective leadership include drive, the desire to lead, honesty and integrity, self-confidence, intelligence and job-relevant knowledge.

Drive: Leaders exhibit a high effort level. They have a relatively high desire for achievement, they are ambitious, they have a lot of energy, they are tirelessly persistent in their activities and they show initiative.

Desire to lead: Leaders have a strong desire to influence and lead others. They demonstrate the willingness to take responsibility

Honesty and Integrity: Leaders build trusting relationship between themselves and followers by being truthful and non-deceitful and by showing high consistency between word and deed.

Self-confidence: Followers look to leaders for an absence of self-doubt. Leaders therefore need to show self-confidence in order to convince followers of the rightness of goals and decisions.

Intelligence: Leaders need to be intelligent enough to gather synthesize and interpret large amounts of information; and to be able to create vision, solve problems and make correct decision.

Job-relevant knowledge: Effective leaders have a high degree of knowledge about the company, the industry and technical matters. In-depth knowledge allows leaders to make well-informed decision and to understand the implications of those decisions.

Behavioral Theories:

They identified behaviors that differentiated effective leaders’ from ineffective leaders. Based on these people could be trained to be leaders. The following are three types of behavioral styles of leadership

i) Autocratic Style: A leader who tended to centralize authority, dictate work methods, make unilateral decision and limit employee participation

ii) Democratic Style: A leader who tended to involve employees in decision making to delegate authority, to encourage participation in deciding work methods and goals, and to use feedback as an opportunity for coaching employees

iii) Laissez-faire style: A leader who generally gave the group complete freedom to make decision and complete the work in whatever way it saw fit.

Research results revealed that employee-oriented leaders were associated with high group productivity and higher job satisfaction. Leaders who exhibited high level of consideration and high level of task orientation achieved high subordinate performance and satisfaction. Some studies reported that democratic style of leadership was most effective, although later studies showed mixed results

Situational Theories:

Situational theories of leadership studies revealed that choosing the appropriate style of leadership depends upon the situation will yield more effective results than following same type of leadership style across all the time. Among various situational theories of leadership Fiedler’s contingency model and Hersey and

Blanchard’s Life Cycle Model outlined the importance of situational factors while choosing the appropriate style of leadership.

Fiedler’s model highlighted that task-oriented style of leadership will be more effective in both the extreme situations such as highly favorable and highly unfavorable situations. If the situations are moderately favorable, relationship-oriented style will be more effective.

Hersey and Blanchard model reported that if the employees are highly matured Psychologically and possess job competency, the enforcing delegating style will be more effective. Similarly if the employees are not adequately possessing job competency and very low in psychological maturity, the enforcing directing style will be more effective.