Trait theories of Leadership

Theories that consider personal qualities and characteristics that

differentiate leaders from non-leaders.

Trait research provides a basis for selecting the right people

for leadership.
Research has demonstrated that people high in emotional
intelligence are more likely to emerge as leaders. Consider
mixed models of emotional intelligence that regard EL as a
diverse construct, including aspects of personality as well as
ability.
Most of the dozens of traits in various leadership reviews fit
under the Big Five, giving strong support to traits as predictors
of leadership
Individuals are born with traits that make them charismatic. In
fact, studies of identical twins have found they score similarly
on charismatic leadership measures, even if they were raised
in different households and had never met.

Behavioural Theories of Leadership

Theories proposing that specific behaviours differentiate leaders
from non-leaders.

Behavioural studies implied that people could be trained to be

leaders.
Research has demonstrated that people high in emotional
intelligence are more likely to emerge as leaders. Emotional
intelligence may be considered as a mental ability that can be
developed.
Most experts believe individuals can be trained to exhibit
charismatic behaviours. Although individuals inherit certain
tendencies they can learn to change.

Additional Information
Ohio State University Studies identified two dimensions of
leader behaviour.
Initiating Structure: Initiating structure is the extent to
which a leader is likely to define and structure his or her
role and those of employees in the search for goal
attainment. It includes behaviour that attempts to organise
work, work relationships, and goals.
Consideration: Consideration is the extent to which a
persons job relationships are characterised by mutual
trust, respect for employees ideas, and regard for their
feelings
Some leaders may have the right traits or display the right
behaviours and still fail. As important as traits and behaviours

are in identifying effective or ineffective leaders, they do not

guarantee success. The context matters, too.