The trait approach is a school of leadership studies that analyze the personality traits and behavioral characteristics that leaders share or should avoid. The early theories, such as the Great Man Theory, were based on the belief that leadership traits were innate qualities (Northouse, 2013). Since then, many theorists have expanded their research to identify traits beyond heredity. One of the most interesting studies was conducted by Kirkpatrick and Locke (1991). They identified six characteristics that differentiate leaders and non-leaders (PSUWC, 2017). Any individual who possessed or acquired some, if not all, of the six traits could have the potential to be a good leader in formal and informal leadership roles. In addition to this theory’s leader quality component, a leader’s potential would have to count on followers’ behaviors and situations during the leadership process.
According to Kirkpatrick and Locke (1991; Northouse, 2013), the six traits that differentiate leaders from non-leaders are drive, the desire to lead, honesty/integrity, self-confidence, cognitive ability, and knowledge of the business. First, drive refers to exerting high levels of effort in aspects such as achievement motivation, ambition, energy, tenacity and initiative. Second, the desire to lead emphasizes the personalized and socialized power motives. On one hand, a leader should have the intrinsic need to lead followers. On the other, he or she should have the desire to motivate followers and gain cooperation from them to complete the common goal. Third, followers often question a leader’s ability to lead, particularly if his or her words were not truthful or always differed from their behaviors. Therefore, honesty and integrity are the foundation of building a trusting relationship between a leader and their followers (Kirkpatrick & Locke, 1991). In addition, a leader’s confidence in solving problems and decision-making processes affects followers’ commitments to the common goal. Moreover, an individual’s intelligence and the perception of his or her cognitive ability are two factors that are highly related to effective leadership. Finally, an individual who has extensive knowledge about the company, industry, and technical aspects of the business would have higher successful rate of being a leader. These traits can be seen among leaders in informal and appointed positions.
For example, Dick Hoyt was a courageous father who completed over a thousand marathon races with his son, Rick, who was diagnosed with cerebral palsy, and couldn’t speak or walk (Team Hoyt, 2015). The father was determined to provide a normal life for his son. First, he taught Rick sledding, swimming, and the alphabet and basic words. At age 13, Rick could use an interactive computer to type words and communicate with his parents. With his “new found” ability, Rick could attend public school and graduate from Boston University. In 1977, Rick expressed that he wanted to participate in a half marathon. Dick agreed to push his son in wheelchair and they finished the race (Team Hoyt, 2015). Since then, Dick and Rick have completed more than 1000 races including duathlons, triathlons, and The Boston Marathon. They even inspired other runners to join the race with disabled children and sponsors to support The Hoyt Foundation (i.e., a non-profit organization that helps other disabled young people to join family and community activities).
This story is very moving because Dick Hoyt is a dedicated father who has one simple goal in his life. He’s not a CEO or manager who is hired to lead a group of employees. His achievements, ambitions and energy are driven by providing a normal life for his son. Initially, his goal only involves one follower, Rick. Dick is intrinsically motivated to teach Rick abilities and skills, and his drive inspired Rick to keep trying new things. In addition, Dick was consistently making confident decisions as a leader. For example, when Rick wanted to participate in a marathon, Dick said yes without questioning himself or his son because he is driven to accomplish any challenges to make Rick happy. Moreover, Dick has the intelligence to modify or create gears for Rick to complete any race. In a triathlon, Dick would tow Rick in a boat with a bungee cord attached to his vest for the swimming stage (Team Hoyt, 2015). Over the years, Dick has always kept his word and continued to participate races with his son. His honesty and integrity formed a trusting relationship with Rick. In addition, he has accumulated knowledge in helping Rick and others to live a life beyond the wheelchair. Not only have his drive, desire to lead, honest/integrity, self-confidence, cognitive ability, and knowledge inspired others to join the races, but they also encouraged Dick and Rick to organize The Hoyt Foundation to help others in need.
Dick may or may not be a charismatic extravert, but even without knowing much about his personality, we can still analyze his leadership success based on Kirkpatrick and Locke’s (1991) six major traits. This implies that when we evaluate leadership traits, we can look beyond the “innate qualities” and focus on the effective leadership traits. In addition, Northouse (2013) and researchers (e.g., Kirkpatrick & Locke, 1991; Bligh, 2009) stress that the trait approach only emphasizes the leader component of the leadership process. In Team Hoyt’s story, Rick has played a key part to the leadership process. His positive responses to his father’s leadership and his ambition to live a life beyond the wheelchair also inspired other followers to join their team and foundation. Therefore, a leader’s traits are only a small part of leadership success.
References:
Bligh, M. C. (2009). Personality theories of leadership. Encyclopedia of group processes and intergroup relations. Sage Publications. pp 639-641
Kirkpatrick, S. A., & Locke, E. A. (1991). Leadership: Do traits matter? The Executive, 5(2), 48-60. doi:10.5465/AME.1991.4274679
Northouse, P.G. (2013). Leadership: Theory and Practice. Los Angeles: Sage Publications.
Pennsylvania State University World Campus. (2017). Lesson 2: trait approach. In PSYCH 485: leadership in work settings. Retrieved January 22, 2017, from https://courses.worldcampus.psu.edu/canvas/sp17/21711–17327/content/02_lesson/printlesson.html
Team Hoyt. (2015). In About Team Hot. Retrieved January 22, 2017, from http://www.teamhoyt.com/About-Team-Hoyt.html