Northouse (2013) wrote that Stogdill performed two survey trying to identify what traits individuals have to lead successfully. The first survey was between 1904 and 1947 and the second survey was completed from 1948 to 1970 (p. 20). Although the first survey was completed over a 100 years ago, the traits are still applicable in is digital age. Some of the traits are intelligence, alertness, insight, responsibility, initiative, persistence, self-confidence, and sociability (Northouse, p. 20). In my leadership assignments, I have tried to use all of these traits to lead the team at one time or another.
Intelligence is the ability to assign teams projects that address their core strengths. When team members are marketing, management, and accounting majors, the leader should not assign the marketing major the financial information for the paper. One it will overwhelm the team member which it will negatively affect the team grade and more importantly, will discourage future contributions from this team member. PSU Altoona is a small campus and the business majors know each other and can find out each other’s major and interest.
Alertness and insight are knowing when the team is getting burnt out by the work load and can suggest to end the team meeting or take a break to relax. An effective team leader should be in tuned to other’s emotions during the meeting. When a team member becomes impatient, ask the agitated team member their opinion on the discussion topic. The feedback given by the agitated team member may direct the team into a different direction which would be more successful than the previous discussion.
The leader has the responsibility to influence the team in a positive manner. The follower also have the responsibility to question the leader for clarification or suggest another method to resolve issues. One of the most negative aspects in either work teams or school teams is the habit of groupthink. Groupthink is not a positive technique for a successful project.
Although the leader should initiate the activities, one of the followers may become the emergent leader (a team member that communicates successfully with others, Northouse, 2013, p. 8). One of the most positive experiences that I had as a group leader was when one of the team members suggested to practice our presentation before class. Although I was hesitant, I was aware how important it was to him and agreed. The practice before class allowed the team members to do their speech and work out any issues.
As one of my professors told me, I can be very persistent. Although I was taken back at first, I realized what a fantastic compliment it was. Persistence is the ability to address the important issues and not worry about the little things.
The self-confidence trait is the one trait that I am still working on. However, it does take self-confidence to admit that a person cannot do all of the assignments themselves and ask for assistance in order to complete the project.
If I am lacking in self-confidence, sociability is one trait that I am excellent in. I understand that some team members need time to chat before tackling the work. I try to find out the interests or week-end plans from the team members. The next time we meet I ask how the week-end was.
One method of trying to explain successful leadership skills is the trait approach. There are both positive and negative aspects of using the trait approach theory. One positive aspect is that there is “research which validates the theory” (Northouse, 2013, p. 40). One negative aspect is there is not a “definitive list of leadership traits” (Northouse, 2013, p. 41).
Northouse, P.G. (2013). Leadership: Theory and Practice. Los Angeles, CA: Sage Publications, Inc.
Aidan Kitching says
I agree with your analysis and evaluation of the various traits involved in successful leadership. You show that it takes a multifaceted and dynamic leader to truly be impact full and that these attributes require constant development and refinement. I particularly appreciate the self evaluation you gave of your own weaknesses. It’s pretty impressive that you can not only accurately identify where you fall short but also lay out a way forward that addresses these weaknesses.
I did want to bring a counter argument to one of your statements though. You talk about intelligence and say that “Intelligence is the ability to assign teams projects that address their core strengths. When team members are marketing, management, and accounting majors, the leader should not assign the marketing major the financial information for the paper. ” I agree that your approach is the logical and safest approach for a successful outcome, however, there are a lot of benefits in challenging your team members! Take them out of the comfort zone and set their focus on an area they may not be experts. This will not only engage and challenge them but it will help them develop skills and knowledge in an area they otherwise would not function in.
Megan R Baker says
Carol,
Your discussion concerning leadership traits is insightful. You seem to have much experience as group leader in your classes at Altoona. These interactions are invaluable, because they help to strengthen our potential weaknesses.
You touch on persistence a bit as one of your trait strengths. I find that this word can have negative connotations, like persistently annoying others. Maybe you were referring to an increased self-efficacy. McCormick (2001) explains that individuals who have a high self-efficacy are able to face and overcome obstacles more effectively than those individuals who lack self-efficacy. This is certainly a positive leadership trait to have.
McCormick, M. (2001). Self-efficacy and leadership effectiveness: Applying social cognitive theory to leadership. Journal of Leadership Studies. 8, 22-33.