I’m passionate about leadership. It’s one of the primary topics I write about on this blog. It doesn’t matter if we’re talking about leading from the top, leading in a managerial position, or leading to inspire others. Regardless of the type of leadership, I really do love all of the ins-and-outs of leadership.
That doesn’t necessarily make me a natural-born leader. In fact, I believe that most of us have to practice and hone leadership skills in order to be truly effective. While some of us may have the personality to excel in leadership, actually doing it well takes intention and effort.
In psychology, philosophy, and academia there are numerous leadership theories that guide and define our leadership styles. Most of these theories are characterized by the defining trait of said leader.
So what are some of the leading leadership theories out there, and what do they mean for us?
A Closer Look at 5 Theories of Leadership
Before we get started, it’s important to note that there are many more theories of leadership than just the ones I intend to cover here. Beyond that, many of these theories are just that — plural. There are related theories and theories within theories, but I will focus on the overarching ideas.
1) The Great Man Theory
Though archaic in its way, The Great Man theory is one that persists in our subconscious whether or not we have a leadership role. Asserting that leaders are born (and only men, at that), it pushes the notion that you cannot become a leader by trying. Leadership was an intrinsic, intangible quality that only a few men possessed. This theory emerged in the 19th century. It is, in its way, in line with ideas of Divine Right and Manifest Destiny.
You are born a leader and a hero. You are destined for greatness.
Naturally, this theory leads to things like hero worship and even deification of our leaders. While we can be predisposed to lead, it would be a mistake to assume that one is born with inherent qualities that cause them to surpass others as leaders.
What does this teach me, personally? It challenges me to be aware of my idols. This idea of hero worship is something we all fall prey to — myself included. When I look at those I admire, I can’t fall into the trap of believing that they have it all together, that they have something I’ll never have.
As a leader, I can grow!
2) Trait Theory
Trait theory is related to Great Man theory, but rather than saying leaders are born, it takes into account both effective and ineffective leaders and the traits that they have in common. When “effective” traits are present, it is a predictor of leadership success or potential.
Trait theory isn’t relegated to your natural-born gifts and talents, however. Trait theory runs the gamut: looking at age, height, and weight, along with education and family. It also observes one’s traits and personalities, such as decisiveness and judgment.
Unfortunately, of the many studies conducted on trait theory, the only characteristics that emerged as common among effective leaders were their height (taller) and intelligence (above average).
I think there’s something to be said for trait theory...in theory! There are inherent qualities that point to leadership potential both in your own ability and how you are perceived by others. That said, there’s no universal list of traits you have to have in order to lead well.
3) Contingency Theory
Contingency theory is all about adaptability. It asserts that there isn’t one end-all, be-all leadership style or method. Instead, it says that effective leaders know how to be flexible and to change gears in order to adapt to what is needed at the moment.
I think there’s great merit to this idea. As leaders, our ability to adapt and examine ourselves, our situation, and our surroundings is critical. While your one way might work, it may not be the best way. This theory pushes me to explore other styles of leadership and problem-solving.
4) Transformational Leadership Theory
Proposed in the 1970s, this theory divided leadership into two types: transactional and transformational. Transactional leadership focuses on how leaders motivate by promise of offering something in return. They use a proverbial carrot on a stick to influence others to act. Transformational leadership stands in contrast. Rather than getting others to follow and act based on a reward, transformational leadership connects with employees, followers, and anyone else that the leader wants to influence, through a genuine, relational connection.
Through this connection, the leader hopes to raise their followers’ motivation and morality. The key here is that the leader is dedicated to the collective good of the whole — whether it’s in a mutually beneficial outcome or in raising up a new generation of leaders.
Honestly, this might be my favorite. I love building relationships and I hope that what I do and say inspires others to better themselves.
5) Behavioral Theory
The last theory of leadership to explore is behavioral theory. This is the contrast to trait theory. The idea is that effective leadership does not come from innate ability or skill, but it is learned. Many different skills come together to make an effective leader. In this theory, leaders are made, not born.
With every theory, I see merits as well as things that don’t hold totally true. Understanding where you most fall within your ideas of leadership can help challenge you to grow and improve your leadership skills.
What theory of leadership do you tend to ascribe to? Let me know your thoughts in the comments.