Leadership: What We Know – Part 1


The British General Election campaign in May 2017 was dominated by discussion about the character of the leadership ‘offer’ being made by party leaders May and Corbyn. May’s commitment was to provide “strong and stable leadership”, whilst Corbyn was widely associated with a more collegiate style of leadership. This projection of a promised brand of leadership is not uncommon in election campaigns but it tends to beg the question: “what exactly do we know about leadership?

The reality is that, despite the importance of the subject, we securely know relatively little about it and many opposing positions can be honestly taken on leadership effectiveness. This is problematic for at least two reasons. First, because leadership is the key to organisational effectiveness, with good leadership, organisations effectively and efficiently deliver what is needed and those within them enjoy well being and a sense of aligned engagement. Second, and more importantly from a moral and ethical perspective, bad leaders create havoc and misery that sometimes blights generations and entire countries for years.

The complexity of the relationship between leaders and their followers is certainly one reason for our general lack of secure knowledge. It is also true that mountains of paper have been piled up and many writers have drained deep wells of ink with scant regard for evidence and, sometimes, an overwhelming  desire to sell yet another “airport book”. Even where evidence-based studies have been completed with rigour, over a period that warrants our attention, it has often been perfectly possible to draw divergent conclusions about what was really happening in the research!

Leadership does not, of course, occur in a vacuum. There are those who would argue that leadership in society generally is of less consequence than other forces of greater magnitude and influence than human control. Opposing this view would be those who would argue that, at important junctures in history, human leadership emerges and does indeed result in critical change.

Taking this second view as a starting point we can begin to understand the likely importance of two aspects of human personality. The first concerns how the individual sees themselves (their ‘identity’) and the second how others see the individual. Various tools commonly used in leadership development have these twin perceptions at their heart. 360° feedback, done well, effectively brings together these perceptions; a well managed Development Centre achieves more with greater reliability and the Johari window is a tool that brings together these twin perceptions.

A person’s ‘identity’ is hard to identify and work with. Recent reports suggest that the analysis of social media data combined with other aspects of the ‘electronic fingerprint’ being left by many people can provide clues to how a person sees themselves. The potential misuse of accumulated data of this type is clearly evident.

Reputation, on the other hand, can be examined in a range of ways. Generally, assessments will distinguish between impressions created when an individual is at their best and an alternative and related impression created when that same individual is at their worst. Leaders with well-developed social skills will frequently be adept at masking the dark side impressions. However, the ability to keep the mask on over a sustained period is rare and our ‘dark side’ tendencies typically emerge over time. Trust is often eroded in line with the mask slipping and people becoming more aware of the darker side of an individual. The gateway to many opportunities in life is reputation, as many leaders explicitly or implicitly recognise.

Simple frequency analysis has gradually allowed us to understand which leadership characteristics (we might dub them ‘leadership virtues’) are most important to the led. In order of importance they are: integrity, decisiveness, competence and vision. Because integrity is the most important virtue it follows that the single most important question we can ask of potential leaders is this: “Can we trust you not to abuse the privilege of authority?”

A significant meta-analysis shows that from trust in leadership there springs improved job performance; job satisfaction and organisational commitment (Dirks and Ferrin, 2002).

As a counterweight to the focus on the individual leader and their personality, we also need to be aware of the context within which leadership is exercised. Those people that rise to the top of a university are likely to be characterised by a different cluster of talents, capabilities and personality traits than those that are in charge of a major league football club, for example. They may or may not have a talent for leadership. However, whilst leadership is circumstantial, Alberto Silva (2014) has asserted that “… groups choose as leaders only those people who they believe to have leadership skills, and people that do not possess leadership qualities will not be considered as leaders by any group in any circumstance.” It seems to be true that the characteristics associated with effective leadership are actually surprisingly similar across industries and cultures.

Hogan and Kaiser noted, in 2005, that leadership has tended to be defined in terms of influence exerted or in relation to the ratings given by more senior leaders. Hogan and Kaiser take the view that the litmus test of leadership should be this: does this person demonstrate that they build and maintain a group that performs well relative to its competition?

So, two key leadership questions emerging are these:

Can we trust this person not to abuse the privilege of authority?

Has this this person demonstrated that they will build and maintain a group that performs well relative to its competition? Alternatively*: Do we have enough evidence to show that they will build and maintain a group that will perform well relative to its competition?

*The second alternative question above may appear difficult to use. If this is the case, and the person being considered has no evident track record in this area, a good replacement question is this: “Does this person have basic knowledge about how to take a group of people and turn them into a high performing team?” Surprisingly, perhaps, this turns out to be a very effective differentiator!

Does talent management and leadership development where you are pay attention to these key questions?

 

References

Dirks KT, Ferrin DL., ” Trust in leadership: meta-analytic findings and implications for research and practice”. Journal of Appl Psychol. August 2002, 87(4): 611-28.

Hogan, Robert; Kaiser, Robert B. “What We Know About Leadership”, Review of General Psychology, Vol 9(2), Jun 2005, 169-180.

Silva A, “What Do We Really Know About Leadership?”. Journal of Business Studies Quarterly 2014, Volume 5, Number 4.