It’s an age-old question everyone loves to debate. Do some people have a natural talent for leadership or are the skills something anyone can learn? This question is particularly important in the workplace where managers can make all the difference on a team. While not all managers are leaders, and vice versa, there are traits and skills that can be very useful when running a team. So is the answer in your genetics or in your training? Let’s find out.
We all know people who, from a young age, could rally a group for a game of tag or somehow end up as the spokesperson for every school project. Their secret weapons? Charisma, confidence, and a natural ability to connect with others. These people often seemed to drift automatically into leadership roles because of their natural gifts.
And there is some scientific basis for that reality. Research done by the University College London and Wake Forest University looked at 4,000 leaders and found a specific gene was present in most of them. Of course, there were some effective leaders that didn’t show the gene proving that not everything could be attributed to biology. While it’s possible genetics might give an initial boost, they alone can’t explain why some people lead better than others.
Another theory suggests those destined to become great leaders are born with a selection of specific traits like extroversion, courage, adaptability, and creativity. The idea being that the behaviours they are born with will help them succeed in leadership roles ahead of those displaying a different set of traits. The criticism here, however, is that it’s easy to conjure up memories of people who had these specific traits without showing any interest in using them to lead.
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If gifts of the genetic lottery can’t fully explain leadership, then it’s time to look at learned behaviour. Some theorize leadership skills can be environmental. Often older children have ingrained leadership behaviours merely due to their role within the family. Others think leadership can be behavioural, with the skills being learned through observation, experience, and education. Still, others think there’s a social component to leadership that relies on feedback and input from others to develop strong skills.
There is a general consensus, however, that great leaders display certain abilities. They are better able to accept responsibility, embrace a desire to learn, adapt to change, show empathy, and motivate others to action. What does that list have in common? They are all skills that can be learned with the right time and attention.
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Honestly? The answer is probably a mix of the two. Sure, some people might start with a leg up when it comes to charming a crowd. But hard work and commitment can also dial those leadership skills up to 11. After all, leaders are constantly learning and improving as they go.
What does that mean in terms of the workplace? Sorry, managers. You’re probably not going to wake up tomorrow as a perfect leader without putting in the extra work to truly reach your full leadership potential. But don’t feel discouraged. There’s a helpful way to improve leadership ability in any organization.
When it comes to growing leaders in the workplace, the best place to start is with feedback. Managers, or any of us really, can’t always see their blind spots and it can be helpful to gather insights from their peers and employees to fill those gaps.
The easiest way to do this is with a 360 tool such as the McQuaig 360 Leadership Review. This user-friendly assessment is designed to help leaders understand their strengths and areas for improvement, enabling them to grow and develop their leadership skills more efficiently. By compiling anonymous feedback, managers are given actionable recommendations and insights relating to 8 core leadership competencies. From making decisions to engaging others to performance and execution, give your leaders the tailored insight they need to grow.
Born or made? There’s no one easy answer to this timeless question. Natural traits can give you a head start, but the real magic happens when you actively work on developing your skills. Leadership isn’t a destination; it’s a journey filled with lessons, growth, and yes, probably a few hard bumps along the way. C’est la vie, eh? But with support, feedback, and opportunity, anyone can embrace their inner leader.
Interested in learning more about the McQuaig 360 Leadership Review? We’d love to help! Click here to request a free demo and learn how our 360 tool can support into your employee development goals.