Business Operations

Are leaders made or born?

Executive Summary:

It’s an age-old question, tackled here by our award-winning columnist. Send your questions or comments to Mike@ OpXSolutionsllc.com At the conclusion of a recent leadership program I held for a group of business leaders, one of the participants opined that “Leaders are born, not made.” I thought it was a strange comment to make because this person, who happens to be a manufacturing plant manager, has completed three different leadership programs with me over the past few years.

Later I asked him, “Why have you participated in so much leadership development with me if you believe leaders are not made?” You see, I didn’t agree with his opinion (or else I wouldn’t be developing leaders in my business!) and I wanted to understand his thinking.

BUSINESS OPERATIONS

By Mike Leigh

What followed was a good discussion about leadership talent. Talent can be defined as a special or natural aptitude or skill. We often use talent to describe those who excel in athletic or artistic pursuits, but talent applies to all types of skills, including listening, thinking strategically, and being empathetic. And yes, leadership is also a skill.

Are there some people who have more natural talent as a leader? I think so. Good leadership behaviors result from having certain leadership attitudes and beliefs, and there are some who have natural tendencies toward these thinking patterns. However, many of these habits of thought are also developed from a lifetime of experiences and past influences. What might look like a natural talent or skill can also be the result of past conditioning and development.

Are leaders made or born? The answer is both. Everyone can improve their leadership skills through effective development techniques. However, for those who may not possess natural leadership talent, or who have been conditioned to think and act in ways that are contrary to effective leadership behaviors, leadership development is much harder.

Effective leadership is too important to not invest in development. But it is just as important to closely evaluate a candidate’s leadership skill before promotion or hiring, and not just select leaders based on experience or technical ability. Some of the most effective leaders I have worked with had NO prior leadership and technical experience in their roles.

So why did that manufacturing leader attend my programs? He just wanted to continue to improve. If you select your leadership candidates carefully and regularly provide them development, your leadership team (and your organization)

will also improve.