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Chapter 1: Introduction to Trait Theory

• Overview of Trait Theory

  • Begins with foundational concepts from Carl Wells and Thomas Carlyle.

  • Emphasizes the belief that leaders are born, not made.

  • Initially identified 5 key traits: Intelligence, Determination, Self-confidence, Sociability, Integrity.

• Evolution of Trait Theory

  • Early studies (Stockdale in 1948 and 1974) revealed significant shifts in identified traits over time.

  • Consistent traits include Intelligence, Determination, and Integrity while some traits (e.g., masculinity) have fallen out of favor.

• Key Traits Explained

  • Intelligence: Cognitive ability to lead effectively, optimal intelligence to be only slightly higher than that of followers.

  • Determination: Refers to grit and the drive to achieve goals.

  • Self-Confidence: Belief in one’s own abilities, important for leaders to inspire confidence in followers.

  • Sociability: Ability to maintain positive relationships and communicate effectively.

  • Integrity: Adhering to moral principles and doing the right thing.

• Transition to Skills Theory

  • Introduces two prominent models: CAS Model and Mumford Model.

• CAS Model: Highlights three skill types:

  • Technical Skills: Knowledge relevant to specific tasks or industries.

  • Human Skills: Ability to work well with others.

  • Conceptual Skills: Understanding complex ideas and relationships.

• Mumford Model

  • Discusses individual attributes, competencies, and outcomes.

  • Emphasizes the importance of career experiences and external influences in leadership.

Chapter 2: Understanding Followership

• Definition of Followership

  • A dynamic process where individuals accept influence from leaders to achieve a common goal.

  • Components: followers, influence, leader, common goal.

• Followership Theorists

  • Zaleznik: Views followers negatively (withdrawn, masochistic).

  • Kelly’s Model: Divides followers into categories based on engagement:

    • Alienated: Critical thinkers.

    • Conformist: Compliant doers (yes-men).

    • Pragmatists: Fence sitters; adaptive followers.

    • Exemplary: Active and effective contributors.

  • Kellerman's Perspective: Focuses on levels of engagement and emphasizes the courage needed from followers.

Chapter 3: Relational-Based Followership

• Role-Based vs Relational-Based Followership

  • Role-based leaders focus on procedures while relational-based leaders adapt styles to follower needs.

  • Situational Leadership: Leaders should assess follower commitment and competence to adapt leadership style effectively.

• Leader Behaviors

  • Various situations demand different leader behaviors based on followers' needs.

  • Emphasizes using situational cues to determine the appropriate leadership approach.

Chapter 4: Leadership Theories

• Types of Leadership

  • Transactional Leadership: Relies on rewards and punishment for performance.

    • Management by Exception: Active vs passive feedback mechanisms.

  • Transformational Leadership: Moves beyond compliance, driving engagement through intrinsic motivation.

  • Four I's of Transformational Leadership: Idealized Influence, Inspirational Motivation, Intellectual Stimulation, Individualized Consideration.

• Authentic Leadership

  • Based on real, trust-building interactions with followers, emphasizing personal values and ethics.

Chapter 5: Adaptive and Inclusive Leadership

• Adaptive Leadership

  • Focuses on addressing complex challenges with an adaptive approach.

  • Leader behaviors include identifying challenges and empowering followers.

• Inclusive Leadership

  • 2x2 Model that emphasizes belongingness and uniqueness.

    • Inclusion: High belongingness and uniqueness.

    • Assimilation: High belongingness but low uniqueness (e.g., military organizations).

Chapter 6: Gender and Leadership

• Challenges Faced by Women

  • Women encounter barriers navigating workplace dynamics (the 'leadership labyrinth').

  • Gender biases influence perceptions of competency in various fields.

  • Promotion of women and a focus on dismantling stereotypes are necessary for equitable leadership opportunities.

Chapter 7: Ethical Leadership and Development

• Ethical Leadership

  • COBRA stages of moral development, which evolves from self-centeredness to a focus on societal wellbeing.

  • Two main ethical theories: conduct and character, highlight the importance of alignment between words and actions.

• Leader Development Path

  • Distinguishes between leader development (individual growth) and leadership development (organizational growth).

  • Key stages for aspiring leaders progress from self-leadership to organizational command.