Are Leaders Born Or Made? Essays Example

Introduction

Leadership is the most key pillar to any organization. Effective leaders are able to inspire their subordinates to achieve and translate organization visions into result. However tracing effective leaders is always difficult to any organization. Getting a leader who continuously inspire and meet the expectation of the organization is even harder. This has lead to emergence of debate in recent past on whether leaders are born or made. Various organizations and experienced modern leaders have varying views about this question. This paper will show that leaders are made through a continuous process.

Leaders are made not born.

In born leadership is based on unique traits that an individual acquire from birth. This people tend to rise first in the hierarchical ladder and have a better understanding of other people. However, with today’s volatile business environment and uncertainty, continuous learning and training plays a crucial role in transforming modern organization. According to Andersen (2012), made leaders tends to lie in the middle level of an organization, they are anxious of climbing the leadership ladder and with time they became great leaders.
Made leaders encourages learning throughout the organization. This is because made leaders believes that people learn over time improving their weak areas by exploiting their strong areas (Houston, 2010). This is varies greatly with the views of inborn leaders who puts more emphasis on traits. Therefore in born leaders usually promotes subordinates who are leader focused based on traits such as leading by example or leading the way. However, based on the modern human resource strategies, it is notable that all modern organization values learning and training (William, 2012). Training and learning are made compulsory and has seen much company in various industries prosper. On the other hand, made leaders prefers subordinates who can influence others to produce positive results. Such leaders inspire, empower, mentors and portray high level of integrity while serving others. As a result, inborn leaders are more authority focused as they try to detect future leaders based on traits.
In contrast, made leaders will encourages constant interaction with their subordinates, they tend to be more supportive in all levels of organization (William, 2012). The supportive traits of the made leaders encourages teamwork and sharing of knowledge among workers. As a result, made leaders believe in nurturing experienced leaders who uses the training programs that are usually put in place in the organization. Performance measures are usually based on training rather than traits of an individual (Houston, 2010). Through continuous training, the made leaders become persistent to prosper enlisting their personal goals with those of their subjects as well as the organizational goals (Andersen, 2012). This makes them self-aware understanding their strong and weak areas and the pillars of the roadmap to greater leadership.

Conclusion

In a recap, made leaders seems to have more materials to deliver positive results required to run modern organizations considering the volatile and unpredictable modern business environment. Made leaders value training and learning in all levels in an organization as opposed to in born leaders who believes in traits, made leaders believes that anybody in an organization can become a great leader through continuous learning. Made leaders also believes in supportive practices in leading their subjects as opposed to inborn leaders who are authority minded. As a result, made leaders encourages teamwork which promotes sharing of knowledge among the subjects.

References

Houston, P. (2015). Analysis of leadership: are leaders made or born. October 2010. Web. 13 April 2015.
Gentry, W. (2012). Are leaders born or made? Perspectives from the executive suite. Centre for creative leadership. Web.
Andersen, Erika.(2012). Are leaders made or born? Forbes.web.