Have you ever wondered what makes a good leader? Well, it’s more complex than you might think. There are many different theories about what makes a good leader.

One of the oldest theories is called the “great man” theory. This theory says that leaders are born, not made. It’s like some people are just naturally born to be leaders. But, as you can imagine, this theory has some problems. It doesn’t explain why some people born into leadership positions aren’t good leaders.

Another theory is called the “trait” theory. This theory says that leaders have specific characteristics or traits that make them good leaders. For example, they might be confident, outgoing, and good at making decisions. But, again, this theory needs fixing. Just because someone has these traits doesn’t mean they’ll be a good leader. And some people who don’t have these traits might still be great leaders.

A more recent theory is called the “systems” theory. This theory says that leadership is not just about one person but the whole system or group. It’s about how people work together and how they make decisions. This theory is important because it acknowledges that leadership is not just about one person but the whole group. It’s also important because it acknowledges that leadership can change depending on the situation.

A recent theory is called “distributed leadership.” This theory is similar to systems theory but focuses on the idea that leadership can come from anywhere in the group or organization. It’s not just about one person; it’s about everyone working together. This theory is critical because it acknowledges that everyone has something to contribute and that leadership can come from unexpected places.

So, as you can see, there are many different theories about what makes a good leader. But, what they all have in common is that they acknowledge that leadership is not just about one person. It’s about the whole group and how they work together. And that leadership can change depending on the situation.

In my experience, I have seen leaders who take accountability for the project and want to see others learn and grow. They have high emotional intelligence and integrity, which makes them well respected among their team and organization.

Lastly, when it comes to leadership development research methods, I have seen some surprising conclusions. One example is when I was consulting with a bank and their high staff turnover of under 35. We researched and found that the organization’s staff felt ignored and overlooked. With this research, we were able to make changes and see an increase in staff retention. This shows that research can provide valuable insights and help make positive changes.

In conclusion, there are many different theories about what makes a good leader, but they all have in common that leadership is not just about one person; it’s about the whole group and how they work together. And that leadership can change depending on the situation. Always learning and growing as a leader and having external and internal feedback on your interactions and choices is essential. And research can provide valuable insights and help make positive changes.

How to support distributed leadership within your workplace: 

1. Communicate the goals and priorities of the organization to all members
2. Encourage participation and input from all members in decision-making processes.
3. Foster a culture of trust and open communication among team members
4. Identify and develop leadership potential in multiple individuals, not just a select few.
5. Create opportunities for cross-functional collaboration and teamwork
6. Provide ongoing training and development opportunities for all members
7. Utilize technology and communication tools to facilitate distributed leadership and remote work
8. Implement a system for recognizing and rewarding leadership behaviors and actions
9. Encourage open and honest feedback and create a safe space for discussing challenges and areas for improvement.
10. Regularly review and assess the effectiveness of the organization’s distributed leadership structure and make adjustments as needed.