oral 510: Scholarly Entry What is the main... | Operations Management

Scholarly Entry What is the main premise of the article? In Traits and Behavior Theory of Leadership: Critique from Undistributed Middle, Jalšenjak and Richards (2023) asses the reductionist approach to leadership, which states that possessing certain traits or behaviors inherently makes someone a leader. The authors identify the misconception of the "undistributed middle," wherein leadership is incorrectly attributed to individuals based solely on their demonstration of traits commonly associated with leaders. They argue that this misinterpretation leads to uncertain definitions of leadership and ineffective leadership programs. The article explores historical perspectives on trait and behavior theories, observing how these ideas have evolved from early "great man" theories to more contemporary views. Academic advancements, leadership training, and popular discourse continue to oversimplify leadership by promoting lists of traits and behaviors that allegedly define great leaders. The authors demonstrate this fallacy using examples from popular leadership influencers such as Simon Sinek and Brené Brown, showing how their broad claims about leadership characteristics can mislead audiences. What are your reactions to the readings? Jalšenjak and Richards’ analysis altered my perspective on leadership by expanding on the flaw in equating traits with leadership ability. Their argument made me reflect on how many past leadership programs I witnessed focused on trait acquisition rather than situational adaptability. I found their discussion on the "undistributed middle" fallacy convincing, as I’ve seen leaders who have common leadership traits yet struggle in practice due to inflexibility and poor team management. However, I think the article could further explore how traits like emotional intelligence and adaptability, when combined with strategic thinking, contribute to effective leadership within different contexts. 1.3 What questions, confusions, and/or ideas for future research emerge as you read? One question that I have from this reading is how organizations can better define leadership without relying on trait-based models. If traits alone do not determine leadership effectiveness, what other selection criteria can or should be used in leadership advancement programs? Also, it would be useful to explore how cultural differences impact the perception of leadership traits. Do different societies and industries interpret leadership effectiveness in ways that challenge the fallacy of the undistributed middle? What position would you take or discussion question would you pose to get your classmates talking? I would like to learn the following perspective from people in the class, If leadership cannot be reduced to traits or behaviors, what alternatives should organizations adopt when selecting and developing leaders? Personal Reflection Entry Looking at this article from personal experience, I recognize how its assessment of leadership compares with my own experiences. In my career, I have encountered many individuals who displayed qualities commonly associated with leaders like good communication skills and character yet struggled in actual leadership roles due to their inability to navigate complex team dynamics or think strategically. This aligns with Jalšenjak and Richards’ argument that possessing leadership traits does not automatically make someone a leader. One instance that stands out was during a network migration project where a senior IT manager, known as a "natural leader" due to his confidence and technical expertise, failed to get the team on board with the plan. He possessed many of the traits commonly associated with successful leadership, but his lack of flexibility and collaboration resulted in resistance to the new processes. However, a junior team member, who did not display the "natural leader" look, stepped up by establishing communication and ensuring the team felt heard, guiding the project to success. This example shows the importance of leadership as an emergent and situational phenomenon rather than a desired set of characteristics. Reference Jalsenjak, B., & Richards, R. L. (2023). Traits and behavior theory of leadership: Critique from undistributed middle. Journal of Leadership Studies, 17(3), 28-35. https://doi.org/10.1002/jls.21862