We've all heard the phrase “born leader.” It’s the idea that leadership is an innate quality—that you either have the charisma and confidence for it, or you don’t. But while personality shapes leadership style, self-awareness and deliberate development are far stronger predictors of leadership success. After all, leadership isn’t a fixed trait, it’s a skill. One that can be learned, refined, and mastered.
Research shows that extraversion—being outgoing and assertive—is one of the strongest predictors of who tends to step into leadership roles. Similarly, highly conscientious individuals—those who are organized and responsible—often gravitate toward leadership positions. However, possessing certain personality traits doesn’t automatically make someone an effective leader. A landmark study (Judge et al., 2002) found that even when combining all Big Five personality traits, the correlation with leadership effectiveness was only 0.39—a modest link at best. This means that while personality shapes leadership tendencies, it does not determine leadership effectiveness.
Consider this: an extroverted leader may seem like a natural, but if they dominate conversations and fail to listen, their team’s performance may suffer. Conversely, an introverted leader who excels at active listening and thoughtful decision-making can be highly effective. Research even suggests that introverts and extroverts are equally successful in leadership—just in different contexts. Extroverts thrive in environments where teams need direction and motivation, while introverts often shine in settings where employees are proactive and need a leader who empowers and listens.
This brings us to an essential leadership principle: behavior, not personality, is what drives leadership success. Psychologists call this behavioral mediation—our traits may shape our natural inclinations, but it’s our actual behaviors that influence outcomes.
So if behavior is the key to effective leadership, how can we ensure we are demonstrating the right behaviors?
This is where self-awareness becomes a game-changer.
Self-awareness is the ability to objectively reflect on one’s strengths, weaknesses, habits, and impact on others. Daniel Goleman (1995), a leading researcher on emotional intelligence, identified self-awareness as the foundation of strong leadership. A self-aware leader might recognize:
- “I tend to take over—maybe I should step back and encourage more input.”
- “I focus so much on goals that I forget to acknowledge my team’s hard work.”
Importantly, self-awareness doesn’t mean changing who you are—it means understanding who you are and adjusting when needed. A detail-oriented leader may resist delegation because they fear losing control. But a self-aware leader? They recognize this instinct, challenge it, and shift their focus toward coaching and empowering their team instead of micromanaging. This ability to refine behaviors—not just rely on instincts—is what separates good leaders from truly great ones.
So, what are the core leadership behaviors that matter most? Decades of leadership research have identified two fundamental categories of leadership behavior:
People-Focused Leadership
Leaders who score high in people-focus:
✔ Actively listen to team members
✔ Show genuine care for employees’ well-being
✔ Foster a culture of psychological safety
Task-Focused Leadership
Leaders who score high in initiating task-focus:
✔ Set clear expectations and goals
✔ Provide structure and organization
✔ Drive accountability and performance
A recent meta-analysis of 163 studies found that both of these behaviors significantly impact leadership success. Leaders who balance people- and task-focus—who care for their people while also driving results—are the most effective.
Knowing all this, how can someone actively become a better leader? The bridge between self-awareness and leadership mastery is intentional leadership development—practicing and refining skills with purpose.
Leadership development programs have been shown to have a significant impact, improving:
✔ Leaders’ confidence and effectiveness
✔ Team performance and engagement
✔ Overall organizational success
Remember, great leaders are not born—they are made. Personality sets the stage, but it’s self-awareness, deliberate practice, and behavioral adaptation that define success.
So, instead of asking “Was I born a leader?”, a more powerful question is: “How can I grow as a leader?”
- Start by reflecting on your own leadership tendencies.
- Seek feedback from colleagues, mentors, or leadership assessments.
- Identify one or two behaviors to improve—whether it’s listening more, delegating better, or providing clearer direction.
- Engage in leadership development opportunities—courses, mentorship, or hands-on experience.
Every great leader—no matter how natural they seem—has grown through deliberate learning and practice. Leadership isn’t about who you are—it’s about what you do. And the good news? Anyone can improve their leadership impact.