Daniel Sanchez MOD 2 OBLD 371 Research Project

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Fives Models of Personality and Traits of Effective or Ineffective Leaders 1 Fives Models of Personality and Traits of Effective or Ineffective Leaders Daniel E. Sanchez Barrera Embry Riddle Aeronautical University Worldwide Campus 01/21/2024

Fives Models of Personality and Traits of Effective or Ineffective Leaders 2 Fives Models of Personality and Traits of Effective or Ineffective Leaders Effective or unsuccessful leadership can be attributed to a wide range of attributes and personality traits. Leadership is a complex topic. This essay examines five personality models, looks at characteristics of both effective and ineffective leaders, and compares and contrasts the leadership philosophies and actions of two well-known individuals who lead and led companies known at a worldwide level. Mark Zuckerberg and Marissa Mayer, providing insights into their character and how those differences affect their leadership and their companies. Five Personality Models The current literature on leadership explores the behaviors, roles, and personalities of effective leaders while also addressing the attributes and character dimensions necessary for leadership success. (Yukl & Lepsinger, 2005) This is done through the study of emotional intelligence by Goleman, The Center for Creative Leadership, and other researchers. Similarly, the situational leadership model developed by Hersey and Blanchard emphasizes the leader's relationship and task behaviors in relation to the readiness of their followers (Rudden et al., 2008). These models highlight the importance of personal qualities, such as emotional intelligence and capacity for complexity, in effective leadership. The five personality models are categorized in Neuroticism which describes the emotional stability of an individual through how they perceive the world and respond to

Fives Models of Personality and Traits of Effective or Ineffective Leaders 3 stressors and negative emotions. Extraversion, the tendency and intensity to which someone seeks interaction with their environment, particularly socially and their inclination towards assertiveness. Openness to experience reflects a person's willingness to explore new ideas, be open-minded, and embrace creativity and change. Agreeableness refers to a person's tendency to be cooperative, compassionate, and considerate in their interactions with others. Conscientiousness refers to the degree to which an individual is organized, dependable, and responsible (Kang et al., 2023). These personality traits are critical in understanding leadership effectiveness and can provide insights into the behaviors and characteristics of effective leaders. These personality traits are critical in understanding leadership effectiveness and can provide insights into the behaviors and characteristics of effective leaders. In contrast, ineffective leadership may be characterized by traits such as high neuroticism, low extraversion, resistance to change, closed-mindedness, and a lack of empathy or consideration for others. The research suggests that effective leaders are likely to demonstrate several if not all of these characteristics related to extraversion, conscientiousness, agreeableness, emotional stability/neuroticism, and openness to experience. Traits of Effective Leaders or Ineffective Leaders - Discussing the personalities trait of selected leaders Having in mind the five personality models and their association with leadership, either effective or ineffective, an analysis of the selected leaders could be performed.

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Fives Models of Personality and Traits of Effective or Ineffective Leaders 4 First Mark Zuckerberg as the CEO of Meta can be seen as an effective leader based on the personality traits associated with leadership success. He exhibits traits such as openness to experience, as he constantly seeks new ideas and innovations for the company. He also demonstrates conscientiousness, as evidenced by his commitment to the company's mission and his attention to detail in decision-making. In addition, Zuckerberg's extraversion is evident in his ability to communicate and connect with others, while his emotional stability helps him remain calm and focused during challenging situations (CNBC.com staff, 2016). On the other hand, Marissa Mayer, the former CEO of Yahoo, can be seen as an ineffective leader based on the personality traits associated with leadership success. She exhibits traits such as low extraversion, as she is often described as introverted and lacking in interpersonal skills. Additionally, Mayer's resistance to change and closed-mindedness have been cited as factors contributing to her leadership ineffectiveness. Furthermore, her lack of empathy and consideration for others has been criticized, suggesting a low level of agreeableness. Mayer should have listened more and talked less right from the start. She had the option to act after learning more; answers that come before comprehension typically don't work out well. She could have built walls instead of mending fences. Instead of listening, understanding, and learning, she chooses to posture, spin, and pontificate (Myatt, 2015). Both examples highlight the importance of personality traits in effective leadership and how they can contribute to either success or failure in a leadership role, it is possible to

Fives Models of Personality and Traits of Effective or Ineffective Leaders 5 learn and identify patterns of effective and ineffective leadership based on the five personality models and apply them to deal with the everyday situations and challenges that prospective leaders have to face. References CNBC.com staff. (2016, July 28). 7 brilliant management strategies Mark Zuckerberg used to build Facebook. CNBC . https://www.cnbc.com/2016/07/28/mark-zuckerberg-top- management-strategies-at-facebook.html Kang, W., Guzman, K L., & Malvaso, A. (2023, March 28). Big Five personality traits in the workplace: Investigating personality differences between employees, supervisors, managers, and entrepreneurs. Frontiers in Psychology, 14. https://doi.org/10.3389/fpsyg.2023.976022 Myatt, M. (2015, November 20). Marissa Mayer: A case study in Poor leadership. Forbes . https://www.forbes.com/sites/mikemyatt/2015/11/20/marissa-mayer-case-study-in- poor-leadership/?sh=24bed02f3b46 Rudden, M G., Twemlow, S W., & Ackerman, S J. (2008, October 1). Leadership and regressive group processes: A pilot study. https://scite.ai/reports/10.1111/j.1745- 8315.2008.00083.x Yukl, G., & Lepsinger, R. (2005, January 1). Why Integrating the Leading and Managing Roles Is Essential for Organizational Effectiveness. Organizational Dynamics, 34(4), 361-375. https://doi.org/10.1016/j.orgdyn.2005.08.004

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Daniel Sanchez MOD 2 OBLD 371 Research Project

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