What personality traits make the best leaders?

What personality makes for the best leader? Is there a certain personality type that is destined for leadership, while other types are destined to be followers? Can someone’s personality determine their effectiveness as leaders, or is there more to it? 

Let’s dig into the science behind leadership and personality, as well as the personality traits—both innate and acquired—that make for an effective leader. 

The science behind leadership & personality

The science behind leadership and personality explores how someone’s innate and acquired personality traits and characteristics influence their effectiveness as leaders. 

In essence, are leaders born, or are they made? 

The science behind this question is constantly evolving, and as with most things in life, the answer lies somewhere in the middle.

If you’re familiar with the Enneagram personality test, it breaks down people into personality types from 1 to 9. The types that are most often associated with leadership are Enneagram Type 8 and Enneagram Type 1. While they each have their unique style, both are dominating, decisive types that are strong-willed and want to have an impact on their environment. If someone falls into one of these types, they are naturally inclined to be strong leaders.

Myers-Briggs, one of the most popular and well-known personality tests—though one that’s far from a perfect science—states that people fall into one of 16 personality types based on four distinctions. According to the test, people lean more toward being either Introverted or Extraverted (I/E), Intuitive or Sensing (N/S), Feeling or Thinking (F/T), or Perceiving or Judging (P/J). An individual could be INFP, ESTJ, or any other combination of those four letters. 

Myers-Briggs singles out the ENTJ personality type as being one of the most likely to offer innovation and bold leadership, which is evidenced by the type’s title—The Commander—and pop culture examples of ENTJs like Steve Jobs and Gordon Ramsay. 

But did Steve Jobs emerge from the womb holding an iPhone in one hand and an apple in the other? Did Gordon Ramsay call the doctor who delivered him an “idiot sandwich” before preparing a Beef Wellington for the nurses? 

Let’s cover what personality traits make for the best leaders. 

What personality makes the best leader?

There is no one single personality type or personality trait that makes the best leader. Just because someone is born bold and assertive does not mean they’re destined to lead. After all, if they’re consistently abrasive and rude to everyone they meet, who will want to follow them? How will they inspire and persuade people? 

By the same token, just because someone is born kind and understanding does not mean they’re destined to lead either. If they are afraid to ruffle feathers, delegate, and defend what’s right for fear of offending someone, nothing will be accomplished, and no one will feel supported when it counts. 

However, both of these individuals can acquire skills that help them become better leaders. A bold and assertive person can learn soft skills like patience, empathy, and effective communication, and a kind and sensitive person can learn essential leadership skills like growing more assertive, and learning how to delegate and lead by example. 

A note on Reference Profiles 

Before we dig into key personality traits of effective leaders, a note on PI’s Reference Profiles.

Reference Profiles provide a reference point based on someone’s PI Behavioral Assessment (BA) scores. They make it easier to understand and discuss PI BA results. They are descriptive, memorable, and helpful general categories for 17 different types of behavioral configurations. We’ll cover which Reference Profiles align with the top leadership traits below.

Whether someone is born with these traits or develops them over time with dedicated training, the following personality traits are essential to effective leadership. 

1. Extraversion

Extraversion involves being outgoing, energetic, and sociable. Extraverts are likely to emerge as leaders, as they love to engage with people and often inspire others with their enthusiasm. They have a lot of influence over their environment, and both enjoy and gain energy from social interaction, which can be beneficial in leading and motivating teams.

Extraverted people often fall into PI’s Social Reference Profile group, which is the largest profile group at six, and includes the Altruist, Captain, Collaborator, Maverick, Promoter, and Persuader Reference Profiles. These profiles are typically highly extraverted, people-oriented, and outgoing. 

Extraverts rarely fall into the Analytical Reference Profile group, as these profiles are more focused on completing tasks than engaging with others. 

2. Conscientiousness

Conscientiousness involves being organized, responsible, dependable, persistent, and achievement-oriented. 

Conscientious leaders are seen as reliable and are not only good at setting goals, but also at driving their teams to achieve them. Their diligence and attention to detail often translate into effectively executing on their plans. 

As conscientiousness is a highly sought-after trait in any workplace, conscientious people fall into a range of Reference Profiles and Reference Profile groups, but particularly in the Analytical group, which includes the Analyzer, Controller, Specialist, Strategist, and Venturer. 

People in this group tend to be self-disciplined experts who value getting things done to the best of their ability more than developing harmonious relationships with team members. 

3. Equanimity

Equanimity involves remaining calm, cool, and collected, especially under pressure. It’s the ability to balance one’s emotions, whether positive or negative, without becoming overwhelmed.  People with this trait don’t give in to moodiness, anxiety, or insecurity, and rarely lose their temper or composure. 

Now, equanimity is not to be confused with apathy, indifference, suppressing one’s emotions, or remaining passive—it’s about recognizing emotions without being hijacked or controlled by them. Instead of being reactive, someone with high equanimity acts from a place of clarity and wisdom. 

Equanimity is an essential personality trait in any leader, as it enables a leader to think clearly and make objective, rational decisions in the face of incredibly tense, frightening, or exciting situations. Their steadiness, resilience, and level-headedness inspire confidence, leading to better results for their team and organization as a whole. 

Equanimity falls most in the Stabilizing Reference Profile group, which is defined by patience, balance, and discipline. The Reference Profiles within this group—Adapter, Artisan, Guardian, Operator—don’t specifically seek leadership positions, but they are invaluable to a team precisely for their emotional stability. 

4. Empathy

Empathy involves the ability to understand another person’s emotions and perspective and walk a mile in their shoes. People with a high degree of empathy feel another’s pain, joy, and sadness as if it were their own. 

Empathetic leaders are deeply attuned to the emotional landscape of their team and use that understanding to guide their actions and decisions. They are compassionate, collaborative, considerate, supportive, and excellent communicators. 

They have the ability to make their team feel valued, respected, and seen for who they are, enabling them to foster a trusting, inclusive environment that drives engagement, enthusiasm, and loyalty. 

Empathy is a personality trait that falls mostly within the Stabilizing and Social Reference Profile groups. These reference profiles prioritize harmony and understanding the needs of fellow team members. 

5. Dominance 

Dominance is the drive to have control over or make an impact on one’s environment. It involves a desire for power and status, a willingness to take charge, competitiveness, assertiveness, boldness, and a high degree of confidence. 

Dominance, for what are sure to be obvious reasons, is quite a common personality trait found in leaders. Dominant leaders are direct, assertive, decisive, goal-oriented, don’t mind taking risks, and are unafraid of confrontation. In fact, they likely even enjoy it. 

Their ability to stand up for what they believe in, or for their team members, in the face of adversity can inspire innovation, loyalty, confidence, and get results, though, depending on their communication and collaboration skills, it may also lead to conflict and hurt feelings.  

Dominance is a personality trait that falls into the Analytical and Persistent Reference Profile groups at PI, though it’s also present in the Social group. 

While dominance on its own doesn’t necessarily make for an effective leader, it builds on top of other traits to create a leader who can defend others, stand up for what they believe in, and delegate with tact, warmth, and emotional intelligence. 

Learn more about dominance in the workplace. 

Become a better leader with The Predictive Index

While all of the above traits are desirable in a leader, none of them work in isolation, and they all can be improved upon. Yes, we are all born with natural skills and characteristics, but the journey doesn’t stop there—not by a long shot. 

The Predictive Index is a behavioral assessment tool grounded in psychological principles. It focuses on understanding individuals’ core drives and needs related to workplace behaviors. By assessing these personality characteristics, we aim to:

• Improve leadership development: By understanding a leader’s behavioral profile, organizations can tailor development programs to their specific strengths and areas for growth.
• Enhance communication: PI insights can help leaders understand their communication style and adapt it to better connect with team members who have different behavioral profiles.
• Build stronger teams: Understanding team members’ personalities and working styles through PI can facilitate better collaboration, conflict resolution, and overall team performance.

In essence, the science behind leadership and personality recognizes that who a leader is (i.e., their personality) significantly influences the behavior and style with which they lead as well as their effectiveness in different situations. PI offers a structured way to assess and leverage these individual differences for better leadership and organizational outcomes.

PI’s Talent Optimization Essentials bundle provides an all-compassing approach to building a thriving workforce and recognizing and cultivating new leaders, right at your fingertips.