Personality, leader behavior, and overdoing it

Abstract

This study tests predictions about links between personality and ratings of four leader behavior styles. It also examines the assumption that strengths can become weaknesses by determining the level of personality scores associated with ratings of “the right amount” vs. “too much” of the leader behaviors. Multivariate analyses in a sample of 126 managers and executives rated by 1,512 coworkers supported 93% of the predicted personality-leader behavior relationships, with an average observed effect size of R2 = .26. Distinct personality profiles defined each of the leader behaviors, and complementary behaviors were defined by opposing personality profiles. Consistent with recent findings of curvilinear personality-performance relationships, personality scores about 1 SD above the normative mean predicted doing too much of the leader behaviors. However, scores slightly below the mean also predicted doing too much of some leader behaviors. The findings indicate that leader behavior is related to a broad range of personality dimensions and show how both high and low scores on personality dimensions can compromise performance through an association with excessive behavior. (PsycINFO Database Record (c) 2012 APA, all rights reserved)

Full text

PERSONALITY, LEADER BEHAVIOR,
AND OVERDOING IT
Robert B. Kaiser
Kaiser Leadership Solutions,
Greensboro, NC
Joyce Hogan
Hogan Assessment Systems, Tulsa, OK
This study tests predictions about links between personality and ratings of four leader
behavior styles. It also examines the assumption that strengths can become weaknesses by
determining the level of personality scores associated with ratings of “the right amount” vs.
“too much” of the leader behaviors. Multivariate analyses in a sample of 126 managers and
executives rated by 1,512 coworkers supported 93% of the predicted personality-leader
behavior relationships, with an average observed effect size of R
2
⫽ .26. Distinct personality
profiles defined each of the leader behaviors, and complementary behaviors were defined by
opposing personality profiles. Consistent with recent findings of curvilinear personality-per-
formance relationships, personality scores about 1 SD above the normative mean predicted
doing too much of the leader behaviors. However, scores slightly below the mean also
predicted doing too much of some leader behaviors. The findings indicate that leader
behavior is related to a broad range of personality dimensions and show how both high and
low scores on personality dimensions can compromise performance through an association
with excessive behavior.
Keywords: personality, leadership, strengths overused, strengths become weaknesses
Leadership research has historically minimized the role of personality. Two influential reviews
published more than 50 years ago concluded that the relationship between personality and leadership
is negligible (Mann, 1959; Stogdill, 1948). This conclusion became conventional wisdom and
discouraged further research until Lord, DeVader, and Alliger’s (1986) reanalysis of the earlier work
revealed significant methodological flaws, conceptual confusions, and misinterpretations. Since
then, better theory and better research methods show that the historical antipathy toward personality
was misguided. For example, one meta-analysis found that, when organized in terms of the widely
endorsed five-factor model of personality, the multiple correlation between personality and leader-
ship is .48 (Judge, Bono, Ilies, & Gerhardt, 2002). In contrast, the correlation between intelligence
and leadership is .27 (Judge, Ilies, & Colbert, 2004). Based on the empirical evidence, personality
appears to be the strongest single domain of individual differences related to leadership (Hogan &
Kaiser, 2010).
Robert B. Kaiser, President, Kaiser Leadership Solutions Greensboro, NC; Joyce Hogan, Vice President, Hogan
Assessment Systems, Tulsa, OK.
Robert B. Kaiser has a commercial interest in the Leadership Versatility Index and Joyce Hogan has a
commercial interest in the Hogan Personality Inventory which were used in the research reported in this article.
The authors thank two anonymous reviewers for helpful feedback on a draft.
Correspondence concerning this article should be addressed to Robert B. Kaiser, Kaiser Leadership Solutions,
1903-G Ashwood Ct., Greensboro, NC 27455. E-mail: robertbkaiser@gmail.com or Joyce Hogan, Hogan Assessment
Systems, Inc., 2622 E. 21st Street, Tulsa, OK 74114. E-mail: jhogan@hoganassessments.com
Consulting Psychology Journal: Practice and Research © 2011 American Psychological Association
2011, Vol. 63, No. 4, 219 –242 1065-9293/11/$12.00 DOI: 10.1037/a0026795
219

The integral role of personality in leadership seems well understood by managers, consultants,
and talent management professionals who have used personality assessment in selection and
development for decades (e.g., Moore, 1987; Scott & Reynolds, 2010). A case can be made that
leadership research has lagged behind practice in this regard. The present study is designed to help
bridge this gap by examining theory-based relationships between a broad range of personality
dimensions and four specific leader behaviors. This research also examines a common assumption
in leadership practice that has received little empirical attention—the assumption that strengths can
become weaknesses when overused.
We begin by reviewing prior research to specify personality constructs and Yukl’s (2006)
taxonomy of task-oriented, and change-oriented leadership to develop theoretical linkages
between seven dimensions of personality and four specific leader behaviors. Then we trace the
origins of the insight that strengths can become liabilities when leaders overuse them and
review research suggesting personality may be related to this phenomenon. We consider how
extreme personality dispositions, which approach “darkside” personality flaws, may be asso-
ciated with doing “too much” of certain leadership behaviors and develop predictions about the
form of these relationships. The core of the article concerns statistical tests of these predicted
personality-leader behavior relationships, including point predictions on the continuum where
personality dimensions change from being associated with the optimal use of a behavior to
overdoing that behavior. Our purpose is to understand the extreme personalities who often occupy
leadership roles and their assets and liabilities. We close with a discussion of the implications of our
findings for future research and the selection and development of managers.
Personality and Leader Behavior
The leadership literature is vast but fragmented (Bennis, 2007; Yukl, 2006). For instance, research-
ers typically focus on either leader traits or leader behaviors but, despite the conceptual relatedness
of traits and behavior, rarely consider both. Only recently has empirical work begun to integrate
across these two paradigms (e.g., DeRue, Nahrgang, Wellman, & Humphrey, 2011). An emerging
view is that personality is related to leadership effectiveness and this relationship is moderated by
leader behavior (Hogan & Kaiser, 2005).
Personality represents characteristic ways of responding to the environment and involves
dispositions to think, feel, and behave in a particular manner (Roberts, 2006). The extent to which
leader behavior is an expression of personality is partly a function of the leader regulating his or her
behavior in an automatic versus controlled fashion (Baumeister, Muraven, & Tice, 2000; Shiffrin &
Schneider, 1977). To the extent that leaders regulate behavior in an automatic, unconscious way,
personality will be more manifest. Alternatively, to the extent that leaders are more mindful and are
self-regulating in a conscious manner, their behavior will be less influenced by personality and more
by deliberate choices to address the presenting situation.
Perhaps the most commonly encountered leaders in practice are managers in organizations, and
that is the population we studied in the present research. Managerial jobs are relatively complex,
ambiguously structured, and demanding (Levinson, 1988; McCall, Lombardo, & Morrison, 1988;
Zacarro, 2001), which taxes the psychological resources needed for controlled self-regulation
(Baumeister et al., 2000) and makes the influence of personality on behavior more likely. Mana-
gerial jobs also have more autonomy and discretion than nonmanagerial jobs; they offer greater
latitude for managerial choice and that provides more opportunity for personality to operate (Barrick
& Mount, 1993; Kaiser & Hogan, 2007). For these reasons, personality is likely to be highly related
to the leadership behavior of managers.
Organizing Constructs
The erroneous conclusions drawn from early research claiming that personality plays a trivial role
in leadership can be attributed largely to conceptual confusion. In their review of the leadership
literature, Judge et al. (2002) noted the problem of “a lack of structure in describing personality,
220 KAISER AND HOGAN

leading to a wide range of traits being investigated under different labels” (p. 766). Hughes, Ginnett,
and Curphy (1996) also cited problems with the lack of structure masking personality-leadership
relations; House and Aditya (1997) added that the lack of theory to guide the search for personality
characteristics associated with leadership inhibited empirical results. However, the widespread
adoption of the five-factor model (FFM) of personality has provided the conceptual guidance needed
to organize and interpret the findings. Three reviews have considered the research literature through
the lens of the FFM and found consistent and coherent relationships between personality and
leadership (DeRue et al., 2011; Hogan, Curphy, & Hogan, 1994; Judge et al., 2002).
It is important to recognize that the FFM is not a measure of personality; rather, it is a taxonomy
for organizing and classifying personality scales based on their statistical interrelations. Just as the
Linnean taxonomy of biology classifies living organisms in a systematic framework based on
similarities and differences, the FFM provides a framework for identifying similarities and differ-
ences in personality scales. The FFM distinguishes among five relatively independent factors,
labeled as (and including such qualities as) Extraversion (sociable, assertive, active); Agreeableness
(trusting, accommodating, caring); Conscientiousness (reliable, dependable, hardworking); Emo-
tional Stability (adjusted, composed, resilient); and Intellect-Openness to Experience (educated,
imaginative, unconventional). Substantial research supports the validity and generalizability of the
FFM across different types of assessments, languages, and cultures (Digman, 1990; Goldberg, 1993;
John, 1990; McCrae & Costa, 1997; Wiggins, 1996).
Another way in which the leadership literature is fragmented is that there is a plethora of leader
behavior constructs and the field lacks a generally accepted taxonomy for classifying them. We
chose to organize our research with the taxonomy proposed by Yukl (2006) that distinguishes
interpersonal-oriented, task-oriented, and change-oriented categories of leader behavior. We used
this framework because it is parsimonious yet accounts for the majority of commonly studied
constructs (Yukl, 2006) and has been used to good effect for organizing leader behaviors in
meta-analytic research (DeRue et al., 2011).
According to Yukl, leaders use interpersonal-oriented behaviors to show concern for employ-
ees’ welfare, seek their input and involvement, and maintain relationships within the group.
Examples of leader behaviors that can be classified as interpersonal-oriented include consideration
from the two-factor paradigm of leader behavior (Stogdill, 1963) and empowerment (Pearce et al.,
2003). Leaders use task-oriented behaviors to structure and organize work, define roles and
responsibilities, and focus the group on production. Leader behaviors that can be classified as
task-oriented include the other dimension from the two-factor paradigm, initiating structure (Stog-
dill, 1963), and contingent reward and management-by-exception from Bass’ (1985) model of
transactional leadership. Finally, leaders use change-oriented behaviors to adapt to shifting envi-
ronmental demands, establish new directions, and introduce new organizational structures and
procedures. Change-oriented behaviors include visionary leadership (Sashkin, 1988) and transfor-
mational leadership (Bass, 1985).
Classifying Measures
We took a theory-driven approach to conceptualize the measures we used to study personality and
leader behavior in terms of the FFM and Yukl’s (2006) taxonomy of leader behaviors. We aligned
the personality and leader behavior taxonomies based on prior research on the similarity of their
underlying constructs to predict which personality measures would be associated with which
behaviors.
We measured personality with the Hogan Personality Inventory (HPI; Hogan & Hogan, 2007),
which is based on an expanded version of the FFM that emphasizes relationships with various
aspects of occupational performance. The HPI Ambition and Sociability scales reflect two facets of
FFM Extraversion that have distinct correlations with different aspects of work performance;
Ambition refers to taking initiative, being competitive, and seeking leadership roles whereas
Sociability refers to appearing outgoing, talkative, and gregarious. The HPI Interpersonal Sensitivity
scale reflects FFM Agreeableness and concerns appearing socially sensitive, considerate, and tactful.
The HPI Prudence scale reflects FFM Conscientiousness and concerns appearing reliable, depend-
221PERSONALITY AND LEADER BEHAVIOR

able, and responsible. The HPI Adjustment scale reflects FFM Emotional Stability and concerns
self-confidence, composure, and stable moods. Finally, the HPI Inquisitive and Learning Approach
scales reflect two facets of FFM Intellect-Openness; Inquisitive refers to seeming curious, imagi-
native, and open-minded whereas Learning Approach represents interest in formal education and
being intellectually engaged. The HPIs full seven-dimension model, its relationship to the FFM, and
descriptions of high and low scores on the scales representing each dimension appear in Table 1.
We measured behavioral style with the Leadership Versatility Index multirater instrument that
covers four dimensions: Forceful, Enabling, Strategic, and Operational leadership (Kaiser, Over-
field, & Kaplan, 2010; Kaplan & Kaiser, 2006). Forceful leadership is defined as assuming authority
and using personal and position power to drive performance; it includes taking charge, decisiveness,
and pushing for results. Enabling leadership is defined as creating conditions for others to contribute;
it includes empowerment, participation, and supporting people. Strategic leadership is defined as
positioning the organization or unit or team to be competitive in the future, and includes setting
direction, expanding capability, and supporting innovation. In addition, Operational leadership is
defined as focusing the organization on the tactical details needed to implement near-term plans; it
includes execution, focusing resources, and using process discipline to move projects along in an
orderly fashion.
Forceful and Enabling leader behaviors are social in nature and represent how one leads, or
one’s leadership style, and Strategic and Operational leader behaviors are functional in nature and
represent what one leads, or the organizational issues on which a leader focuses (Kaiser, Lindberg,
& Craig, 2007; Kaiser & Overfield, 2010). What one leads includes the changes required for a team
or organization to adapt to its environment and the stability needed to execute tasks. In terms of
Yukl’s (2006) taxonomy, Forceful and Enabling behaviors fit in the interpersonal-oriented category,
Operational behaviors fit in the task-oriented category, and Strategic behaviors fit in the change-
oriented category.
Personality-Leader Behavior Predictions
Hogan and Holland (2003) demonstrated the importance of aligning personality dimensions with
relevant performance dimensions according to their underlying construct to identify meaningful
personality-performance relationships. A recent meta-analysis demonstrated the value of using this
logic in leadership research by applying the FFM and the Yukl (2006) taxonomy to identify clear
patterns of theoretically coherent relationships (DeRue et al., 2011). For instance, the researchers
predicted and found relationships between interpersonal-oriented traits, those classified as FFM
Agreeableness and Extraversion, and relational leader behaviors (e.g., consideration). They also
found relations between task-oriented traits, classified as FFM Conscientiousness and Emotional
Stability, and task-oriented leader behaviors (e.g., structure). Finally, they found relations between
change-oriented traits, classified as FFM Openness, and change-oriented leader behaviors (e.g.,
transformational leadership).
We used the foregoing research as a starting point to make predictions in our study, but added
the following distinctions. First, prior research indicates that two facets of FFM Extraversion,
Ambition and Sociability, have distinct relations with leadership. The Hogan and Holland (2003)
meta-analysis found that Ambition was related to leadership whereas Sociability was not. The Judge
et al. (2002) meta-analysis found that lower-order traits reflecting the Ambition facet were more
strongly correlated with leadership criteria than was the broader Extraversion factor. Second, FFM
Intellect-Openness also has two distinct facets, Inquisitive and Learning Approach. The Hogan and
Holland (2003) meta-analysis found that Inquisitive was related to performance, particular creative
aspects of performance, whereas Learning Approach was related to training outcomes. Therefore, in
our predictions concerning leader behavior we focused on Ambition and Inquisitive.
Interpersonal-oriented constructs. Extraversion and Agreeableness are the two FFM
factors most clearly associated with interpersonal behavior (McCrae & Costa, 1989). Therefore,
we expected the HPI Ambition and Interpersonal Sensitivity scales to be to be associated with
the Forceful and Enabling behavior styles. Ambition should be positively related to Forceful
behavior because it reflects drive and assertiveness (Kaplan, 1990). Conversely, Interpersonal
222 KAISER AND HOGAN

Table 1
HPI Personality Dimensions in Relation to the Five-Factor Model
Factor HPI dimension Definition Low scores High scores
Extraversion Ambition Taking initiative, being competitive, and
seeking leadership roles
Indecisive and unassertive Proactive and driven
Sociability Outgoing, talkative, and gregarious Withdrawn and quiet Expressive and socially engaged
Agreeableness Interpersonal sensitivity Socially sensitive, considerate, and
tactful
Tough-minded, frank, and
direct
Friendly, warm, and cooperative
Conscientiousness Prudence Reliable, dependable, and responsible Non-conforming, impulsive,
and flexible
Rule-abiding, organized, and
detail-oriented
Emotional Stability Adjustment Self-confidence, composure, and stable
moods
Tense, irritable, and negative Steady, resilient, and optimistic
Openness to Experience Inquisitive Curious, imaginative, and open-minded Focused and pragmatic Creative and visionary
Learning Approach Interested in formal education and
intellectually engaged
Experiential and practical Intellectual and worldly
Note. Based on “Hogan Personality Inventory manual,” by R. Hogan and J. Hogan, 2007, Hogan Press, Tulsa, OK. Adapted with permission from the publisher.
223PERSONALITY AND LEADER BEHAVIOR

Sensitivity should be negatively related to Forceful leadership because managers who score low
on this scale are tough, frank, and direct, consistent with the assertive drive for results that
characterizes Forceful leadership. We expected the reverse relations between these HPI scales
and Enabling leadership because Forceful and Enabling are complementary but opposing
behaviors that are inversely related (Kaiser & Overfield, 2010; Kaplan & Kaiser, 2003).
Ambition should be negatively related to Enabling leadership because competitive status
striving and the drive to be in charge are self-focused rather than considerate and empowering
of others. Interpersonal Sensitivity should be positively related to Enabling leadership because
it concerns the care and consideration of other people that are central to supporting and
including others.
We also expected Adjustment, a measure reflecting FFM Emotional Stability, to be related to
Forceful and Enabling styles because Emotional Stability has significant implications for interper-
sonal behavior (Coˆte´ & Moskowitz, 1998; Trapnell & Wiggins, 1990). Stable people are more
rewarding to deal with—they are secure, patient, and optimistic, less unpredictable and less likely
to overreact. Adjustment should be positively related to Enabling leadership because it requires trust
to delegate and empower, patience to listen and include others, and optimism to put people at ease
and support them. On the other hand, people who are low on Adjustment are anxious, volatile, and
overreactive (Hogan & Hogan, 2007). Therefore, we expect low Adjustment to be associated with
high Forceful leader behavior—jumping in to take over when the anxious leader worries about
performance, being abrasive and critical when under stress, and blaming others when results are not
achieved.
Task-oriented constructs. According to DeRue et al. (2011) FFM Conscientiousness and
Emotional Stability are the two factors most central to task-oriented leader behavior. Indeed,
meta-analyses show that Conscientiousness is the factor most consistently related to task perfor-
mance (Dudley, Orvis, Labiecki, & Cortina, 2006; Hurtz & Donovan, 2000), followed by Emotional
Stability (Barrick & Mount, 1991; Salgado, 1997). Therefore, we expected Prudence and Adjust-
ment, which reflect FFM Conscientiousness and Emotional Stability, respectively, to be related to
Operational leadership. In both cases, we expected the relationship to be positive—managers who
score high on Prudence are detail-oriented and disciplined (Hogan & Hogan, 2007), which facilitates
an Operational focus on implementation and the tactical emphasis on short-term goals. People who
score high on Adjustment are calm and steady under stress, which facilitates the consistency and
predictability of Operational leadership.
We also expected Inquisitive to be negatively related to Operational leader behaviors. Inquisitive
characteristics such as taking a holistic, broadminded, and future-oriented perspective contrast with
the narrow, short-term focus that characterizes Operational leadership. Indeed, managers with low
scores on FFM Intellect-Openness are focused and pragmatic, which are keys to Operational
execution (Judge, Piccolo, & Kosalka, 2009).
Change-oriented constructs. FFM Intellect-Openness is the factor most closely associated
with change (McCrae, 1993). Managers with high scores on Inquisitive, which reflects one
significant aspect of FFM Intellect-Openness, are creative, curious, big-picture thinkers who are
often regarded as visionary; these qualities are needed for setting direction and promoting innova-
tion to both introduce and adapt to change (Hogan & Hogan, 2007). Therefore, we expected a
positive relationship between Inquisitive and Strategic leadership. We further expected a negative
relationship between Prudence and Strategic leadership. Managers with low scores on Prudence are
nonconforming and flexible, which makes them more likely to support innovation and changes in
direction (Hogan & Hogan, 2007). Our predictions regarding the relations between the HPI
personality dimensions and the LVI leader behaviors are summarized in Table 2.
Strengths Overused
Following McCall and Lombardo’s (1983) seminal research on derailment, the phrase, “a strength
can become a weakness,” is now used regularly in discussions of leadership. In their analysis of what
gets executives fired, these researchers observed the ironic pattern where qualities that were initially
224 KAISER AND HOGAN

regarded as assets came to be liabilities. They noted such cases as when managers who were
commended early on for their assertiveness and drive were later criticized for being bossy and
overbearing. Another common pattern emerged where detail-oriented managers with deep technical
expertise were well regarded in middle-management roles but came to be seen as too tactical and
unable to think strategically at the executive level. This dynamic of strengths becoming weaknesses
has been used to explain many CEO failures in recent years (McCall, 2009).
Personality and Strengths Overused
The early derailment research identified two distinct themes, strengths overused and personality
flaws (Hogan, Hogan, & Kaiser, 2010). Bentz (1985), in an analysis of failed executives at Sears,
concluded that each of them had what he termed an “overriding personality defect.” McCall and
Lombardo (1983) also identified personality themes such as abrasiveness, insensitivity, and rigidity
among derailed managers. However, this early research did not explore the links between person-
ality and strengths overused. Recent research, however, suggests how extreme standing on desirable
personality dispositions may undermine leadership effectiveness through an association with ex-
cessive behavior.
New studies have challenged the assumption of linear relationships between personality and
performance, where increasing levels of a trait are associated with increasing levels of performance.
These studies have found that higher levels of a trait may be related to higher levels of performance
but only up to a point, after which performance may actually drop off (Benson & Campbell, 2007;
Le, Oh, Robbins, Ilies, Holland, & Westrick, 2010). For example, Le et al. (2010) found that scores
on FFM Conscientiousness increased with supervisor ratings of task performance up to 1 SD above
the mean on Conscientiousness but Conscientiousness scores higher than that were associated with
decreases in performance. The same trend was found between personality scores for FFM Emo-
tional Stability and both task performance and citizenship behavior. Managers scoring highest on
Emotional Stability were rated lower than those in the average range. Similarly, a separate study by
Ames and Flynn (2007) reported a curvilinear relationship between assertiveness, which aligns with
the FFM Extraversion facet of Ambition, and leadership effectiveness. Leaders who scored high on
assertiveness had teams that got more done but the team members reported less favorable work
attitudes; productivity also began to decline at the highest levels of assertiveness. Although
Conscientiousness, Emotional Stability, and assertiveness are commonly regarded as desirable
attributes in leaders, these studies demonstrate that they can undermine performance at extreme
levels.
The foregoing research establishes empirical links between personality and strengths
overused. However, the topic deserves further exploration. Studies showing that extreme levels
of desirable personality characteristics are associated with undesirable outcomes are illuminat-
ing, but the mechanisms linking them remain unspecified. For example, what behaviors of
extremely assertive leaders degrade employee motivation and engagement? Furthermore, the
Table 2
Predicted Relationships Between Personality Dimensions and Leader Behaviors
Personality dimension
Leader behavior
Forceful Enabling Strategic Operational
Ambition Positive Negative
Sociability
Interpersonal sensitivity Negative Positive
Prudence Negative Positive
Adjustment Negative Positive Positive
Inquisitive Positive Negative
Learning approach
225PERSONALITY AND LEADER BEHAVIOR

recent research raises more questions about the relationship between personality and strengths
overused. For example, what personality dimensions besides Conscientiousness, Emotional
Stability, and assertiveness may also be counterproductive at the extremes? And is it possible
that extremely low standing on some personality dimensions may also be associated with
excessive behavior? This study addresses some of these additional questions by determining the
level of the personality dimensions, both at the high and low ends of the continuum, that is
associated with extreme, counterproductive forms of their associated behaviors.
Personality and Overdoing It Predictions
The connection between personality and strengths overused is straightforward to conceptualize.
People with extreme scores on a given personality dimension exhibit more extreme behavior than
individuals with scores in the middle range (Schuman & Presser, 1981). For example, a manager
who scores 2 SDs above the mean on assertiveness is more likely to initiate activity than is a
manager who scores near the mean. However, asserting authority and giving directives may not be
the most appropriate response in some leadership situations; when subordinates are highly skilled
and motivated, for example, they prefer to be delegated responsibility rather than told what to do and
how to do it (Vecchio & Boatright, 2002). In such a situation, the assertive manager’s strength could
demotivate her staff if she is unable to resist her inclination to assert authority. However, it is also
possible that extremely low assertiveness could be associated with excessive behavior of other
forms. For instance, a manager at the very low end of assertiveness may not provide adequate
direction and structure. On the upside, this could be seen as empowering, but on the downside it may
be seen as an abdication of authority.
We anticipated that excessive leader behavior would be associated with (1) high personality
scores for each of the positively related HPI scale-LVI behavior predictions, and (2) low personality
scores for each of the negatively related HPI scale-LVI behavior predictions. For instance, consider
the two classic patterns identified in the initial derailment research (McCall & Lombardo, 1983). The
assertive manager who comes across as bossy and overbearing (too Forceful in LVI terms) is likely
to be high on Ambition but low on Interpersonal Sensitivity. The detail-oriented executive who is
seen as too tactical, narrow in perspective, and mired in the minutia (too Operational, in LVI terms)
is likely to be high on Prudence but low on Inquisitive.
A remaining question concerns just how high or low personality scores need to be to be
associated with an excessive degree of leader behavior. We anticipated where these points would
occur by considering the inflection points where positive personality-performance relationships
stopped increasing in both the Ames and Flynn (2007) study of assertiveness and the Le et al. study
(Le et al., 2010) of Conscientiousness and Emotional Stability. This value was remarkably similar
in both studies, about 1 SD above the mean in each case. Therefore, we expected that the functions
relating personality to leader behavior would go from being associated with an optimal level to too
much of the behavior around 1 SD above the mean on the personality continuum, approximately the
84th percentile, for positive personality-behavior predictions. In the absence of empirical findings on
the low end of the personality continuum, we assumed a mirror-image pattern where personality
scores around 1 SD below the mean, approximately the 16th percentile, would be associated with
the crossover to too much of the leader behavior.
Method
Sample
The data consisted of scores on the HPI for 126 managers and behavior ratings from 1,512 of their
coworkers on the LVI version 3.0. Participants came from both American and European firms. Data
were gathered as part of a leadership training program or executive coaching services.
The participants were mostly male (78.6%) and the mean age was 45.17 years (SD ⫽ 6.70).
They reported a mean of 15.92 years of managerial experience (SD ⫽ 7.08) and mean tenure in their
current job of 3.13 years (SD ⫽ 3.27). Most worked in business organizations—57.1% in publicly
226 KAISER AND HOGAN

traded companies, 19.8% in privately held companies, and 9.5% in government institutions (13.5%
did not report their type of organization). The sample worked primarily in upper management—
about a third of the sample reported working at either the Executive level, the Director level, or in
Middle Management.
Measures
Personality predictors. The HPI (Hogan & Hogan, 2007), contains seven primary scales to
measure each personality dimension. The seven-dimension model, its relationship to the FFM, and
descriptions of high and low scores on the scales representing each dimension appear in Table 1.
Structural modeling research supports the seven factor structure for the HPI scales (Hogan et al.,
2007) and their relationship to the FFM (Hogan, Barrett, & Hogan, 2007; Smith & Ellingson, 2002).
Hogan and Hogan (2007) and Hogan and Holland (2003) summarize reliability and validity
evidence for the HPI showing that the seven factors have unique relationships with a broad range
of theoretically relevant occupational criteria.
The norming sample used to interpret HPI raw scores in terms of percentiles included 156,614
cases of job applicants and employees from various occupational groups in the U.S. workforce. Sex,
race/ethnicity, and age are represented; both selection and development cases are included. Means
and standard deviations for the percentile scores on the HPI scales in the current research sample
appear in Table 3.
Leader behavior criteria. The LVI version 3.0 is a multirater instrument that contains four
primary scales, each composed of 12 items, concerning Forceful, Enabling, Strategic, and Opera-
tional behaviors (Kaiser et al., 2010). Prior research supports the structure, reliability, and validity
of the LVI as a measure of these four dimensions that shows the expected patterns of convergent and
discriminant relations with other measures of leader behavior and effectiveness criteria (Kaiser et al.,
2010; Staal, 2008; Vassar, 2008). Crucial to our study, the LVI behavior items are rated with a
unique, “too little/too much” scale that ranges from ⫺4to⫹4. Degrees of “too little” are represented
from ⫺4to⫺1, “the right amount” is represented by 0, and degrees of too much are represented
from ⫹1to⫹4 (see Figure 1). Research indicates that raters can reliably make these distinctions and
that the scale is a valid method for measuring strengths overused (Kaiser & Kaplan, 2005; Kaiser
& Overfield, 2011).
Procedures
Leader behavior scores were calculated based on coworkers’ ratings using a procedure recom-
mended by Oh and Berry (2009). These researchers demonstrated that the most valid and reliable
view of leader behavior reflects a composite of ratings from the superior, peer, and subordinate
Table 3
Descriptive Statistics for Personality
Variables
MSD
Ambition 65.63 29.66
Sociability 55.42 27.28
Interpersonal sensitivity 47.26 32.66
Prudence 45.21 28.40
Adjustment 50.75 28.81
Inquisitive 55.60 26.49
Learning approach 64.94 24.68
Note. N ⫽ 126 managers and executives. Scores are ex-
pressed in percentiles relative to a norm group composed of
a representative sample of working adults.
227PERSONALITY AND LEADER BEHAVIOR

perspectives. We computed LVI scores by first calculating the mean rating across all raters within
the superior, peer, and subordinate groups and then calculated the grand mean across these three
groups for each target manager. We did this first for all 48 LVI items and then calculated the average
of these scores across the 12 items comprising each of the four scales. Thus, the leader behavior
ratings reflected a unit-weighted view from each of the three primary coworker perspectives.
To justify aggregating LVI ratings according to the procedure just described, we considered the
degree of rating similarity both within and across rater groups (LeBreton, Burgess, Kaiser, Atchley,
& James, 2003). Specifically, for the superior, peer, and subordinate groups as well as the
aggregation across these groups, we calculated interrater agreement using the r
wg(j)
statistic (James,
Demaree, & Wolf, 1984) and interrater reliability using intraclass correlations (ICC) based on
one-way random effects analysis of variance (ANOVA) (McGraw & Wong, 1996). We calculated
r
wg(j)
values using the correction factor for central tendency since the majority of ratings on the LVI
were between ⫺2 and ⫹2onthe⫺4to⫹4 scale (see LeBreton & Senter, 2008). We calculated
ICC(1) to estimate the reliability of an individual rater and ICC(k) to estimate the reliability of the
average rating across k raters (where k equaled the median number of raters per source—two for
superiors, five for peers, five for subordinates, and 12 for the aggregate rating across all three
sources). As the results in Table 4 show, there was a sufficient level of rating similarity within the
superior, peer, and subordinate sources to justify aggregation, and an acceptable level of similarity
in ratings across all three sources as reflected in how the average r
wg(j)
values exceeded the
recommended .90 level and the ICC(k) values exceeded the recommended .70 level (LeBreton &
Senter, 2008) for each of the four LVI scales.
Descriptive statistics for the four LVI scale scores based on the average of superior, peer, and
subordinate ratings, and used in all subsequent analyses, were Forceful M ⫽⫺.05, SD ⫽ .48,
Enabling M ⫽⫺.34, SD ⫽ .41, Strategic M ⫽⫺.36, SD ⫽ .30, and Operational M ⫽⫺.16, SD ⫽
.25. Table 5 presents the correlations between all study variables: participant demographics, the
seven HPI personality scales, and the four LVI leader behavior scales.
Results
The data analysis proceeded in two stages. First, we tested the predictions about which personality
dimensions would be related to which leader behaviors. Second, based on the first stage, we
determined the point on each personality continuum where leader behavior changed from optimal
to excessive and counterproductive.
Personality and Leader Behavior Predictions
We conducted a multivariate multiple regression analysis to test the predicted relationships between
the personality scales and the leader behaviors. We used this analytic strategy because it can
Figure 1. The “Too Little/Too Much” rating scale. Reproduced from R. B. Kaiser, D. V. Overfield, and
R. E. Kaplan, 2010, Leadership Versatility Index
®
version 3.0: Facilitator’s Guide, Greensboro, NC:
Kaplan DeVries Inc. Copyright 2010 by Kaplan DeVries Inc. Used with permission from the publisher.
228 KAISER AND HOGAN

Table 4
Inter-Rater Reliability and Inter-Rater Agreement on Leader Behavior Scales
Superiors Peers Subordinates Aggregated across sources
ICC(1) ICC(k) r
WG(j)
ICC(1) ICC(k) r
WG(j)
ICC(1) ICC(k) r
WG(j)
ICC(1) ICC(k) r
WG(j)
Forceful .40 .57 .93 .44 .80 .90 .36 .74 .89 .23 .79 .92
Enabling .28 .43 .97 .47 .81 .95 .26 .64 .94 .21 .76 .96
Strategic .39 .56 .98 .37 .75 .96 .24 .61 .95 .19 .74 .97
Operational .29 .44 .97 .24 .61 .93 .17 .50 .93 .19 .74 .95
Note. ICC(k) was based on k ⫽ 2 for superior ratings, k ⫽ 5 for peer ratings, k ⫽ 5 for subordinate ratings, and k ⫽ 12 for ratings aggregated across sources. r
WG(j)
values represent
the average r
WG(j)
statistic computed across all focal managers (N ⫽ 126 for peer and subordinates, and N ⫽ 66 for superiors because only 66 focal managers were rated by more
than one superior).
229PERSONALITY AND LEADER BEHAVIOR

Table 5
Correlations Between Study Variables
Correlations
12345678910111213141516
1. Sex
ⴱ
—
2. Age ⫺.14 —
3. Management experience ⫺.29 .59 —
4. Job tenure ⫺.03 ⫺.01 .14 —
5. Organizational level ⫺.27 .14 .15 ⫺.08 —
6. Ambition ⫺.19 .24 .15 .03 .15 (.83)
7. Sociability ⫺.15 ⫺.02 ⫺.04 .03 .00 .51 (.86)
8. Interpersonal sensitivity ⫺.05 .22 .05 .10 .07 .17 .17 (.70)
9. Prudence .17 .06 .01 .07 .03 .11 ⫺.32 .24 (.69)
10. Adjustment ⫺.05 .34 .16 ⫺.12 .24 .45 ⫺.02 .30 .40 (.87)
11. Inquisitive ⫺.02 .03 ⫺.14 ⫺.21 .04 .20 .46 ⫺.03 ⫺.18 .02 (.84)
12. Learning approach .03 .14 .09 .03 .16 .28 .09 .01 .14 .13 .12 (.85)
13. Forceful .04 .00 ⫺.02 .18 .04 .27 .16 ⫺.26 ⫺.05 ⫺.16 .07 .22 (.93)
14. Enabling ⫺.08 .05 ⫺.01 ⫺.15 .03 ⫺.23 ⫺.06 .32 ⫺.11 .15 ⫺.06 ⫺.27 ⫺.80 (.94)
15. Strategic ⫺.09 .00 ⫺.07 .02 .11 .17 .17 ⫺.03 ⫺.19 ⫺.09 .37 .12 .18 .13 (.90)
16. Operational ⫺.06 ⫺.13 .00 .07 ⫺.08 ⫺.08 ⫺.30 ⫺.07 .33 .00 ⫺.45 ⫺.06 .05 ⫺.15 ⫺.42 (.80)
Note. N ⫽ 126 managers and executives. Coefficients along the diagonal in parentheses are reliability estimates: test–retest correlations for the HPI personality scales (reported in
Hogan & Hogan, 2007) and Cronbach’s ␣ based on coworker ratings in the present sample for the LVI leader behavior scales. All correlations ⬎ .17 significant at p ⬍ .05, ⬎ .23
significant at p ⬍ .01.
ⴱ
Sex was coded as Male ⫽ 0 and Female ⫽ 1.
230 KAISER AND HOGAN

accommodate multiple predictor (personality) and criterion (leader behavior) variables in one
overall analysis which minimizes the Type 1 error rate and allows for follow-up tests to determine
the unique contribution of each predictor variable to each criterion variable (Lutz & Eckert, 1994).
Another advantage is that multivariate multiple regression considers simultaneously the intercorre-
lations among all predictor and criterion variables (Haase & Ellis, 1987; Lunneborg & Abbot, 1983),
providing the more holistic view of the relationship between personality and leader behavior called
for recently by researchers (Zaccaro, 2007).
We included demographic variables as predictors to control for the effects of managers’ sex,
age, managerial experience, tenure in their current jobs, and current organizational level on their
leader behavior ratings.
1
This allowed us to isolate the independent effects of personality on leader
behavior, over and above the effects that can be attributed to demographic characteristics. Therefore,
in the following analyses the predictors were the participants’ set of five demographic variables and
seven personality variables and the criteria were coworker ratings of the four dimensions of leader
behavior.
Results of the multivariate multiple regression analysis revealed that the overall proportion of
variance in the four leader behaviors accounted for by the set of demographic and personality
predictor variables was significant: Pillai’s Trace ⫽ .12, F(4, 110) ⫽ 3.82, p ⬍ .01, ␩
2
⫽ .30.
Therefore, we conducted follow-up hierarchical univariate multiple regression analyses to interpret
the relationships between each predictor and criterion variable. The demographic variables were
entered in step one and then the seven personality variables were entered in step two to test for
incremental validity. The results of the follow-up analyses are reported in Table 6.
Step 1 in each of the hierarchical regressions indicated that the set of demographic variables
accounted for a nonsignificant proportion of between 3 and 4% of the variance across the four leader
behaviors. The personality variables entered in Step 2 had a significant relationship with the each
of the four behaviors, accounting for 26% of the variance in Forceful behavior, 28% in Enabling
behavior, 19% in Strategic behavior, and 30% in Operational behavior. These relations between
personality and leader behavior are generally large and of sizable practical importance according to
Cohen’s (1988) guidelines for interpreting effect sizes in multiple regression (2% ⫽ small, 13% ⫽
medium, and 26% ⫽ large).
In terms of the 11 personality scale-leader behavior relationships we expected to find, 10 were
significant. (The relationship between Adjustment and Operational leadership was nonsignificant).
Of the 17 relationships we did not expect, one was significant. (Prudence was negatively related to
Enabling leadership). Thus, the overall hit-rate was 26 out of 28 predictions, or 93%, which provides
empirical support for the conceptual relations between the HPI personality dimensions and the four
LVI leader behaviors.
In terms of the substantive results, the regression analyses indicated that Forceful leadership was
positively related to Ambition and negatively related to both Interpersonal Sensitivity and Adjust-
ment. The opposite was observed for Enabling leadership, which was negatively related to Ambition
but positively related to both Interpersonal Sensitivity and Adjustment. Although we did not predict
it, Enabling was also negatively related to Prudence. Strategic leadership was related positively to
Inquisitive and negatively to Prudence, whereas Operational was related negatively to Inquisitive
and positively to Prudence.
Overdoing It Predictions
We analyzed the level of the HPI scales corresponding to the optimal amount vs. too much of their
associated leader behaviors. For each HPI scale-LVI behavior relationship that was both predicted
and supported empirically by a significant effect in the previous analysis, we conducted a regression
relating the two variables. Next, we computed the regression equations for values on the LVI
behavior equal to zero, the point corresponding to what raters defined as the right amount of the
1
We thank an anonymous reviewer for recommending the inclusion of demographic variables in our
analyses.
231PERSONALITY AND LEADER BEHAVIOR

Table 6
Hierarchical Multiple Regression Results
Leader behavior
Forceful Enabling Strategic Operational
␤ SE t p ␤ SE t p ␤ SE t p ␤ SE t p
Step 1: Demographics
Sex
ⴱ
.046 .112 .477 .634 ⫺.092 .096 ⫺.955 .341 ⫺.103 .070 ⫺1.064 .290 ⫺.084 .058 ⫺.870 .386
Age .044 .008 .395 .694 .062 .007 .553 .581 .065 .005 .581 .563 ⫺.181 .004 ⫺1.620 .108
Management experience ⫺.070 .008 ⫺.603 .548 ⫺.049 .007 ⫺.425 .672 ⫺.158 .005 ⫺1.360 .176 .090 .004 .774 .440
Job tenure .197 .013 2.159 .033 ⫺.151 .012 ⫺1.649 .102 .050 .008 .547 .586 .043 .007 .468 .641
Organizational level .067 .026 .716 .475 ⫺.013 .022 ⫺.139 .889 .098 .016 1.035 .303 ⫺.082 .013 ⫺.869 .387
R
2
⫽ .04, F(5, 120) ⫽ 1.03,
p ⫽ .404
⫽ .04, F(5, 120) ⫽ .83,
p ⫽ .527
⫽ .03, F(5, 120) ⫽ .80,
p ⫽ .550
⫽ .04, F(5, 120) ⫽ .94,
p ⫽ .459
Step 2: Personality
Ambition .364 .002 3.155 .002 ⴚ.326 .002 ⴚ2.858 .005 .170 .001 1.629 .106 .051 .001 .457 .648
Sociability .089 .002 .745 .458 .008 .002 .068 .946 ⫺.226 .001 ⫺1.801 .074 ⫺.043 .001 ⫺.371 .711
Interpersonal sensitivity ⴚ.312 .001 ⴚ3.470 .001 .382 .001 4.289 .000 .043 .001 .451 .653 ⫺.118 .001 ⫺1.347 .181
Prudence .079 .002 .793 .429 ⴚ.212 .001 ⴚ2.162 .033 ⴚ.262 .001 ⴚ2.152 .034 .350 .001 3.616 .000
Adjustment ⴚ.299 .002 ⴚ2.805 .006 .208 .002 1.949 .047 ⫺.169 .001 ⫺1.504 .135 ⫺.080 .001 ⫺.766 .445
Inquisitive ⫺.032 .002 ⫺.343 .733 ⫺.043 .001 ⫺.465 .643 .390 .001 3.928 .000 ⴚ.386 .001 ⴚ4.199 .000
Learning approach .113 .002 1.330 .186 ⫺.160 .001 ⫺1.823 .059 .054 .001 .607 .545 ⫺.031 .001 ⫺.374 .709
⌬R
2
⫽ .26, F(7, 113) ⫽ 6.07,
p ⬍ .001
⫽ .28, F(7, 113) ⫽ 6.71,
p ⬍ .001
⫽ .19, F(7, 113) ⫽ 3.98,
p ⬍ .001
⫽ .30, F(7, 113) ⫽ 7.26,
p ⬍ .001
Full model R
2
⫽ .30, F(12, 113) ⫽ 4.09,
p ⬍ .001
⫽ .32, F(12, 113) ⫽ 4.38,
p ⬍ .001
⫽ .22, F(12, 113) ⫽ 2.72,
p ⬍ .001
⫽ .34, F(12, 113) ⫽ 4.77,
p ⬍ .001
Note. N ⫽ 126 managers and executives. ␤ is the standardized regression coefficient, SE is the Standard Error, and t is the value from the t-test of significance. Coefficients in bold
are significant ( p ⬍ .05).
ⴱ
Sex was coded as Male ⫽ 0 and Female ⫽ 1.
232 KAISER AND HOGAN

behavior. We also computed the regression equations for values equal to 2 SDs above this value on
the LVI scale to represent a significant degree of overdoing it. The resulting values for the HPI
scales from these equations are (1) the personality scale score associated with the optimal amount
of the given leader behavior and (2) the personality scale score associated with doing too much of
the leader behavior. These critical HPI scale values for each LVI behavior are presented in Table 7,
and the regression equations representing these relationships are depicted in Figure 2.
The results supported the prediction that overdoing leader behavior would be associated with
both high and low personality scores. However, there was an important asymmetry between the level
of high scores associated with too much behavior compared to the level of low scores associated
with too much behavior. For high scores, our results were similar to those reported by Ames and
Flynn (2007) and Le et al. (2010) who found that personality scores 1 SD above the mean, about the
84th percentile, were associated with decreased effectiveness. The point on the HPI personality
continua associated with doing significantly too much of the behavior was at a similar level, around
the 80th percentile, on average, for the personality dimensions that were positively related to
corresponding behaviors (e.g., Ambition and Forceful, Interpersonal Sensitivity and Enabling,
Inquisitive and Strategic, and Prudence and Operational leadership).
On the other hand, low scores associated with too much leader behavior were less extreme. In
the cases where the personality-behavior relationships were negative, personality scores around the
34th percentile, on average, were associated with overdoing the inversely related behavior (e.g.,
Prudence and Strategic leadership, Inquisitive and Operational leadership). These values are far less
than 1 SD below the mean (the value that corresponds to the 16th percentile). It appears that the
threshold for negatively related personality traits to be associated with overdoing leader behaviors
is more sensitive than the threshold for positively related traits.
Discussion
This study helped to clarify the role of personality in leadership, provides some unique findings that
contribute to the literature and suggest directions for future research, and offers practical implica-
tions for the selection and development of managers.
Table 7
HPI Personality Scale Percentile Scores Associated With “The Right Amount” and
“Too Much” of LVI Leader Behaviors
Personality
dimension
Leader behavior
Forceful Enabling Strategic Operational
0,
the right
amount
2 SD
too
much
0,
the right
amount
2 SD
too
much
0,
the right
amount
2 SD
too
much
0,
the right
amount
2 SD
too
much
Ambition 67 (83) 60 (44)
Sociability
Interpersonal
sensitivity 46 (32) 56 (81)
Prudence 39 (28) 51 (70)
Adjustment 50 (41) 53 (58)
Inquisitive 67 (87) 48 (24)
Learning approach
Note. N ⫽ 126 managers and executives. Values are the HPI scale percentile scores associated with scores of 0,
the right amount and 2 SD (in parentheses) in the too much direction above 0, the right amount on the LVI leader
behavior scales.
233PERSONALITY AND LEADER BEHAVIOR

Personality and Leader Behavior
The results contribute to our understanding of personality and leadership in four ways. First, they
emphasize how personality is not just related to leadership perceptions, but also to the way
leadership is exercised. Second, the results replicate prior findings about the dimensions of the FFM
associated with different categories of leader behavior and also elaborate the role of some dimen-
sions, particularly FFM Extraversion and Emotional Stability. Third, the finding that complementary
behaviors were related to opposing personality profiles raises some provocative implications that are
not part of mainstream theory. Finally, our findings shed light on the role personality plays in how
strengths can become weaknesses.
Personality, behavior, and effectiveness. Prior meta-analytic research showed that person-
ality accounts for 28% of the variance in leadership emergence and 15% of the variance in
leadership effectiveness (Judge et al., 2002). Leadership emergence is perceptual in nature and
concerns being seen as leader-like or chosen for a leadership role; leadership effectiveness is
results-oriented and concerns influencing group performance (Kaiser et al., 2008; Lord et al., 1986).
Figure 2. Functions relating personality dimensions to leader behaviors.
234 KAISER AND HOGAN

Thus, prior research could be interpreted as indicating personality plays a stronger role in leadership
perceptions than leadership results.
However, in the present research personality accounted for an average of 26% of the variance
across the four leader behaviors. This helps to clarify the link between leader personality and results
insofar as the effect of personality on the distal outcome of results is mediated by its proximal effect
on behavior (De Rue at al., 2011; Hogan & Kaiser, 2005). In other words, the role of personality
in leadership is not just a matter of perception; personality has a large effect on leader behavior and
how personality is expressed in behavior has an effect on employee and team performance. We
recommend that future studies consider more integrative research designs that model the
personality3behavior3results linkages to better understand the process of effective leadership.
The FFM and leader behavior. We found that personality scales classified in each dimen-
sion of the FFM were associated with one form or another of leader behavior. Moreover, although
the bivariate correlation between any one personality scale and a relevant leader behavior was in the
small to moderate range, when taken together as a collection of scales the multivariate effect was
generally large. This supports the utility of the FFM as an organizing framework in leadership
research: a broad range of personality dimensions is needed to account for a sizable proportion of
variation in a wide array of leader behaviors.
Like the meta-analysis by DeRue et al. (2011), we found that scales reflecting FFM Extraversion
and Agreeableness were those most related to interpersonal leader behaviors. However, we found
that the Ambition component of Extraversion accounted for this relationship. This extends prior
findings that Extraversion is the FFM dimension most strongly and consistently related to leadership
effectiveness (Judge et al., 2002) by implying that the Ambition facet drives this effect and that the
Sociability facet contributes little (see also Hogan & Holland, 2003). Future research should separate
these facets because combining Sociability may dilute the validity of Ambition and attenuate
relationships if only the broad Extraversion factor is studied.
DeRue et al.’s (2011) meta-analysis classified FFM Emotional Stability as a task-oriented
category of traits and did not examine its relationship to interpersonal-oriented leader behavior.
However, our measure of FFM Emotional Stability, Adjustment, was not related to the task-oriented
behavior, Operational leadership, but was related to the interpersonal-oriented behaviors, Forceful
and Enabling leadership. Similar to social psychological research on interpersonal behavior (Coˆte´&
Moskowitz, 1998; Trapnell & Wiggins, 1990), our results indicate effects for FFM Emotional
Stability traits on relational aspects of leadership. Future research should consider its role in both
interpersonal- and task-oriented leader behavior.
Although we did not predict it, Prudence (reflecting FFM Conscientiousness) was negatively
related to Enabling interpersonal leader behavior. This seems sensible in that Prudent manager are
detail-oriented and at the extreme end are prone to micromanagement (Hogan, Hogan, & Warren-
feltz, 2007). If future research replicates the inverse relationship between empowering forms of
leader behavior and measures of FFM Conscientiousness, it suggests new research directions to
consider how task-oriented traits may affect interpersonal leader behavior.
Operational leadership was associated with higher Prudence scores, reflecting FFM Conscien-
tiousness, and lower scores for the Inquisitive facet of FFM Intellect-Openness. The positive
relationship between task-oriented leader behavior and Conscientiousness traits is consistent with
prior research (DeRue et al., 2011), whereas the negative relationship with facets of Intellect-
Openness has not been widely recognized. One possible reason for this oversight may be a tendency
to focus on the positive qualities that correspond to the high end of personality dimensions.
However, high and low scores of all personality continua have advantages and disadvantages
(Nettle, 2006), and the pragmatic aspects of low Inquisitive facilitate a leader’s task orientation and
tactical judgment (Judge et al., 2009).
Strategic leadership was positively related to the Inquisitive facet of FFM Intellect-Openness and
negatively related to the FFM Conscientiousness trait, Prudence. The link between change-oriented
behavior and Openness traits is well established, but relationships with Conscientiousness traits have
not often been noted. However, the flexible and nonconforming aspects of low Conscientiousness
promote a favorable orientation to change (Judge et al., 2009). Interestingly, personality had a large
235PERSONALITY AND LEADER BEHAVIOR

effect on three of the behaviors we studied, but only a medium effect on Strategic leadership (R
2
⫽
.19 compared to .26 –.30 for the other three). This is consistent with new research showing that
strategic competence is more influenced by work experience and cognitive ability and less influ-
enced by personality than other leader behaviors (Dragoni, Oh, Vankatwyk, & Tesluk, 2011).
Perhaps part of the reason strategic leadership seems rare and hard to develop is because it is more
mental and knowledge-based, and less motivational, in nature.
Opposing profiles. Distinct personality correlates were associated with each of the four
leader behaviors. These divergent patterns of relationships are striking—complementary behaviors
were associated with opposite personality profiles. To quantify this observation, the correlation
between the beta-weights in Table 6 across the seven personality scales for predicting Forceful
compared to Enabling leadership was r ⫽⫺.93; the correlation between the beta-weights predicting
Strategic compared to Operational leadership was r ⫽⫺.70. In other words, the pattern of
relationships between personality dimensions and behavior was diametrically opposed for the two
pairs of complementary leader behaviors. These findings are not part of mainstream theory.
Although leader behaviors are often formulated in contrasting pairs (e.g., Autocratic vs. Democratic,
Initiation vs. Consideration, Transformational vs. Transactional), theorists rarely consider the
possibility that the characteristics conducive to one also inhibit the other.
2
This finding suggests that an optimal personality profile associated with the appropriate use of a
broad range of leader behaviors may be rare. Relatedly, normative data on the LVI shows that fewer
than 10% of managers and executives are truly versatile as indicated by doing the right amount on
each of the Forceful, Enabling, Strategic, and Operational behaviors (Kaiser et al., 2010). Eichinger,
Dai, and Tang (2009) report a similarly low base rate for managers with a well-rounded profile of
competency strengths. The present results help explain why versatile leaders are the exception, not
the norm— complementary behaviors are associated with different personalities. This explanation
has provocative implications for the interpretation of personality scores and the selection and
development of manager, which we discuss below.
The rarity of versatile managers with a broad repertoire of leader behaviors points to the
importance of shared or distributed leadership, the idea that different managers can assume different
leadership responsibilities (Pearce & Conger, 2003). There is evidence that teams are more effective
when the key leadership functions are fulfilled even if different leaders perform different functions
(Hiller, Day, & Vance, 2006). However, difficulty arises in how to maintain the cohesion of a group
of sharply distinct personalities. The solution typically suggested is to staff with people who have
common values but complementary personalities and perspectives. However, values and personality
covary (Olver & Mooradian, 2003), making such a strategy harder to achieve than this seemingly
simple and straightforward advice might suggest.
Strengths become weaknesses. Personality was related to the excessive use of all four leader
behaviors. This extends prior research linking high scores on FFM Conscientiousness, FFM
Emotional Stability, and assertiveness to less effective performance by showing a similar relation-
ship for high scores on the other three factors of the FFM. As in other recent studies, we found that
excessive and counterproductive behavior was associated with personality scores about 1 SD above
the mean. Moreover, our findings extend prior research by suggesting that the curvilinear relation-
ship between personality and performance is moderated by excessive behavior—for example, highly
assertive managers degrade the morale of their employees (Ames & Flynn, 2007) because they are
too Forceful: overly controlling, dictatorial, and aggressive.
Each FFM dimension was associated with overdoing some leader behavior. This highlights a
robust role for personality in taking otherwise desirable behaviors and skills to counterproductive
extremes (Judge et al., 2009): when an ambitious but poorly adjusted manager who lacks sensitivity
is seen as bossy and abrasive; when a detail-oriented tactician gets bogged down; when a congenial
2
We acknowledge that some exceptions do exist. For instance, Fielder (1967) proposed that task-oriented
and relationship-oriented leaders are two different types of people and Zaleznik (1977) proposed that leaders and
managers are as well. Nevertheless, these ideas have not been developed as part of mainstream leadership theory,
perhaps because of the limited study of personality and behaviors at the same time.
236 KAISER AND HOGAN

and accommodating manager abdicates authority; when a creative but uninhibited executive com-
mits strategic overreach. The role of personality in strengths overused is further clarified by
considering that high scores were associated with both too much of some leader behaviors and too
little of complementary behaviors. For instance, a high score on Ambition was associated with too
much Forceful behavior and also too little Enabling behavior. There are two related ways in which
strengths become weaknesses (Kaplan & Kaiser, 2009): first by promoting too much of one behavior
and second by inhibiting the use of an opposing but complementary behavior, and personality was
associated with both of these dynamics.
Finally, our results show that low personality scores also can be associated with strengths
overused, and that the threshold for these effects may be particularly sensitive. For instance,
Ambition scores at the 83rd percentile were associated with too much Forceful leadership whereas
scores at the 44th percentile were associated with too much Enabling leadership. On average, low
personality scores did not need to deviate as much from the mean to be associated with excessive
behavior compared to high personality scores. This is a novel finding and one we did not anticipate.
Further theory and research is needed to better understand the asymmetry in the points at which
positively related traits are associated with too much of a given behavior compared to negatively
related traits.
Practical Implications
As depicted in Figure 2, both high and low personality scores were associated with suboptimal
performance in terms of doing too much of some leader behaviors and too little of others. Scores
in the moderate range generally were associated with optimal levels of leader behavior. Extreme
personality scores should be interpreted in terms of their associated “strengths” and desirable
qualities, and in terms of tradeoffs in the potential to overdo those strengths as well as neglect
opposing but complementary behaviors. This interpretation of personality assessment results is
relevant in both the selection and development of leaders.
Selection. Strong empirical relationships between personality and leader behavior highlight
the relevance of personality screening in managerial and executive selection. The process should
begin with an organizational and position analysis to define the job and context. Next, contingency
models of leadership can help identify the ideal leadership style needed. Then personality assess-
ment can be used to infer the leadership styles of different candidates.
Two caveats to this straightforward matching process are noteworthy. First, top-down selection
procedures that prefer high-scoring candidates on valid personality scales may be inadvisable. As
our results show, higher scoring candidates are prone to overdo the relevant leader behaviors. Thus,
hiring managers should prefer candidates with slight elevations over those with extreme elevations.
Second, hiring managers should carefully consider the costs of focusing on a particular style of
leadership, as our results show that doing so is likely to forsake an opposing but complementary
style. Many executive derailments can be attributed to reasons that are the opposite of why they were
selected in the first place. For example, Carly Fiorina was brought in to lead Hewlett-Packard for
her big personality and comfort with large-scale change, but was terminated for neglecting execution
as performance dropped and Hewlett-Packard’s stock lost 60% of its value over the 6 years she was
CEO (Anders, 2005).
Development. Executive coaching and other methods of self-awareness-based leadership
training and development can use the statistical associations between personality and behavior to
guide their interventions. Combining both personality assessment and coworker feedback about
behavior can provide deeper insight into how one is perceived and why. The two sources of data
provide convergent views of developmental issues that can be used in different ways. For example,
a manager who received feedback about being too forceful claimed it was part of his driven
personality and that he was unwilling to pander to the feedback and be untrue to himself. We
changed the focus to behavior to clarify if he really meant that it would be disingenuous to show
respect to other people by listening instead of interrupting, and he readily saw the folly in his attempt
to justify the troublesome behavior.
237PERSONALITY AND LEADER BEHAVIOR

Hogan and Warrenfeltz (2003) distinguish two perspectives on development that are relevant for
coaching managers. The internal perspective comes from a person’s self-evaluation of his or her
skills and behavior. The external perspective comes from others’ evaluations. In some cases, a
manager’s self-evaluation will be shockingly out of touch with the observers’ views. Because other
peoples’ evaluations define a person’s success, development depends on aligning the inner and outer
perspectives. This alignment is how we define self-awareness. Prerequisites include the desire to
improve, self-control to perform, moderate (not high or low) self-confidence, insight about other
people, and rationality (Hogan & Warrenfeltz, 2003). During this process, personality does not
change; however, with the development of self-awareness, behavior can change. Behavior change,
not personality change, is the primary goal of development (Peterson, 2010).
Nonetheless, the question of the degree to which managers can change behavior associated with
their personality is legitimate. Personality seems relatively stable in adulthood (Costa & McCrae,
2002), although some degree of normative change has also been observed (Roberts, 2006).
Moreover, despite strong relationships between personality and leader behavior, their statistical
association indicates that other factors also contribute to behavior. Perhaps the key to the apparent
paradox of changing personality-linked behavior lies in the distinction between automatic vs.
controlled self-regulation (Baumeister et al., 2000; Shiffrin & Schneider, 1977). Personality repre-
sents inclinations to think, feel, and act in particular ways, which are default tendencies that can be
overridden by deliberate choices. Although certain behaviors may come more naturally to some
managers, this does not preclude them from learning to be more aware and mindful to consider
behaviors and courses of action that better meet situational demands. For instance, a personality
assessment may provide a high Ambition, low Interpersonal Sensitivity manager with insight about
tendencies to rely on a Forceful style while neglecting an Enabling style. Coaching around
contingency models that explain when her natural Forceful approach is best suited versus when a
more Enabling approach is called for can help this manager recognize when she needs to go against
the grain and adapt her style. In fact, this higher-order ability to adapt by reading and responding
to changing circumstances may be the key capability underlying effective leadership (Kaiser &
Overfield, 2010; Zaccaro, 2007).
Limitations
The generalizability of our research findings is limited in three ways. First, our sample was
comprised mostly of white men in upper-level jobs in Western for-profit businesses. It remains to
be seen how the results will generalize to other samples, organization types, and cultures. It is also
possible that sex and culture influence the level of personality factors associated with ratings of too
much of particular behaviors. For instance, because of stereotypes and sex role expectations the
same level of Ambition may be seen as corresponding to too much Forceful interpersonal behavior
for female managers but the right amount for male managers (Heilman, 2001). Perhaps perfor-
mance-oriented cultures have a higher tolerance for Ambitious personalities whereas humanistic
cultures may have a lower tolerance, which may influence the range of scores associated with the
right amount of related leader behaviors.
The second limitation concerns inferences that can be drawn from our data. Because of our
research design, we are unable to make causal connections between personality and leader behavior.
Therefore, our results are more properly interpreted as indicating that personality is related to leader
behavior. Future research is needed to determine the extent to which personality causes leader
behavior versus leadership causes changes in personality.
3
The third limitation is that our design was variable-centered rather than pattern- or person-
centered (Foti & Hauenstein, 2007). The results are informative about the personality variables
associated with various leader behaviors. However, each manager’s pattern of scores differs and it
is unclear how the various personality profile configurations relate to leader behavior. For instance,
3
We thank an anonymous reviewer for suggesting that we caution readers about drawing causal inferences
from our results and point out that is it plausible that leadership could cause changes in personality.
238 KAISER AND HOGAN

our results indicate that complementary behaviors are associated with opposing personality profiles
but tell us little about the few managers who manage to balance opposing but complementary
behaviors. A person-centered analysis is needed to better understand the personalities of these more
versatile leaders.
Conclusion
After a half-century of neglect, there is renewed interest in research on personality and leadership.
Despite of the earlier skepticism, empirical findings guided by clearer theory and stronger meth-
odology have demonstrated an integral role for personality in leadership. Initial meta-analytic
research prompting this resurgence focused on the role of personality in leadership perceptions
(Lord et al., 1986), but recent meta-analyses have demonstrated that personality also plays a vital
role in leader behavior (e.g., DeRue at al., 2011) as well as leadership effectiveness (Judge et al.,
2002).
The present research continues this trend by documenting patterns of theoretically coherent
relationships between a broad range of personality dimensions and four distinct leader behaviors,
with a large average effect size of R
2
⫽ .26. We also showed how complementary leader behaviors
are associated with contrasting personality profiles. Finally, we found links between high- and low
standing on traits reflecting each dimension of the FFM and doing too much of at least one leader
behavior, which establishes a firm connection between personality and strengths becoming weak-
nesses through overuse. These findings support the claim that, for better or worse, “who we are
determines how we lead” (Hogan & Kaiser, 2005, p. 170).
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Received October 17, 2011
Latest revision received December 1, 2011
Accepted December 2, 2011
䡲
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