Is Leadership Born or Made? Insights from Corporate Leadership Development Experts

“Leaders aren’t born; they are made. And they are made just like anything else, through hard work”.

Are leaders born or made? It is an enduring question and shapes how companies hire and promote talent. Some people believe leaders are born with charisma, confidence, and intelligence. Others believe that leadership qualities can be acquired through experience and mentorship.

Most experts today believe it to be both:

• CCL found that over 50% of executives believe leaders are developed and not discovered
• Gallup research shows that only one out of 10 people have high natural leadership skills
• Psychologists estimate it’s one-third nature and two-thirds nurture

Is leadership innate or learned in your company? It will help to determine whether you focus on discovering natural leaders or nurture people through corporate leadership development programs.

Born Leader Perspective

Historical Great Man and trait theories believe leaders are born with qualities most other individuals do not possess. Early research suggested some qualities like assertiveness, charisma, and intelligence ran in families and may have genetic roots.

Made Leader Perspective

Believers of this theory emphasize that leadership is certain skills and not some fixed traits. The CCL model shows that 70% development occurs in challenging situations, 20% through coaching and mentoring, and 10% from formal training and coursework. This perspective proposes that some individuals may begin with an advantage but most leadership abilities can be acquired through challenge, feedback, and intentional practice.

What this means for Companies?

Business owners and HR executives must look beyond natural leaders. They must identify individuals with potential and offer them learning experiences for their growth. Including strategies like cross-functional assignments, coaching, and mentoring programs, leadership becomes a continuous process and not a one-time episode.

Leadership Development Strategies:

1. On-the-job Experiences – Some of the most powerful experiences come from doing actual work. Managers can assign cross-functional tasks and roles that need influence without direct authority to develop leaders. Such assignments encourage individuals to adapt and solve problems with innovation and out-of-the-box thinking. When people navigate through ambiguity and pressure, they develop decision-making skills and resilience, which are important traits of an effective leader.

2. Coaching and Mentoring – Individuals can acquire leadership qualities when they receive guidance from people who have been there before. Mentoring provides individuals with the opportunity to learn from other people’s experience and knowledge and develop fresh perspectives. Working with a reputed corporate leadership training company in India provides structure and challenges individuals to experiment with new approaches and track their progress. Additionally, coaching and mentoring provide an opportunity to expand your networks and develop confidence through strategic decision-making skills.

3. Formal Training – Superior first-time manager training programs and leadership courses offer the frameworks needed for leaders to consistently operate across the entire organization. These programs include experiential methods to enable individuals to practice their newly-acquired skills in real-time settings ensuring they can implement these in their workplaces. Training can be more effective when the program outcomes are aligned with organizational goals and participants are given immediate opportunities to apply these skills.

4. Soft Skills Development – In today’s competitive and fast-paced world, emotional intelligence and resilience are crucial to enhance performance. Leaders who connect with their team members, demonstrate resilience in tough situations, and offer constructive feedback are more effective and can help improve employee engagement, performance, and retention rates.

5. Feedback and Self-Reflection – These are important but often avoided or overlooked by leaders. Constructive feedback and self-reflection give individuals an opportunity to understand their strengths and identify their weaknesses. Combining feedback with reflection converts into action, which delivers long-lasting and sustainable behavioral transformations.

The belief about born versus made shapes organizational strategies. A balanced belief is a practical approach and acknowledges that some qualities offer a head start but also believes that certain skills can be cultivated and developed.

Companies must treat leadership as skills that must be developed across all levels. Without the right strategies and investments, even natural leaders may reach a plateau. Given the right opportunities, coaching, and feedback, individuals can grow into effective leaders who drive performance and inspire others.

If you are ready to shape an organizational culture where leadership outlasts a person or position, check out our leadership development programs. Let’s talk about how PLI can transform leadership within your organization.