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Vidyabharati International Interdisciplinary Research Journal 12(2) ISSN 2319-4979
BEHAVIORAL THEORY: APPRAISAL FOR LEADERSHIP DEVELOPMENT
IN THE DIGITAL WORKPLACE
A. Mehan
GDG University, Gurgaon
reachcdr@gmail.com
________________________________________________________________________________
ABSTRACT
The COVID-19 pandemic disruption has accelerated the shift to digital ways of working. Organizations find that their
leadership development practice needs to develop leaders adept at leading effectively in the digital environment
marked by virtual collaboration and delivery. The paper examines extant literature on the behavioral approach for
leadership development. Behavioral leadership theories prescribe observing and evaluating a leader's actions and
behaviors when they are responding to a specific situation. This idea that leaders can be made is conducive for
contemporary research in leadership development. Being based on development potential- this approach can be
suitably adapted to study the leadership behaviors best suited for the leaders in the post pandemic work reality.
________________________________________________________________________________
Keywords: Digital leader behaviours, Leadership, Behavioral Theory, Traits, Digital Workplace
Leadership Development for the Digital being compelled to discard legacy traditional,
World hierarchical structures and move to a flexible,
Leadership development is concerned with decentralized organization. Digital leaders
ensuring the availability & readiness of should be able to harness digital technologies
effective leaders who can lead the workforce and solutions, but also should also be
contextually & emotionally aware and agile
for continued business success of the both for leadership behavior towards followers;
enterprise. ―COVID-19 has escalated digital and towards customers/clients. Thus the review
initiatives into digital imperatives, creating finds that leaders have to do the right thing
urgent pressure on HR leaders to work with when dealing with followers and stakeholders;
their CEO, CFO and CIO to rethink skills and also ensure success and competitive
needs as business models change at light advantage.
speed‖ ( Gartner 2020). A Survey conducted Behavioral scientists have sought to discover
on lack of digital skills reports that only 51 what characteristics, talents, attitudes, power
percent of business leaders are already outlets, or situational factors decide how
prepared for talent management in a digital effectively a leader will control followers and
world (Brecher, Laurenceau & Sloman 2016). achieve group goals. The reason some people
Studies also highlight that when the leadership emerge as leaders and the determinants of how
style does not align with the digital a leader behaves are other important issues that
transformation –―problems may emerge which have been studied, but the primary concern was
could impact the organization in negative ways leadership efficiency (Bansal, 2008).
for many years to come (Allio, 2015)‖. A large number of existing studies in the
Organizations have felt the acute need to broader literature have examined the theme of
develop leaders that can lead in the new this preparedness to do the right thing. For
normal. Leadership Development has shifted instance, (Sattler, 2016) defines the future
its focus to development of ‗digital leaders‘.
leader as ―The future leader should be able to
Behavioral Theories of Leadership: utilize the new technologies and solutions. The
Perspective author also proposes certain behaviours of such
Digital leader development entails developing leaders: able to quickly adapt themselves to
two key areas—‗one is digital and the second and manage changes, to have a pioneer spirit
one is humanitarian‘ (Cortellazzo et al. 2019). and being a quick learner. Leader behaviours
These can be examined from the utilitarian and have also been elucidated in various studies
deontological lenses. To ensure the success of and there is a general agreement that the
their digital transformations, organizations are desirous behavior are : ―should also be
contextual, emotionally intelligent and
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Vidyabharati International Interdisciplinary Research Journal 12(2) ISSN 2319-4979
trustworthy, and should lead democratically, given the supporting argument from behavioral
share responsibilities, to be decisive and theory (leaders have the potential of adapting
cooperative, control and promote networks, their behaviours) to the current situation of
trust and motivate employees, and give them digitization - a customized leader behavior
regular feedback‖. library can be crafted for use in the field.
Behavior focused approach Behaviours vs. Traits
Behavioral theories of leadership study the In behavioral sciences- ―traits‖ and
specific behaviors of a leader. As per the ―behaviors.‖ can be used to predict job
behavioral theory school of thought- the leader performance and development potential. When
behavior is the best predictor of translation of we look at the fundamental difference between
leadership from theory to practice and the best the two, we find that Personality traits are
determinant of success on ground. ―persisting / lasting‖ characteristics that are
This behavior-focused approach is of value to consistently demonstrated even when the
take theory to practice, and an ally for action- subject is placed in changing circumstances or
research. The leader behavior school has a environment. These are then seen as strong
large potential to be adapted as bedrock of indicators of habitual patterns of thought and
leadership development strategies. This school emotion, and can be used to guess the
of thought propounds that behaviours can be underlying drives.
conditioned in a manner that one can respond Behaviors, on the other hand, are about the
in the most appropriate manner to a given way we voluntarily conduct ourselves – it
stimuli. Votaries of behavioral leadership counts among itself the articulation, control
theory opine that leadership development over one‘s impulses, public behavior and
should aim to facilitate the learning and practicing emotional intelligence. Personality
implementation of certain behaviours by traits don‘t easily change over time but we can
existing managers, and thus develop effective alter behavior traits to a degree. This is an
leaders. Some observers have viewed this as an ongoing debate. While traits define underlying
efficient marketing tool for the L&D (learning motivations and drives, their use in
& development) industry. When seen from a development seem limited beyond a point.
genesis and evolution perspective- we find that Traits can be a very good lens to use for
research on personality; and leadership in selection. Testing for traits offer a good job-fit
particular has gone from the precept that and predisposition check. However, as the need
leaders are born, (Great Man Theory) to the changes to development of future leaders- the
immutable traits that are heritable, towards the behaviours are an effective lens to view the
measure-bility of a subject‘s leadership world.
potential (Trait Theory) using psychometrics In the context of leadership development, or
instruments, and towards studies in neuro- the quest to find the gaps in current models of
plasticity and the current focus on positive leadership- investigations need to compare
psychology (founded by Martin Seligman and various approaches to personality. A subject
Mihaly Csikszentmihalyi). Behavioral Theories could be methodical as assessed by personality
weigh on the side of the strong possibility that trait, but could still be prone to impulsive
appropriate behavioral response can be behavior – the impulsive behavior being driven
imparted to potential leaders. Important by involuntary forces / reptilian brain. It could
Behavioral studies are the Ohio State also be seen via the lens of the para-
University (1940s), and University of sympathetic and sympathetic nervous system.
Michigan (1950s) led by the famous Study of personality also examines the
organizational psychologist, Dr. Rensis Likert. differences using extraversion/ extroversion,
Thus from a practice point of view, behavioral introversion or psychot-ism/ neuroticism.
leadership theory is highly relevant in a These lenses are a way of defining the response
number of fields. Criteria developed using the to stimuli in various ways. To elaborate this-
tenets of the behavioral leadership theory can extroversion is a trait, but an extrovert sitting
be employed to assess digital leaders. In turn, quietly in a meeting is a type of behavior. This
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Vidyabharati International Interdisciplinary Research Journal 12(2) ISSN 2319-4979
behavior could be mastered via life caution advised by the authors is mentioned
experiences, aging, maturity, acculturation or here- ―weak associations suggested the
vicarious learning. Organizations can also have importance of future research to focus on both
an influence by positive reinforcement of narrower personality traits and non-
certain behaviours and negative reinforcement dispositional determinants leadership‖. Other
of others. reviews of literature on the subject have also
Personality Traits and Types concluded that the trait approach has fallen out
In various approaches involving personality of favor among current leadership researchers
assessments and usage of psychometric tools- due to its emphasis on determinism.
behavioural combinations are often measured Better predictor of leadership effectiveness-
independently, whereas traits are Leadership Traits or Behaviours
predominantly measured on scales. In type Despite decades of research on traits and
theory e.g MBTI, while responding to self- behaviours, this continues to be debated among
report questionnaires one prefers either one researchers. For instance, DeRue & Wellman,
type or another, example -introvert or (2009) assert that that leader behavior tend to
extrovert/extraversion. The practice literature predict more variance across a variety of
around MBTI now amply cautions readers to effectiveness criteria than do leader traits.
not see the MBTI types as watertight Further, other studies (Day, 2000) have also
compartment, but instead as dynamic energy explored the question of effectiveness of traits
boxes. In this mode- we can counteract the vs. behaviours. Research by (Dragoni, Tesluk,
strong impulse to attach such fixed labels to Russel, & Oh, 2009) recognizes that though
subjects. there exist certain traits that may predispose
With such discretion in place, behavioral individuals to certain behaviors, behaviors are
assessment is useful for the purpose of the more important measure for predicting
developing leaders for the current digital era. leadership effectiveness. We see here that a
The study finds that trait-based measurements number of studies maintain that behaviors can
are useful to view complimentary skills in a be learned and developed. Extending this
team setting. Psychometrics measuring traits further, behaviours should take precedence
provide relative strength and ―dimension‖ to over traits when it comes to research towards
one‘s personality vis-à-vis either norms or leadership development.
other team members. A simple visualization to Many studies have investigated this topic
understand this is using a measuring tape to further. Multi-year research accredited to
measure height of members of a sports team Avolio (2007) reports that that ―there are some
(rather than a cutoff point and either or universal characteristics and traits that leaders
descriptor). Using the MBTI example, the test possess, offering that these are associated with
results tell a subject that they are introverted effective leadership, including persistence,
relative to someone else. tolerance for ambiguity, self-confidence, drive,
A comprehensive review of leadership honesty, integrity, internal locus of control,
character traits across the leadership literature achievement motivation, and cognitive ability‖.
was put forth by Judge, Bono, Ilies, and Extensive review of mention of traits across
Gerhardt (2002). This review reported that literature on leadership was carried out by
there exist inconsistencies in relating Judge, Bono, Ilies, and Gerhardt (2002), and
personality traits to leadership. The authors the results of their examination of existing
also found that upon scrutiny the results of body of work reported that linkages to
such relationships were ‗strong support for the personality traits to leadership have been
leader trait perspective only when traits are ‗inconsistent and often disappointing‘. The
organized according to the 5-factor model‘. contemporary view argues that after the advent
The inference that can be drawn here is that the of the knowledge economy, globalization and
trait approach is highly conditional. In a later waning of the industrial work- the trait
study Bono & Judge (2004), the authors approach finds itself losing favor among
cautioned against a deterministic approach. The leadership researchers. Judge et al. (2002) offer
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Vidyabharati International Interdisciplinary Research Journal 12(2) ISSN 2319-4979
that while there is renewed interest in past knowledge and skills. They weigh in on
dispositional explanations associated with the side of vicarious learning on the job
attitudes and behaviours, some researchers are training and post that ‗Leadership development
still pessimistic in regards to the personality occurs primarily through action-based learning
variables in leadership‖. Studies conducted in and experience‖. DeRue, et al. (2011),
the post internet world by researchers such as behavioral theory research needs to be
Conger and Kanungo (1998) assertively state compared to previous research. The current
that the replicability of the trait approach in behavioral theorists are in broad agreement that
follow-on studies has been found to be low due behaviors can be categorized into: task-
to it being ―too simplistic‖. Authors such as oriented, relational-oriented, change-oriented,
House and Aditya (1997) concluded by stating and passive leadership.
―It appeared that the search for universal traits Recent theorists such as Goleman (2015) and
was futile‖. Sahyaja and Sekhara Rao (2018) propound that
A study by Fleishman, (1991) identified 65 digitalization calls for new variables. These
distinct classifications of leader behavior. new constructs affect and determine the
Further studies have pointed out that leader leadership styles and characteristics to better
behavior typologies and theories find currency suit the digital era. These are intellectual
among contemporary research (Avolio et al., quotient (Q), emotional quotient (EQ), digital
2003; Pearce et al., 2003). This affirms that quotient (DQ), personal quality (PQ) These are
leadership behaviours remain the relevant lens best situated in the leader behavior category as
to examine leadership effectiveness in recent Goleman‘s work on emotional intelligence in
times. practice also weighs heavily on the side of
An integrative Approach teaching leaders and managers to develop E.I
However, the existing research has also caution as a learnt behavior.
against rejection of one approach over another. Strengths
It is best summed up in ―The leadership Behaviour theory supports the idea that
literature suffers from a lack of theoretical leadership is a skill that can be learned through
integration‖ (Avolio, 2007, American development, on-the –job training and
Psychologist, 62, 25–33). An analytical article experience. It allows us to step away from the
by Derue, Nahrgang, Wellman, & Humphrey
(2011) examined developing an integrative limiting beliefs imposed by the ―Great Man‖
theory (leaders are born with innate immutable
trait‐behavioral model of leadership traits). Examining leadership as a verb rather
effectiveness. This study advises that ―Leader than a noun also opens up the possibility that
behaviors tend to explain more variance in one can practice and get better at the art of
leadership effectiveness than leader traits‘. This leadership. As organizations of today are more
study goes on add the path forward with a note inclusive, leadership selection as well as
of caution –―integrative model where leader development hinges on the belief that given the
behaviors mediate the relationship between right investments, talent will respond to
leader traits and effectiveness is warranted.‖ leadership development leading to emergence
Current Theorists of leaders equipped to lead in the digital era.
The study finds considerable agreement of the Weaknesses
idea that leadership is not simply inherited or Earlier work in behavioral theory (Kouzes and
assumed but developed through learning and Posner, 1988) research suffers from the
experience. Theorists, such as Avolio, limitation that translating theory to practice is
Walumbwa, and Weber (2009), emphasize the fraught with challenges. Subjects that have
vicarious learning and the nurture over nature learnt the practices and behaviors may not
argument in ―life context a person grows up perform them in day to day tasks. Research on
around is more influential than heritability in leadership development using the behavioral
showing career leadership success‖. According studies does not sufficiently address the open
to DeRue and Myers (2013), success in being a question of the mediating effect of cultural
leader is linked to there must be development
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