Rely on past and present attributes. Don't focus on
future and don't anticipate new desired
attributes.
Rather generic,
resemble each other; are not tailored to specific requirements and
don't reflect unique challenges of a firm
Theory-based models; don't focus enough on behaviors.
Concept-based leadership attribute models don't have the power to build
leadership excellence
and
effect change; behavior-based one do.
HR-created models are less effective than
line-created and owned attribute models. You must involve heavily
line
managers
in crafting attribute models
to increase their
commitment to them.
Leadership attributes models need to be deployed and
used, not just created
Leadership
attributes models must define qualities of
all leaders and self-leaders, not just those at the top echelon.
