Strengths1. Helps develop a strong understanding of leadership
2. Works to stress the concept of developing leadership skills, rather than focusing on the ones that are already possessed 3. Appealing model, describes leadership to everyone, does not single out a specific individual 4. Incorporates multiple components 5. Consistent structure that works well alongside many leadership education programs 6. Allows for individuals to connect on many levels, whether they are in a low, middle, or high place in management 7. Multiple different skills to possess, each of Mumford’s stages are broken up into specifics, allowing for growth in each 8. Leaves room for improvement and development |
weaknesses1. Extends beyond leadership, making it hard to focus on
developing just as a leader 2. Becomes complicated when more than just leadership qualities are being discussed, makes it hard to focus on specific skills 3. Weak in predictive value, does not explain how specific skill sets will impact performance 4. Makes it hard to understand the progress if you are unsure of which skills are being focused on 5. Claims that it is not a trait model, yet critics seem to disagree, as many of the attributes are “trait-like” 6. Not suitable for all contexts of leadership, limitations towards the general public 7. Skills Model also looks at 2 types of intelligences, when in leadership research there are very few instances when they are approached |
Assessing - Northouse, P. G. (2013). Skills Approach. In Leadership: Theory & Practice (6th ed.). Thousand Oak, CA: Sage Publications.