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Dec 12, 2016 08:30 PM EST

Personality Traits That Can Determine Your Likelihood of Becoming a Leader

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What makes a good leader? What do you think are the personality traits that great leaders share?

Research suggests that there are certain similar characteristics that employees try to look for in their leaders regardless of the business or company. And while there is no specific formula that will determine the path you will be taking in terms of leadership, there are certain personality types that can actually tell if you're likely to assume a leadership role.

According to a psychologist Timothy A. Judge and his colleagues, here are the common personality types that can be found among natural leaders.

Extroversion

This is one of the top qualities found among leaders because according to Judge, "as both sociable and dominant people are more likely to assert themselves in group situations."

Conscientiousness

In order to make a good leader, a person has this natural ability to be organized and of course to be hard working. Any lazy person cannot be seen as a successful leader.

"[T]he organizing activities of conscientious individuals (e.g. note taking, facilitating processes) may allow such individuals to quickly emerge as leaders." The authors write

Openness to experience

Just like extroversion, when you want to be a good leader, you don't limit yourself to acquiring valuable experiences that will enrich your learnings and value as a person.

Neuroticism

Being neurotic or the tendency of a person to feel anxious or worried may be or may not be a characteristic of being a good leader. It can work as an advantage or a disadvantage at times but it varies depending on each case or scenario.

Agreeableness

Being agreeable or friendly may be the least relevant trait among all the leadership traits but it is still found to be related to being effective as a leader.

"Because agreeable individuals tend to be passive and compliant, it makes sense they would be less likely to emerge as leaders." The authors write.

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