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