Managers are born or made, discuss

The debate over whether managers are born or made is a long-standing discussion in the fields of management, psychology, and organizational behavior. Both perspectives have merit, and the reality is likely a combination of the two. ### Born Managers **1. Natural Traits:** Proponents of the "born manager" perspective argue that certain individuals possess innate qualities that make them effective leaders. These can include charisma, confidence, decisiveness, and an ability to communicate well. Such traits can create a natural inclination toward leadership roles. **2. Personality Types:** Some personality models, like the Myers-Briggs Type Indicator, suggest that certain personality types may naturally gravitate toward managerial roles. For example, those with extroverted, thinking, and judging traits might be better suited for leadership positions. **3. Early Experiences:** It is also posited that individuals may exhibit leadership qualities from a young age, such as being natural leaders in school or sports, which can lend credence to the idea that some people are born to lead. ### Made Managers **1. Skills Development:** On the other hand, many argue that effective management skills can be developed through education, training, and experience. Skills such as strategic thinking, conflict resolution, and team building can be cultivated over time. **2. Learning from Experience:** Real-world experiences, including successes and failures, are crucial in shaping a competent manager. Exposure to different scenarios allows individuals to learn from their mistakes and adapt their management style. **3. Evolving Workplace Needs:** The modern workplace constantly evolves, requiring managers to adapt and learn new skills. This suggests that even those who might show some innate qualities can benefit significantly from continuous learning and development. **4. Coaching and Mentorship:** Programs that provide coaching and mentorship can transform potential leaders into effective managers. Guidance from experienced mentors can help individuals navigate challenges and develop essential management skills. ### Hybrid Perspectives Many contemporary scholars and practitioners lean toward a hybrid model, recognizing that while some individuals may be predisposed to managerial roles due to their personalities and traits, effective management is largely a learned behavior. Organizations can foster talent through: - **Training Programs:** Structured training and development programs can equip potential managers with necessary skills. - **Mentorship Initiatives:** Pairing less experienced individuals with seasoned managers can help them acquire practical knowledge and insights. - **Feedback Mechanisms:** Regular feedback can help individuals understand their strengths and areas for improvement, facilitating their development into effective managers. ### Conclusion The question of whether managers are born or made doesn't have a definitive answer. While certain innate characteristics may predispose individuals to succeed in management, skills and competencies crucial for effective management can be developed. Organizations benefit from recognizing both elements, fostering an environment that encourages personal and professional growth while also acknowledging the unique traits some individuals bring to the table. Ultimately, the best managers may well be those who combine inherent qualities with learned skills and experiences.