In each organization it is expected that managers should be good leaders as well. Managers often make the mistake of assuming that because they are the managers, they are also leaders and that their subordinates will automatically follow and comply. In reality however, the managerial position only symbolizes a title, and not leadership. Leadership can be defined as the process by which an individual exerts influence over other people by inspiring, motivating, and directing their activities to help contribute towards the effectiveness and success of the organization (Yukl, 2006, p. 21). Additionally, a leader is interpreted as someone who sets direction in an effort to influence people to follow that direction while possessing certain characteristics and traits. To be an effective leader, a manager must influence his associates in a positive way to reach the goals of the organization. They are numerous theories about leadership, or about carrying out the role of a leader. These theories both behavioral theories and trait theories as well as contingency theories such as the Leader Membership Exchange Theory, transformational leadership, path-goal theory, and Hershey & Blanchard situational leadership theory and how they influence leadership success.
Trait theories are theories that consider personal qualities and characteristics that differentiate leaders from non leaders. In contrast, behavioral theories of leadership imply that individuals can be trained to be leaders. In recent times traits have been organized around the “Big Five Personality Framework” that is, extraversion, agreeableness, conscientiousness, emotional stability, openness to experience. Extraversion out of all the other personalities is mostly found in individuals who indicate effective leadership. A core component of EI is that empathy and empathetic leaders can sense others’ needs, listen to