Anti-Leadership is a term used in the
Ideal leadershipmodel to describe an excess or deficiency of leadership capital elements. Leadership Capitalis one aspect of the Ideal Leadership model, which is defined as the six competencies that constitute the leader's ability to direct an organization forward in a positive direction. These competencies are: wisdom, courage, trust, voice, vision and values. Leadership conditionsare the second component of the Ideal Leadership model. Conditions are the elements that give a leader the opportunity to lead. Basically, a person must be in the right place, at the right time, doing the right things, with the right people.
According to the model, even good leaders can at times, display anti-leadership tendencies. For example, a leader who develops his vision and focuses all his energy on it, refusing to heed counsel from others or to develop other competencies such as trust or voice, risks crossing from having a clear vision to obsession (excess). On the other hand, a leader who fails to develop a clear vision risks operating in blindness (deficiency).
An excess or deficiency within any competency is anti-leadership. An imbalance among the competencies (for example exhibiting courage while lacking wisdom, values, etc.) can also lead to anti-leadership.
A leader's current and potential leadership capability, as well as his or her risk for displaying anti-leadership traits, can be measured by a leadership assessment utilizing
Anti-Leadership is also a term used by political scientist Wildvasky in his grid-group theory of leadership.
* [http://www.idealleadership.com www.idealleadership.com]
first = Larry
title = Leadership: From Mystery to Mastery
publisher = Stockholm School of Economics in Riga Press
date = 2001
first = Larry
title = Ideal Leadership: Time for a Change
publisher = Destiny Image Publishing
date = 2006
first = Larry
title = Leadership Teaching and Research: The Baltic Republics
journal = Wharton Leadership Digest
volume = 6
issue = 10
date = July 2002
url = http://leadership.wharton.upenn.edu/digest/07-02.shtml
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