Personality is the enduring behavior of a person in life, which is formed over time and through interaction with the environment. A set of these behaviors in the whole society can be understood similarly, which are known as culture and subcultures. On the other hand, leadership is about things like change. Being ready for change, being motivated, and creating enthusiasm are included in people's insights. Insights manifest as personality when they are aligned with behaviors (clear expression and alignment between insight and action). If character and insights are formed in experiences and leadership is related to insights, then leadership development is possible among all human beings. The way to create it is to first create the vision of change and remove attitudinal resistances against change and its nature.

Most definitely. But it needs to be a holistic systemic approach. Isolated interventions like implementing training or hiring talents is not enough. Empowering leadership personalities is a big shift in culture, and must be aligned to the business leadership goals and aspirations, and be complemented by the right structures, processes and capability development.

The employee needs to take my ACE approach to begin her/his journey to the next level:

Awareness to Change

Commitment to an Action Plan

Execute

Yes, it is possible to build leadership personality among employees. It is all about experience, constant training, exposure and maturity. Generally speaking, a good leader keeps majority of employee constantly motivated in all areas to perform well. And his influence extends beyond the work place. So, building leadership personality among employees is a major character of a good leader.

Definitely it is. A leader is expected to build his/her personality/image among employees. Where this is not obtained, attainment of organisation goal become a mirage.

It is easier to build leadership behaviours than leadership personality. We all have a default personality of preferences which we can manage to our benefit. Eg. extrovert v introvert / planners v intuitors, etc.

I would suggest it is better to focus on building leadership "behaviours" among employees. Such things as optimism empathy, conflict management, influence, change-maker, etc.

In the modern organisation everyone should be a leader in some way and in certain circumstances. Learning leadership behaviours can be an excellent way of developing people from within for greater responsibility and enabling delegation and devolvement of decision-making to the experts rather than those with the title. Having learned appropriate behaviours, individuals can relate these to specific leadership styles and which need to be used in which circumstances.

You can find the whole journey laid out in "Leading beyond the Ego", the 2nd edition of which is available for pre-order and delivery on 23rd July. See attached for an introduction chapter,

I agree. That you have to focus on behaviors and develop things like empathy in them. The main problem is that this knowledge about leadership is available in many organizations. Many people know them, but it is not possible to navigate or finally a copy of it is obtained. It should be separated from behaviorism and functionalism. To create a leadership personality, we need structuralist approaches that involve insights and knowledge. Knowledge is not possible without personal experience and overcoming fears. Therefore, it is better to reduce the fear of change and experimenting as much as possible by creating a culture of self-expression and individual enthusiasm.