The Charismatic Leadership Model is Difficult to Measure Objectively

Researchers are challenged with developing instruments to measure the impact of charismatic leadership on organizational development. At first look it would seem logical that the same measures that apply to measuring other leadership models should be apropos for measuring charismatic leadership. Rowold and Laukamp (2009) reported that existing empirical support highlights the positive relationship between charismatic leadership and subjective indicators as important to organizational success. However, there are few studies that have examined the relationship between charismatic leadership and objective measures. Rowold and Laukamp asserted that this lack of measuring objectivity makes it difficult to view charismatic leadership through objective lenses. Following Rowold and Laukamp’s perspective to its logical conclusion suggest that charismatic leadership is difficult to validate because of its subjective nature. If charismatic leadership is founded on the vagaries and capriciousness of individualized responses, it becomes not only challenging to quantify its effectiveness but also to decipher the immutable principles that can be taught to budding leaders and managers within corporate structures.

References

Rowold, J., and Laukamp, L. (2009 Oct.). Charismatic leadership and objective indicators. Applied Psychology: An International Review, 58(4), 602-621

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