Use the concept of implicit leadership theories to explain why groups so frequently choose the wrong person as their leader.

Implicit leadership theories (ILT) refer to the beliefs and assumptions that individuals hold about the traits and behaviors that are associated with effective leadership. These beliefs are often shaped by cultural, societal, and organizational norms, and they can influence how individuals perceive and evaluate potential leaders.

One reason why groups may frequently choose the wrong person as their leader is that their implicit leadership theories may be based on outdated or inaccurate assumptions about what makes a good leader. For example, if a group holds the belief that a leader should be assertive and dominant, they may overlook individuals who possess more collaborative and inclusive leadership styles, even though these styles may be more effective in certain situations.

Additionally, individuals within a group may have different implicit leadership theories, leading to conflicting perceptions of who would make the best leader. This can result in a lack of consensus and potentially lead to the selection of a leader who does not align with the needs and goals of the group as a whole.

Furthermore, cognitive biases and stereotypes can also influence how individuals evaluate potential leaders. For example, individuals may be more likely to perceive someone as a strong leader if they possess traits that align with traditional gender or racial stereotypes, even if these traits are not actually indicative of effective leadership.

In order to mitigate the impact of implicit leadership theories on leader selection, it is important for groups to engage in open and inclusive discussions about the qualities and behaviors they value in a leader. By challenging and expanding their implicit leadership theories, groups can make more informed and effective decisions when choosing a leader. Additionally, organizations can provide training and education on diversity and inclusion to help individuals recognize and overcome biases that may influence their perceptions of leadership.