As per conventional logic, leaders ought to be promoted on the basis of performance metrics. Yet a study conducted to gauge the relation between objective and subjective metrics, found that the equation did not usually pan out that way. Instead leadership is a totally different ball game to operational performances. True talent management teams need differentiate this fine line between quality of work and indicators prime for promotion to leadership positions. Selection procedures for leaders then alter as conventional ideas based on performances do not exactly apply.

Source: http://www.clomedia.com/articles/6380-great-leaders-bought-made-or-neither