However the real question how much in DNA would determine if a new-hire will or will not work out?
Problem 1: What makes a good leader? A good leader for company A can be a horrible leader for company B. It would even be different across many departments. IT Departments usually have well educated self motivated employees where the leader will need to make sure they are working in concert with each other, and their priorities are inlign with the institution.
The Billing department may have lesser educated group who is just doing the paperwork and doing mostly the same thing all the time. A leader in that group will need to motivate that group and make sure they are actually doing their work.
Problem 2: No Risk No Reward. Classifying people as a good leader will remove the diversity of leadership types. By having a mediocre (safe) leaders you will weed out the possibly bad, or the possibly genius leader. Who's different style really causes a positive change.
Problem 3: Leadership homogeneity: Often highly motivated and aggressive people can put your company in political battles for power all the time.
Problem 4: Nurture side of the equation: Genetics only goes so far. You could be genetically prone to be shy, but you have learned to be outgoing. You may still be an introvert, but you can act like an extrovert when needed.