You touch on a few good points. The key is how leadership is defined. I use the definition that leadership is an act not a position, and driving change is the act of leadership.
In roles of routine tasks, execution, efficiency and repetition is the task. It take management or monitoring but not necessarily leadership.
Leaderless teams actually are the best way to deal with highly ambiguous challenges where the path is unclear and the best people to figure it out are the people doing the work, not a manager or monitor.
So the leaderless team exercise identifies individual who do well in ambiguous situations. They may actually fail or get bored in situations without dynamic tasks/goals.
In roles of routine tasks, execution, efficiency and repetition is the task. It take management or monitoring but not necessarily leadership.
Leaderless teams actually are the best way to deal with highly ambiguous challenges where the path is unclear and the best people to figure it out are the people doing the work, not a manager or monitor.
So the leaderless team exercise identifies individual who do well in ambiguous situations. They may actually fail or get bored in situations without dynamic tasks/goals.