Thanks so much for your comments and taking time to read my article. I am involved in an active research community and assume Jim Collins is also doing research. I find it very exciting that we as practitioners and researchers are learning about the leadership styles that are emerging now and are so in demand given our complex world.

Given the challenges we currently face including the level of interconnection and the inability to predict and control means we now need to manage differently than in the past.

I do agree that Level 5 Leadership does not come from a book. Books are certainly a good start – I am actually writing one that I hope will be very helpful and the book is a workbook that offers exercises and practices. So, it is my view that one develops leadership through leadership practices just as Tiger Woods practices golf – his success is a result of hard core daily practice. Leadership excellence is much the same.

Thanks
Maureen

Thanks for your comment. Your articles are much more in depth and explore Level 5 leadership (and beyond) with authority.

It is reassuring that there is still research going on related to this field and that certain aspects of it are maturing in understanding.

Most of what I have seen of Level 5 leadership shows that the leaders did not necessarily learn their techniques from a book. It seems that most acquire the ability either from a very early age or learn from mentors at school or work. This view is highly unscientific.

Like you said, a Level 5 leader is not rewarded like a Level 5 leader should be. It is not necessarily about money or power, but rather trust and common goals. Probably most important is the ability to take risks and make mistakes. Heavy monitoring from Wall Street and the board tends to reduce the potential for a “natural” leader. Perhaps the perfect Level 5 leader would act as an enabler allowing for delegation and the ability to adopt and promote ideas from the workforce. In other words, instead of being the center of the universe, take that view that wisdom and ideas can come from outside the CEO’s brain.

Being a technology researcher limits my ability to grasp the fine details but I certainly do appreciate your views and articles.

Thanks,
Jeff

The second reason I do not see this catching on as quickly as I would like to see is that not only are the ideas emerging as we go along, so are the tools to measure and the research about what actually works in developing this type of leaders. For people who are interested, the Integral Leadership Review has published some great research about defining Level 5 and also research on programs that promote these leadership qualities.

I use the SCTi-MAP assessment tool created by Susann Cook Greuter as part of her PhD at Harvard. Much of the research using her tool does not reference “Level 5″ Leadership specifically as her work was focused on understanding the later stages of leadership including what is beyond Level 5. So, if you are looking in Integral Leadership Review you may find a wealth or data – just not under the search term “Level 5″.

If you are interested in reading an article that correlates “Level 5″ from Good to Great to the assessment tool SCTi-MAP as well as qualities of the level beyond Level 5 please check out the following link:

http://www.integralleadershipreview.com/archives/2008-03/2008-03-article-metcalf.html

Additionally, if you are interested in reading an indepth paper on transforming an organization including examples of what a leader at different levels might do, please check out the following link:

http://www.integralleadershipreview.com/archives/2008-06/2008-06-article-metcalf.html