Leaders striving to attain [Level 5 leadership](https://thegrowthfaculty.com/articles/levelfiveleadership/) (the pinnacle of Jim Collins's framework set out in _“Good to Great”_) must first master Level 4 leadership.

These are valuable leaders who achieve outstanding results by building a high functioning team. Better still, these leaders not only drive high performance but also shape an organisation’s future in profound ways.

Here we explore why organisations should nurture potential Level 4 leaders. As a start, the benefits of cultivating Level 4 leadership include better decision-making and improving innovation.

According to Jim Collins this Level 4 Leader is great at stimulating higher performance standards from their people. While not quite at Level 5, they are effective leaders with the ability to motivate departments or companies to **meet goals and performance objectives**. They catalyse commitment to a clear and compelling **vision**, and help their team bring it to life.

Level 4 leaders also have the traits of lower levels of leadership. They are highly capable individuals that make a meaningful contribution to the team, as in [Level 1 leaders](https://thegrowthfaculty.com/articles/level-1-leadership-in-startupsl/). They have also undergone [the leadership progression](https://thegrowthfaculty.com/articles/understanding-leadership-progression/) from Level 2 to Level 3. This means they have honed their ability to help others work as a team, and now have **excellent managerial skills**. These improved people skills help them effectively pursue organisational goals with their team.

WHAT ARE LEVEL 4 LEADERS?

Level 4 leaders play a pivotal role in an organisation's culture. They clearly communicate a compelling vision that gives their team a sense of purpose and shared values.

As Daniel Pink explained in his #1 _New York Times_ bestseller _Drive_, purpose is one of the key ways humans are motivated (alongside autonomy and mastery).

_“I think people get satisfaction from living for a cause that’s greater than themselves. They want to leave an imprint.”_ – Dan Pink

Level 4 leaders communicate and also **model their desired behaviors** and standards, creating a positive and cohesive work environment that promotes engagement, loyalty, and a sense of belonging.

They also actively identify and nurture high-potential individuals, investing in them by **offering opportunities for growth**, mentorship, and leadership training.

Crucially, Level 4 leaders are **strategic thinkers** who can navigate complex and uncertain environments. Their ability to inspire and rally their teams during times of change creates a culture of resilience and agility within the organisation.

WHY ARE LEVEL 4 LEADERS IMPORTANT TO AN ORGANISATION?

Level 4 leaders have discarded most [diminisher traits](https://thegrowthfaculty.com/articles/multipliersanddiminishers/) and will have [multiplier](https://thegrowthfaculty.com/articles/Multipliersmasterclasstalentmagnet/) leadership capabilities of active listening, emotional intelligence, authenticity, critical thinking, communication, resilience, self-awareness, courage, understanding, transparency, and clarity.

**VISON AND VALUES**

They can craft a compelling vision for the future and communicate it clearly to inspire their teams.

As executive coach Kylee Stone explains, a [vision](https://thegrowthfaculty.com/articles/foundations-of-leadership/) serves as the **North Star** for any leader. It is a compelling and inspiring picture of the future that motivates and guides them toward their goals.

_“Being clear about your values is important for creating a long-lasting, resilient vision of where you want to get to in the future,”_ says Kylee.

Your vision should aim to solve big problems, make a difference, unleash human potential, and/or improve the world.

Kylee says to write a **vision statement** it helps to start with phrases like “A world where……”, “We have created….”, “To be…..”, “We are…….”, “The world has…….” or “We have……..”

Level 4 leaders involve others to build shared commitment towards this vision.

**COACHING SKILLS**

Level 4 leaders set high standards and lead by example to drive excellence. They’ve learned how to coach their teams, recognise achievements, and push for continuous improvement.

As coaching expert Michael Bungay Stanier told our masterclass, at the heart of coaching is “**staying curious** a little bit longer.”  They ask “And, what else?” when having a conversation with team members.

**DEVELOPMENT AND TRAINING**

Further to this, Level 4 leaders identify and nurture talent within their teams. They provide mentorship, **training opportunities** and personalised development plans for team members.

All these are known to help with [employee retention](https://thegrowthfaculty.com/articles/retentionmethods/) and [engagement.](https://thegrowthfaculty.com/articles/leadershipemployeeengagement/)

TRAITS OF LEVEL 4 LEADERS

Given the value Level 4 leaders bring to a [company culture](https://thegrowthfaculty.com/articles/ROIofworkculture/), organisations should prioritise finding those leaders with the potential for Level 4 leadership, based on key competencies like strategic thinking and people management.

**TARGETED LEADERSHIP PROGRAMS**

Once those leaders have been identified, it’s important to invest in tailored development programs like advanced management training, strategic thinking workshops, and **leadership development** programs (like that offered with [Growth Faculty membership](https://thegrowthfaculty.com/#plans)) to enhance the specific skills needed for Level 4 leadership.

**MENTORSHIP AND COACHING**

Pair promising Level 4 candidates with experienced Level 5 executives for mentorship. This allows aspiring leaders to learn from real-world expertise and accelerate their development.

DEVELOPING LEVEL 4 LEADERSHIP WITHIN CORPORATE HIERARCHIES

They say that when organisations are **moving fast**, there's rarely enough time and space for informal training and support, particularly for managers.

Our [immersive live virtual learning program](https://thegrowthfaculty.com/) with Growth Faculty membership is one option to consider when researching how best to develop aspiring Level 4 leaders.

Growth Faculty recently launched a good value [Enterprise plan](https://thegrowthfaculty.com/#plans) for larger companies to develop leadership skills in teams of 20 or more employees.

For higher level leaders, including Level 5 leaders, there is an in-person [Good to Great® Immersion Workshop with Jim Collins](https://thegrowthfaculty.com/events/a02RG000002EGYsYAO/overview/?campaign_id=701RG00000ALpCMYA1&promo=Blog&type=Affiliate) in Chicago, U.S., in October 2024. This is exclusively for executive teams and numbers are limited.

Photo by [Vitaly Gariev](https://unsplash.com/@silverkblack?utm_content=creditCopyText&utm_medium=referral&utm_source=unsplash) on [Unsplash](https://unsplash.com/photos/a-woman-sitting-at-a-desk-with-her-hands-behind-her-head-jYg5NFTlOy0?utm_content=creditCopyText&utm_medium=referral&utm_source=unsplash)

LEVEL 4 LEADERSHIP: UPSKILLING LEADERS TO BUILD HIGH PERFORMING TEAMS

Good to Great author Jim Collins’s leadership ladder framework

Keep informed
Stay Inspired

LEVEL 4 LEADERSHIP: UPSKILLING LEADERS TO BUILD HIGH PERFORMING TEAMS

Good to Great author Jim Collins’s leadership ladder framework

Keep informedStay Inspired

Keep informed
Stay Inspired