Understanding the five levels of leadership for high potential employees

Recognizing high potential employees in your organization

Spotting Emerging Leaders in Your Team

Identifying high potential employees is a crucial step for any organization aiming to build a strong leadership pipeline. These individuals often demonstrate qualities that set them apart from their peers, such as a willingness to take initiative, a natural ability to influence others, and a drive to achieve results. Recognizing these traits early can help businesses maximize potential and prepare for future leadership needs.

• Consistent Performance: High potential employees deliver results, often exceeding expectations in their current roles. Their work stands out not just for quality, but also for reliability and impact on the team.
• Learning Agility: These people are quick to adapt, eager to learn new things, and open to feedback. They seek out opportunities to grow, which is a hallmark of future leaders.
• Relationship Building: Emerging leaders build trust and rapport with colleagues. Their ability to connect with others helps foster a positive work environment and encourages people to follow their lead.
• Initiative and Drive: They don’t wait to be told what to do. Instead, they proactively look for ways to improve processes and help the business move forward.

Leadership experts often refer to the five levels of leadership as a proven framework for understanding how people progress from individual contributors to influential leaders. The first level, often called the position level, is where most leaders start. At this stage, people follow because they have to, not necessarily because they want to. Recognizing high potential at this early level is essential for guiding employees through the next steps to maximize their potential.

As you look for high potential employees, remember that leadership is not just about a title or position. It’s about influence, trust, and the ability to help others succeed. By focusing on these qualities, organizations can identify those who are ready to take on greater responsibilities and move up the leadership levels.

The foundation: position and its impact on emerging leaders

The Starting Point: Why Position Matters for Emerging Leaders

In the journey through the five levels of leadership, the first step is often defined by the position a person holds. This is where many high potential employees begin to shape their leadership identity. The concept, popularized by leadership expert John Maxwell in his book about the five levels, highlights that position alone does not make someone a great leader. Instead, it offers a platform—a starting point for those who want to maximize potential and influence others in their business or team.

At this foundational level, people follow a leader because they have to, not necessarily because they want to. The authority comes from the title, not from proven steps or personal influence. This is a critical distinction for organizations looking to identify and nurture high potential employees. Recognizing that holding a position is just the beginning helps set realistic expectations for both the leader and the people they work with.

• Position is a test: It reveals how a person handles responsibility and authority.
• It’s not about power: The focus should be on learning, observing, and understanding what makes people follow.
• Opportunity for growth: This level gives emerging leaders a chance to build credibility and trust, which are essential for moving up the levels leadership model.

Many organizations in the United States and beyond use this level to spot those who can go further. The key is to help these individuals see that leadership is more than a title. It’s about action, influence, and the ability to inspire people to work together for common goals. The best leaders use their position to learn the things that will help them grow, not just to give orders.

If you’re interested in what makes an enterprising leader stand out among high potential employees, you can read more about the qualities that set them apart.

Understanding this first step is crucial for anyone aiming to move up the five levels. It’s not just about where you start, but how you use your position to build a foundation for lasting leadership impact.

Building relationships: permission and trust

Trust as the Cornerstone of Leadership Growth

At this stage in the five levels of leadership, the focus shifts from authority to relationships. People will follow a leader not just because of their position, but because they want to. This is where trust becomes essential. When leaders invest time in building genuine connections, they create an environment where people feel valued and understood. This level is often described in leadership expert John Maxwell's book as the point where people follow the leader because of who they are and how they treat others.

• Open communication: Leaders who listen and communicate openly help their team members feel heard. This builds a foundation of trust and respect.
• Empathy and understanding: Taking the time to understand what motivates each person can maximize potential and encourage engagement at work.
• Consistency: People will follow leaders who are consistent in their actions and decisions. This reliability helps teams feel secure and willing to take risks.

Building relationships is not just about being liked. It is about creating a culture where people want to work together and support each other. In business, this can lead to higher performance and greater loyalty. Leaders who excel at this level help their teams move beyond just following orders—they inspire people to contribute their best ideas and efforts.

For organizations aiming to maximize potential, investing in relationship-building skills is a proven step. It can be helpful to explore how a fractional CHRO can unlock the potential of high-performing employees. This approach supports leaders in developing the trust and permission needed to move up the levels leadership model.

Ultimately, at this level, people follow the leader because they want to, not because they have to. This shift is critical for anyone looking to become a great leader and to help others reach their full potential in the workplace.

Achieving results: production and performance

Driving Results That Matter

At this stage in the five levels of leadership, the focus shifts from building trust to delivering tangible outcomes. Leaders who reach this level are recognized for their ability to achieve results that benefit both the team and the business. This is where leadership moves beyond relationships and starts to show its impact through performance.

People follow leaders at this level because they see results. The team is motivated not just by the leader’s position, but by the proven steps and actions that drive the group forward. According to leadership experts, this is often the point where high potential employees begin to maximize their potential and influence others to do the same.

• Clear goals: Great leaders set clear expectations and help people understand what success looks like.
• Accountability: They hold themselves and others responsible for outcomes, ensuring everyone is aligned with business objectives.
• Recognition: Leaders at this level celebrate achievements, which helps people feel valued and encourages continued high performance.
• Problem-solving: They address challenges head-on, using their experience and the trust they’ve built to guide the team through obstacles.

John Maxwell’s book on the five levels of leadership highlights that production is where leaders start to create a legacy. People will follow a leader who consistently delivers results, and this is often where the team’s culture shifts toward excellence. The leader’s influence grows because people see the direct impact of their work on the organization’s success.

For high potential employees, reaching this level means they are not just managing tasks—they are inspiring others to perform at their best. It’s a critical step for anyone looking to move beyond their initial position and become a level leader who truly makes a difference. The ability to achieve and sustain results is what separates good leaders from great ones in any business, whether in the United States or globally.

Developing others: people development and mentorship

Empowering Growth Through Mentorship

At this stage in the five levels of leadership, the focus shifts from personal achievement to developing others. Leaders who reach this level understand that their true impact is measured by how well they help people maximize potential. The ability to mentor and guide is what separates a good leader from a great one. This is not just about managing tasks, but about actively investing in the growth of each person on the team.

According to leadership expert frameworks, especially those outlined in the well-known book on the five levels, this phase is where leaders become multipliers. They use proven steps to identify strengths in their team and provide opportunities for learning and advancement. People will follow leaders who genuinely care about their progress and are willing to share knowledge, offer feedback, and create a supportive environment.

• Mentorship: Great leaders dedicate time to coaching, offering guidance tailored to each person’s needs.
• Delegation: They trust people with responsibilities that challenge them and help them grow.
• Recognition: Celebrating achievements and progress motivates people to continue developing.
• Continuous Learning: Encouraging ongoing education and skill-building ensures the team stays adaptable and competitive in business.

In organizations across the United States and globally, leaders who invest in people development see higher engagement and stronger results. This level is not about the leader’s position, but about the influence they have through empowering others. When people work in an environment where their growth is a priority, they are more likely to follow their leader and contribute at a higher level.

For anyone looking to maximize potential within their team, focusing on this level of leadership is essential. It’s about more than just achieving business goals—it’s about building a legacy of capable, confident leaders who will carry the organization forward. The steps to maximize this potential are outlined in many leadership books, but the real test is in daily actions and the willingness to put people first.

Reaching the pinnacle: influence beyond authority

When Leadership Extends Beyond the Org Chart

At the highest level of leadership, something remarkable happens: people follow not because they have to, or even because of what you have achieved, but because of who you are and what you represent. This is the point where a leader’s influence reaches beyond formal authority and position. It’s about legacy, impact, and the ability to inspire others to maximize their own potential. The five levels of leadership, as outlined in the well-known book by a leadership expert, show that reaching this stage is rare—but it’s also where the greatest leaders operate.

What Sets Pinnacle Leaders Apart?

• Influence is earned, not given: At this level, people will follow the leader because of their reputation, values, and consistent actions. It’s not about the title or the position anymore.
• Multiplying leadership: The leader’s impact is seen in how they develop other leaders, not just manage a team. They help others rise through the five levels, creating a culture where leadership is multiplied.
• Legacy and trust: The leader’s work leaves a lasting mark on the business and the people. Their influence continues even after they move on, because they’ve built trust and empowered others.

How to Help High Potential Employees Reach This Level

Supporting high potential employees as they approach this pinnacle means providing opportunities for them to lead beyond their immediate teams. Encourage them to mentor others, take on cross-functional projects, and represent the organization in broader business contexts. Recognize that at this stage, leadership is less about direct management and more about shaping culture and inspiring others to follow.

Organizations in the United States and globally that invest in these proven steps see stronger teams and more sustainable results. The journey through the five levels of leadership is demanding, but for those who reach the top, the rewards are significant—for the person, the team, and the entire business.