Level 5 Leadership[第五级领导]
(Jim Collins)

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将谦逊的个性和专业的意志转移入领导力。 Jim Collins的Level 5 Leadership[第五级领导]解析。 (‘01)

投稿人: Jeffrey Pelletier MA

目录

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Level 5 Leadership[第五级领导] - Collins什么是第五级领导? 释义

第五级领导(Level 5 Leadership)所依据的理论思想是,一个品行无私的、尊重下属、且具有顽强意志的领导者,必能带领同仁勇往直前,实现最佳的组织绩效。 第五级领导是谦逊的个性(Personal Humility)与强烈的专业意志(Professional Will)看似矛盾的混合, 他们是顽固的、无情的, 然而,他们又是谦逊的。 他们对自己的公司充满热情,雄心勃勃,但是又绝不允许丝毫个人的自负成为公司发展的桎梏。 对于公司来说他们功勋卓著,但是,他们自己却将所有的贡献归功于同仁、属下以及外部帮助,或者用他们的话说,“纯粹是运气”。 第五级领导率领的是一支训练有素的队伍,在这支队伍中,员工们思想统一,行动一致,积极配合他的决策和领导。
 

第五级领导的起源。 历史

第五级领导理论的研究发展轨迹是相当独立的, Collins与他的研究人员通过对有15年持续成长历史的公司进行研究,最终“发现”了它。 比较: Servant-Leadership[仆人式领导]


第五级领导的计算 公式

合适人选(文化背景以及人格特征,而非个人能力) + 谦逊 + 强烈的专业意志 (结合组织目标) = 成功


第五级领导的运用。 应用

通过试用与实践发现,第五级领导的作用是明显的。 它强调更多的是领导者的人格特征,而不是个人能力。 能力并非成功的绝对因素,但是,在成功面前,优秀的品质是不能打折扣的。


第五级领导的步骤。 流程

  1. 发现、雇用合时的人选。
  2. 将他们安排到他们“想要”干的工作岗位上。
  3. 制定一个真正的高标准的长期目标, 如BHAG目标(即Big,Hairy,Audacious Goal)。

第五级领导优势。 优点

能够建立优异的持久绩效。


第五级领导局限。 缺点

  • 需要领导者大量的个人投资及时间。
  • 领导者个人无荣耀。

第五级领导的假定。 条件。

作为一新兴的领导力方法,其功效仍需广泛讨论、深入研究。 但是,这一方法看起来确实是合理的、有效的。


参考书: Jim Collins - Good to Great - Why Some Companies Make the Leap and Others Don't [中译本《从优秀到卓越》,中信出版社,2002] -


第五级领导 小组


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比较: Emotional Intelligence[情感智能]  |  Hagberg Model of Personal Power[哈格伯格个人力量模型]  |  Leadership Pipeline[领导补给线]  |  Leadership Continuum[领导连续体]  |  Path-Goal Theory[路径-目标理论]  |  Theory X Theory Y[X理论-Y理论]  |  Contingency Theory[权变理论]  |  Competing Values Framework[竞值架构]  |  Expectancy Theory[期望理论]  |  Seven Surprises[七大惊奇]  |  Seven Habits[七个习惯]  |  Coaching[教练]  |  Mentoring[启导]  |  Results-Based Leadership[业绩导向领导]  |  Situational Leadership[情境领导]  |  EPIC ADVISERS[史诗顾问]


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