The major problem thus far in leadership theory is that researchers cannot agree which specific behavior category is the absolute best for leaders. I personally believe there will never be a black and white picture of how a great leader should act, think, and respond to situations however, both level five leadership and the article, “A Hierarchial Taxonomy of Leadership Behavior” written by Gary Yukl, Angela Gordon, and Tom Taber show similarities in behaviors and successful factors great leaders should have.

The hierarchical Taxonomy of Leadership Behavior is built on three behavior theories: Task Behavior, Relations Behavior, and Change Behavior. One similarity I found in both articles is that every behavior discussed is observable and applicable to all types of leaders. First, task Behavior describes leaders actions associated with task related behaviors, short-term planning, monitoring operations, clarifying responsibilities and performance objectives. Secondly, relations behavior is involved with creating a foundation for leaders to grow relationships with their teams. These behaviors include providing support, encouragement, recognition of employees’ achievements, developing members of the team, and empowering the individuals to make their own decisions. The last behavior analyzed in Yukl’s article is Change Behavior; which examines the external environment, taking personal risks, and encouraging of innovative thinking and strategies.

Level 5 leadership came about when Jim Collins was researching what exactly makes a great company in 1996. He found that of the companies he studied, eleven had truly great leaders. These “level five” leaders had all had five leaders Collins felt were vital in order to make a successful company into a legendary company. Level one describes the “Highly Capable Individual” who contributes high quality work, has the necessary skills to do a good job and the necessary knowledge and talent. Level two discusses the “Contributing Team Member” who works well with others in a group, can effectively towards a common goal and actively contribute to a team’s success. Next, level three analyzes the “Competent Manager” who is able to organize a team in order to reach specific goals and objectives. Level four describes the “Effective Leader” who is able to inspire a team or department to achieve a vision and meet performance objectives. Lastly, when a leader reaches level five, Collins states they have reached the “Great Leader” pinnacle. This leader has the previous four levels as well as humility which Collins believes is critical in order to be a great leader.