You have probably felt it before. A team that was stuck. A culture that could not seem to get off the ground. A group of talented people who just were not performing the way they should.
Most leaders look outward when that happens. They question the talent, the strategy, the market. They rarely look in the mirror.
But John Maxwell said it plainly. “The leader is the lid.” Jocko Willink backed him up. “There are no bad teams, only bad leaders.” Two of the most respected voices in leadership development pointing at the same uncomfortable truth. Every team’s ceiling is set by the person leading it.
No team will ever exceed the level of its leader.
Which means the most important question any leader can ask right now is not about their team. It is about themselves.
So what are the 5 Levels of Leadership and where are you?
Leadership Is a Journey Not a Destination
Before we get into the levels, one thing needs to be said. Leadership is a journey, not a destination. Which means whatever your current level, it is not your ceiling. The leaders who build something lasting are not the ones who arrived somewhere. They are the ones who never stopped growing.
A team will only go as far and as high as its leadership. That is not a knock on anyone. It is an invitation.
The 5 Levels of Leadership
Level 1 — Directs
They do it because you told them to.
This is where every leader starts. You have a title, a role, and a set of responsibilities. Your team executes because it is their job to do so. There is nothing wrong with Level 1. It is the starting point. The problem is when leaders stay here longer than they should, mistaking compliance for influence and authority for respect.
A Level 1 leader is also the most exposed when they are not in the room. Leave for three days and come back to find out your team had no idea what good looked like without you standing there. That is a Level 1 problem. And more leaders are here than will ever admit it.
Level 2 — Connects
They know you actually know them.
The move from Level 1 to Level 2 is not about working harder. It is about knowing your people. A Level 2 leader understands that trust is built one person at a time. They know their team members’ strengths, their goals, and what drives them. They put people in positions to succeed.
This is where leadership starts to feel different. People are not just executing. They are engaged. They show up not just because they have to but because someone on the other side of the relationship actually sees them.
Level 3 — Develops
They are getting better because of you.
Level 3 is where good leaders separate from average ones. It is not enough to know your people. You have to make them better. A Level 3 leader is actively coaching, challenging, and investing in the growth of the people around them. They can name three people who are better at their jobs because of their direct investment.
This is also where most leaders plateau. The results are good. The team is engaged. It feels like enough. But developing individuals is different from shaping how they think. And that gap is where Level 4 lives.
Most leaders plateau at Level 3. The results are good. The team is engaged. It feels like enough. But it is not your ceiling.
Level 4 — Shapes
They didn’t just get better. They think differently because of you.
A Level 4 leader does not just improve performance. They change perspective. Their words live in people’s heads long after the conversation is over. A team member faces a hard decision and asks themselves what their leader would do. That is Level 4 impact.
This is leadership at the level of belief and worldview. You are not just closing skill gaps. You are expanding how people see themselves, their work, and what is possible. That kind of influence takes time, consistency, and a deep commitment to the person in front of you.
Level 5 — Multiply
They are leading others because of you.
The highest level of leadership is not about what you accomplish. It is about who you leave behind. A Level 5 leader produces other leaders. Think of Sean McVay. He still calls plays as a head coach, staying close to execution and creating real connection with his players and staff. But what is most impressive is that seven of his former assistant coaches have become head coaches and 15 to 20 have become coordinators. He is not just winning games. He is multiplying leaders.
That is Level 5. Your greatest legacy is not your results. It is the leaders you developed who went on to develop others.
A Simple Formula for Getting to Your Next Level
It is a common belief that getting to your next level of leadership just takes time. More experience will lead to improvement. But that is not correct.
If you hit golf balls on the range every day but you are working on the wrong things, you will not get better. In fact, you will get worse. Time and experience are not bad things, but they do not guarantee growth.
That is reserved for a different formula.
Skills x Belief
There is a difference between acquiring knowledge and acquiring skills. You can study music and never learn to play an instrument. By definition, a skill is the ability to choose and perform the right technique at the right time with a minimum amount of effort. You build skills through a simple process: get insight about how to do something, put in consistent effort toward applying it, get feedback, and adjust.
Leadership is just a collection of skills in one’s endeavor to elevate others and improve performance. And here is something worth sitting with. The more your technical skills matter in your job, the less your leadership skills matter. Conversely, the less your technical skills matter, the more your leadership skills mean.
Not all leadership skills are equal either. The ones that matter most in 2026 are visionary thinking, adaptability, emotional intelligence, and coaching.
Most people could have guessed skills. The second part of the formula is what most people miss.
If you do not believe in your core that you are good enough, worthy enough, or skilled enough to lead others to higher levels of performance, your skills do not matter.
In coaching leaders, you can always find a skills gap to help close. But the belief gap is the one not talked about enough.
Belief can be borrowed. Often leaders need someone to believe in them before they believe in themselves. Sometimes that is a coach. Sometimes it is a boss or a spouse. But do not overlook the belief component if you want to get to your next level.
Which Level Are You On?
Your current level is impressive. It is not your ceiling.
The leaders who build something lasting are the ones who never stop asking what level they are on and what it would take to get to the next one. Not because they are chasing a title. Because they understand that a team will only go as far and as high as its leadership.
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About the Author: John Eades is the CEO of LearnLoft and The Sales Infrastructure. He was named one of LinkedIn’s Top Voices. John is also the author of Building the Best and the Optimistic Outlook.