A leadership diagnostic model that balances direction, people, execution, results, and personal presence.
Leadership Needs a Framework
Leadership is more than holding a title.
It’s about inspiring people, guiding them through uncertainty, and creating meaningful results.
Today, leaders must navigate uncertainty, foster collaboration, and lead authentically. But what defines a great leader? It's a combination of essential qualities that elevate teams and transform challenges into opportunities.
In this article, we'll introduce 2 famous models of effective leadership and uncover the features that make leadership impactful.
The 5P's Leadership Model
The first version defines leadership through: Purpose, Passion, People, Performance, and Persistence.
Purpose
Leadership that is purpose-driven gives people focus and inspiration, pointing people and organizations in the right direction.
Passion
Enthusiastic and passionate leaders provide an example for others to follow, encouraging people to join them in their vision.
People
In the end, people are what matter in leadership. Building solid bonds with people, encouraging trust, and enabling them to realize their full potential.
Performance
Performance-driven leadership prioritizes innovation, ongoing development and achieving measurable outcomes.
This is similar to the Task-oriented leaders defined in Fiedler’s Contingency Model.
Persistence
Resilience and tenacity in the face of difficulty are traits of effective leaders. They continue to be unwavering in their dedication to their goal, facing setbacks with courage.
Another Way to Look at the “5Ps”
It’s worth noting that not all 5P leadership models define the same dimensions.
Personal Attributes
Effective leaders possess qualities such as strong communication skills, fairness, respect, selflessness, and optimism. These traits foster trust and inspire teams.
Position
Leaders should leverage their roles to positively influence their teams, which includes learning management skills and fostering collaboration.
Purpose
A clear understanding of the organization's mission and objectives guides leaders in aligning their team's efforts toward common goals.
Practices/Processes
Implementing effective methods and procedures is crucial for achieving desired outcomes and maintaining organizational efficiency.
People
Selecting individuals who align with the organization's values and investing in their development is essential for building a cohesive and motivated team.
This version focuses more on leadership energy, motivation, and personal drive.
Comparison of the 2 Models
Both models highlight essential leadership aspects, with overlapping themes of purpose and people.
The first model focuses on relationships and team dynamics, while the second emphasizes selecting individuals aligned with organizational values and investing in their development.
When to Use This Framework
- Strategic Drift: When your team is busy but unclear about direction, indicating a lack of Purpose.
- Team Disengagement: When morale is low or trust is weak, suggesting imbalance in People.
- Execution Breakdown: When good intentions fail to turn into action due to missing or unclear Process.
- Output Plateau: When activity is high but results stagnate, signaling misalignment in Performance.
- Leadership Credibility Issues: When influence drops despite authority, pointing to gaps in Presence.
Takeaway
True leadership failure is rarely about effort or intelligence. It is almost always about imbalance.
The 5Ps Framework reminds leaders that direction without people creates resistance, process without presence creates bureaucracy, and performance without purpose leads to burnout.
Leadership is not about maximizing one strength. It is about continuously rebalancing all five.
