What does it mean 5Ps model to build personal leadership?

The 5Ps of Leadership

If you think about your professional life, you can probably identify someone you consider a leader, but what makes them a leader? The title of 'leader' is used often but not understood very well.

So, if it is difficult to define what makes someone a leader, how can we say if they are good or bad? Is it based on if we like them or not or on the results of the organization they manage? Analyzing a leader is just as tough as defining leadership.

One model of analyzing leadership is known as the Five Ps of Leadership. This model considers five dimensions when assessing whether a leader is 'good' or 'bad.' While each of the dimensions are subjective, meaning there may still be some variance among the answers followers give, the model at least provides a consistent framework. The 5Ps are:

• Personal Attributes
• Position
• Purpose
• Procedure/process
• Product

How to Use the 5 Ps

Remember, the 5Ps are dimensions of a model. You don't 'use' each dimension individually, but rather, the dimensions give you specific attributes to judge, that you can then consider as a 'package' when considering the situation and the leader to assess their performance. None of the 5Ps is more important than the others in the model. It's also not always important that a good leader be equally balanced in their skills on each dimension. It's more important to recognize which dimensions are lacking and ensure there are complementary leaders or staff in the organization or unit. Let's take a closer look at each of the 5Ps.

Personal attributes refer to the traits, characteristics, skills, abilities, and personality of the leader. There has been a lot of research trying to identify which personalities, skills, etc. make the 'best' leader, but no research has found that perfect formula. Leadership research began, centuries ago, with the Great Man (or woman) theory, which simply suggested that some people were simply born leaders, and others were not. With all the research that has been done, we know it isn't about just being born a leader, but there also isn't a 'best' profile for a leader - it's much more dependent on what the situation calls for.

Position addresses how the leader fits into the organization or unit, formally or informally. While the person seen as the leader is commonly the person at the top of an organization or unit (i.e. the boss), the real leader may be someone else. Informal power can be very strong. If there's a unit that has a well-respected, long-serving employee, that person may have more power than the 'official' leader.

In the 5Ps model, when thinking about the position dimension, it's all about what the leader was able to accomplish with the position they had. A CEO, a leader with a powerful title, that can't inspire an organization to rally around a new strategy may rate low on this dimension, while Gandhi - someone with no title - would certainly rate high.

Every leader has a purpose - formal or informal. A leader's purpose may be productive and ethical or it could be questionable. This is something that the followers and observers will discover as the leader begins their job. In business, a leader's purpose isn't as simple as making money or growing the business. There are often multiple purposes for a leader - some measurable, like increasing revenue, and some not measurable, like increasing employee morale. It's nice when everyone is on the same page and understands the purpose of the leader, but it is absolutely critical that the leader understand their purpose.

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