You’ve probably heard of “Level 5 Leadership.” The concept was created by business consultant Jim Collins, who first described it in a 2001 Harvard Business Review article and then published it in his best selling book, Good to Great.

It emerged during a study that began in 1996, when Collins was researching what makes a great company. From a group of 1,435 companies he chose 11 outstanding ones. These 11 companies were all headed by what Collins dubbed “Level 5 Leaders.” While leaders in Levels 1 through 4 had valuable competencies, at was at Level 5 that they all came together in one package.

He found that these leaders show humility and they don’t seek success for their own glory. Instead, success is a pragmatic necessity to ensure the team and organization will thrive. Level 5 leaders are happy to share credit for success, and they’re willing to accept blame for setbacks. Collins also noted that on a personal level they may even appear to be socially shy, but are invariably fearless when making decisions, especially ones that most other people consider risky.

Great Leaders Value the Innovations of Their Employees

Some people believe that leaders should know everything and never ask for help, and that asking for help is a sign of weakness. Nothing could be further from the truth! Innovation leadership goes hand-in-hand with learning how to ask for help from someone stronger in an area than you are. The outcome is that the entire team or organization wins, not just one individual.

For maximum innovation, always surround yourself with people who are outstanding in their subject areas. As Apple innovator Guy Kawasaki wrote, “A players recruit A+ players, while B players recruit C players.” And if you have access to A+ players, why wouldn’t you take full advantage of their skills?