Understanding the different levels of leadership in employer branding

Defining the levels of leadership in organizations

What Defines Leadership Levels in Organizations?

Leadership in organizations is not a one-size-fits-all concept. It exists at different levels, each with its own set of responsibilities, influence, and impact on employees. Understanding these levels is essential for anyone interested in how leadership shapes employer branding and the overall work environment.

The Three Core Levels of Leadership

Most leadership models, including the widely recognized maxwell leadership framework, break down leadership into three main levels. These levels help clarify how a person’s skills and style evolve as they move up in responsibility and influence:

• Position Level: At this entry level, people follow a leader because of their job title or authority. The influence is based on the role, not necessarily on personal connection or vision. Employees at this stage often follow because they have to, not because they want to.
• Permission Level: Here, leaders build relationships and trust. People will follow because they want to, not just because they have to. This level is about connection, communication, and understanding team members’ needs.
• Production Level: Leaders at this stage drive results and set examples through their work. They influence others by what they accomplish with their team. Employees see the value in following a leader who delivers and supports the team’s success.

Why Leadership Levels Matter for Employer Branding

Each level of leadership brings different skills and styles to the table. The way a leader communicates, makes decisions, and interacts with people at each level can shape the perception of the organization both internally and externally. This is especially important as employer branding trends continue to evolve, demanding more authentic and people-centric leadership approaches.

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Leadership Skills and Styles Across Levels

As leaders move from one level to another, their required skills and leadership style must adapt. Servant leadership, for example, becomes more prominent at higher levels, where the focus shifts from personal achievement to empowering others. Decision making, vision, and the ability to influence become critical as leaders progress. The journey through these levels is not always linear, and leaders in both public and private sectors face unique challenges as they develop their leadership skills and adapt to new expectations.

How leadership at each level influences employer branding

Leadership Influence on Employer Branding at Every Level

The impact of leadership on employer branding is shaped by how leaders interact with their teams and the broader organization. Each level of leadership brings unique skills, styles, and influence, which directly affect how employees perceive the company and its values. At the first level, often called the position level, people follow a leader because they have to. Here, the leader’s authority is tied to their title, and their influence on employer branding is limited. Employees may see the employer brand as rigid or transactional if leaders at this level focus only on rules and hierarchy. The challenge for these leaders is to move beyond authority and start building trust with their teams. Moving up, the next level is where people will follow a leader because they want to. Leaders at this stage develop relationships, show empathy, and create a sense of belonging. Their leadership style is more personal, and they influence employer branding by fostering a positive work environment. Employees are more likely to become brand advocates when they feel valued and connected to their leader and team. This level highlights the importance of servant leadership, where the leader’s focus is on supporting team members and helping them grow. At the highest level, leaders inspire others through their vision and values. People follow these leaders because of what they represent and the impact they have. Their influence on employer branding is significant, as they set the tone for the entire organization. These leaders shape the company’s reputation by modeling integrity, innovation, and a commitment to people. Their decisions and actions become part of the employer brand story, attracting talent who share similar values and aspirations. The three levels of leadership—position, relationship, and vision—each require different skills and approaches. Leaders who understand where they stand and work to develop their leadership model can better align with employer branding goals. Decision making, communication, and the ability to inspire are key skills that help leaders move from one level to the next. For organizations in both public and private sectors, recognizing these levels is essential. The way leaders interact with employees, the leadership style they adopt, and the skills they develop all contribute to how the employer brand is perceived internally and externally. For more insights on how innovative approaches are shaping employer branding, explore this article on innovative talent acquisition solutions.

Challenges leaders face in aligning with employer branding trends

Common hurdles for leaders in employer branding

Leaders at every level face unique challenges when trying to align with employer branding trends. The way a leader influences their team, communicates vision, and adapts their leadership style can make or break the employer brand’s perception both internally and externally.

• Adapting leadership style to different levels: Not every leadership model fits all situations. For example, a person at the position level may struggle to inspire employees beyond their formal authority, while those at higher levels must use personal influence and servant leadership skills to win trust. This means leaders need to move beyond the basics and develop skills that resonate with team members at each stage.
• Consistency in vision and communication: Leaders often find it difficult to maintain a unified vision across multiple teams and levels. Inconsistent messaging can confuse employees and weaken the employer brand. Effective communication, tailored to each level, is essential. For more on how communication impacts employer branding, see this insight on effective business communications.
• Balancing decision making and empowerment: Leaders must strike a balance between making decisions and empowering team members. At the team level, too much control can stifle initiative, while too little can lead to confusion. This balance is crucial for building trust and encouraging employees to follow willingly, not just out of obligation.
• Personal credibility and trust: Employees at all levels look for authenticity in their leaders. If a leader’s actions don’t align with the stated employer brand values, trust erodes quickly. Building credibility takes time and requires leaders to consistently demonstrate the values they promote.
• Adapting to public and private sector differences: The expectations for leadership and employer branding can vary between public and private organizations. Leaders must be aware of these differences and adjust their approach accordingly, especially when moving between sectors.

The journey through the three levels of leadership is not linear. Leaders must continuously develop their skills, adapt their style, and ensure their personal vision aligns with the organization’s employer brand. Those who succeed are the ones who can influence people to follow them for who they are, not just the position they hold.

The role of communication styles across leadership levels

Adapting Communication to Leadership Levels

Communication style is a defining skill for leaders at every level, and it plays a crucial role in shaping how employees perceive the employer brand. The way a leader communicates can either inspire team members to follow a shared vision or create distance between levels of leadership and the people they lead. At the position level, communication is often more directive. Leaders at this stage rely on formal authority, and their messages tend to focus on tasks and compliance. Employees may follow because they have to, not because they want to. This style can limit engagement and reduce the personal connection that strengthens employer branding. As leaders move up to the next level, their communication shifts. Here, the focus is on building relationships and trust. Leaders use more inclusive language, encourage feedback, and show genuine interest in team members’ perspectives. This approach helps people feel valued, increasing their willingness to follow and contribute to the employer brand. At higher levels, leaders communicate vision and purpose. They use storytelling, share successes, and connect individual work to the broader mission. This style inspires employees and aligns teams with organizational values, which is essential for a strong employer brand. The influence of a leader’s communication grows as they progress through the levels leadership model, impacting how people will perceive and promote the organization.

• Position level: Direct, task-focused, authority-driven communication
• Relationship level: Collaborative, feedback-oriented, personal connection
• Vision level: Inspirational, purpose-driven, big-picture storytelling

Leaders must develop the skill to adapt their communication style as they advance. This flexibility helps them connect with employees at different stages, whether in public or private sectors. A leader’s ability to adjust their approach is not just a personal skill but a strategic asset for employer branding. It ensures that team members at all levels feel seen, heard, and motivated to contribute to the organization’s success. Understanding these nuances in communication can help leaders strengthen their influence, foster trust, and build a workplace culture where people will follow not just because they have to, but because they believe in the vision and values being shared.

Case examples of leadership impact on employer branding

Real-World Leadership Impact on Employer Branding

When analyzing how leadership influences employer branding, real-life examples from both public and private organizations reveal the importance of leadership levels and styles. These cases highlight how the skills and vision of leaders at different levels can shape the perception of a workplace.

• Position Level Leadership: In many organizations, leaders at the position level focus on compliance and clear direction. While this can ensure consistency, it often limits personal influence. Employees may follow because they have to, not because they want to. This can result in a brand that feels rigid or uninspiring, especially if leaders do not develop stronger relationships with their teams.
• Permission and Relationship Building: Teams led by leaders who invest in relationships and communication tend to have higher engagement. When employees feel valued, they are more likely to become brand advocates. For example, a company that encourages open feedback and recognizes contributions often sees its employer brand strengthened through positive word-of-mouth.
• Production and Results: Leaders who drive results and celebrate team achievements help build a culture of success. This level of leadership motivates employees to follow because of what the leader has accomplished with the team. The employer brand benefits from stories of shared wins and a sense of collective purpose.
• People Development: Organizations that prioritize developing their people—through mentorship, training, and growth opportunities—often see a strong employer brand emerge. Employees are drawn to workplaces where leaders help them move to the next level in their careers. This approach signals a commitment to long-term success for both the individual and the organization.
• Servant Leadership and Legacy: In some cases, leaders who focus on serving others and building a legacy beyond their own tenure create a lasting impact. Their leadership style inspires loyalty and trust, making the employer brand resilient even during times of change.

These examples show that leadership at every level can influence how employees and potential hires perceive an organization. The most effective leaders adapt their style and skills to the needs of their team, fostering a positive environment where people will follow not just because they have to, but because they want to. This, in turn, strengthens the employer brand and helps attract top talent.

Practical steps for leaders to strengthen employer branding

Building Leadership Skills That Strengthen Employer Branding

• Self-awareness and reflection: Leaders at every level benefit from understanding their own leadership style and how it impacts team members. Regular feedback sessions and personal reflection help leaders adapt and grow, making their influence more authentic and trusted.
• Consistent communication: Clear, transparent communication is essential for building trust. Leaders should share the organization’s vision and values openly, ensuring employees at all levels understand and connect with the employer brand.
• Empowering teams: Effective leaders delegate responsibility and encourage team members to take ownership. This approach fosters a sense of belonging and commitment, which is crucial for a strong employer brand.
• Modeling desired behaviors: Leaders who embody the organization’s values set a standard for others to follow. Whether at the position level or higher, demonstrating servant leadership and ethical decision making inspires employees and reinforces the brand’s reputation.
• Continuous learning: The most impactful leaders invest in their own development and encourage their teams to do the same. Training in leadership models, such as the three levels of leadership, helps leaders move to higher levels and adapt to changing trends.

Practical Actions for Leaders at Different Levels

Leadership Level	Action	Impact on Employer Branding
Entry/Position Level	Build trust through reliability and respect for team members	Creates a foundation where people will follow because of position and trust
Team/Relational Level	Develop strong relationships and encourage open feedback	Enhances engagement and loyalty, as employees feel valued
Strategic/Influence Level	Align team goals with organizational vision and employer brand	Strengthens the brand’s reputation internally and externally

Encouraging a Culture of Leadership at All Levels

Leaders should encourage team members to develop their own leadership skills, regardless of their current role. This not only prepares future leaders but also ensures that the employer brand is consistently represented across the organization. By focusing on influence, vision, and servant leadership, leaders can create a workplace where people will follow because they believe in the mission and values, not just the person in charge.