The 360 Degree Leader: Developing Your Influence from Anywhere in the Organization
John C. Maxwell
Format: PDF / Kindle (mobi) / ePub
Don’t wait for that promotion! Start leading NOW…right where you are!
What’s the number one question leadership expert John C. Maxwell is asked while conducting his leadership conferences? “How can I implement what you teach when I’m not the top leader?”. Is it possible to lead well when you’re not the top dog? How about if the person you work for is a bad leader? The answer is a resounding yes!
Welcome to The 360° Leader. People who desire to lead from the middle of organizations face unique challenges. And they are often held back by myths that prevent them from developing their influence. Dr. Maxwell, one of the globe’s most trusted leadership mentors, debunks the myths, shows you how to overcome the challenges, and teaches you the skills you need to become a 360° leader.
If you have found yourself trying to lead from the middle of the organization, as the vast majority of professionals do, then you need Maxwell’s insights. You have a unique opportunity to exercise influence in all directions—up (to the boss), across (among your peers), and down (to those you lead). The good news is that your influence is greater than you know.
Practice the disciplines of 360° leadership and the opportunities will be endless . . . for your organization, for your career, and for your life.
questions from this section: How do I fit in my area or department? How do all the departments fit in the organization? Where does our organization fit within the market? How is our market related to other industries and the economy? 3. What boundaries need to be challenged in your department in order to make progress? 4. What are the biggest challenges you expect to face today? What opportunities do you think could appear? 5. How are you learning to rely on your intuition and read
your team for help in these areas? 2. In what situations should you be asking advice? Who do you feel comfortable asking? 3. Who would be the best person to ask? 4. What is the best way to gain credibility with your peers? 5. What questions would you ask if you looked at each person on your team as someone you could learn from? Approach a coworker who consistently excels in an area you would like to learn about. Ask that person if they would be willing to share some of their knowledge with
really boils down to their thinking others’ contributions aren’t as valuable as their own. Neither makes for positive working conditions for the people answering to them. THE SOLUTION TO THE FRUSTRATION CHALLENGE: ADDING VALUE A normal reaction to the Frustration Challenge is to fix or replace the leader you’re working for, but that is usually not an option for leaders in the middle of the pack. Besides, even if it were, it would be inappropriate. No matter what our circumstances, our greatest
have-nots. There are, of course, many exceptions to the broad generalization I’m making, but if you’ve traveled overseas a great deal, you have probably noticed it too. In places where the top leaders try to keep everyone else down, the overall leadership is usually pretty poor. Why? Because when all the power is at the top and there are no leaders in the middle to help them, the top leaders cannot lead very effectively. Just in case you think I’m being too critical of leaders in emerging
nations, I can tell you that this is a problem any place where there is one leader at the top and no 360-Degree Leaders to help lead. I personally experienced it in my own life in my first leadership position because I didn’t try to identify, develop, or empower anyone else to lead. As a result, my leadership was weak, the overall effectiveness of the organization was far below its potential, and within two years after I left the organization, it shrank to half its former size. Good leaders