The 360 Degree Leader Workbook: Developing Your Influence from Anywhere in the Organization
288
The 360 Degree Leader Workbook: Developing Your Influence from Anywhere in the Organization
288Paperback(ANN)
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Overview
Debunking myths and shedding light on the challenges, John Maxwell offers specific principles for Leading Down, Leading Up, and Leading Across. 360-Degree Leaders can lead effectively, regardless of their position in an organization. By applying Maxwell's principles, you will expand your influence and ultimately be a more valuable team member.
Product Details
| ISBN-13: | 9780785260950 |
|---|---|
| Publisher: | HarperCollins Leadership |
| Publication date: | 09/03/2006 |
| Edition description: | ANN |
| Pages: | 288 |
| Sales rank: | 308,413 |
| Product dimensions: | 12.10(w) x 12.00(h) x 3.60(d) |
About the Author
Read an Excerpt
THE 360° LEADER
Developing Your Influence from Anywhere in the OrganizationBy JOHN C. MAXWELL
Nelson Business
Copyright © 2007 John C. MaxwellAll right reserved.
ISBN: 978-0-7852-6095-0
Chapter One
Myth #1The Position Myth: "I can't lead if I am not at the top."
If I had to identify the number one misconception people have about leadership, it would be the belief that leadership comes simply from having a position or title. But nothing could be further from the truth. You don't need to possess a position at the top of your group, department, division, or organization in order to lead. If you think you do, then you have bought into the position myth.
A place at the top will not automatically make anyone a leader. The Law of Influence in The 21 Irrefutable Laws of Leadership states it clearly: "The true measure of leadership is influence-nothing more, nothing less."
Because I have led volunteer organizations most of my life, I have watched many people become tied up by the position myth. When people who buy into this myth are identified as potential leaders and put on a team, they are very uncomfortable if they have not been given some kind of title or position that labels them as leaders in the eyes of other team members. Instead of working to build relationships with others on the team and to gain influence naturally, they wait for the positional leader to invest them with authority and give them a title. After a while, they become more and more unhappy, until they finally decide to try another team, another leader, or another organization.
People who follow this pattern don't understand how effective leadership develops. If you've read some of my other leadership books, you might be aware of a leadership identification tool I call "The Five Levels of Leadership," which I introduce in Developing the Leader Within You. It captures the dynamics of leadership development as well as anything I know. Just in case you're not familiar with it, I'll explain it briefly here.
Leadership is dynamic, and the right to lead must be earned individually with each person you meet. Where you are on the "staircase of leadership" depends on your history with that person. And with everyone, we start at the bottom of the five steps or levels.
That bottom (or first) level is position. You can only start from the position you have been given, whatever it is: production-line worker, administrative assistant, salesperson, foreman, pastor, assistant manager, and so forth. Your position is whatever it is. From that place, you have certain rights that come with your title. But if you lead people using only your position, and you do nothing else to try to increase your influence, then people will follow you only because they have to. They will follow only within the boundaries of your job description. The lower your stated position, the less positional authority you possess. The good news is that you can increase your influence beyond your title and position. You can "move up" the staircase of leadership to higher levels.
If you move to level two, you begin to lead beyond your position because you have built relationships with the people you desire to lead. You treat them with dignity and respect. You value them as human beings. You care about them, not just the job they can do for you or the organization. Because you care about them, they begin to trust you more. As a result, they give you permission to lead them. In other words, they begin to follow you because they want to.
The third level is the production level. You move to this phase of leadership with others because of the results you achieve on the job. If the people you lead succeed in getting the job done because of your contribution to the team, then they will look to you more and more to lead the way. They follow you because of what you've done for the organization.
To reach the fourth level of leadership, you must focus on developing others. Accordingly, this is called the people-development level of leadership. Your agenda is to pour yourself into the individuals you lead-mentor them, help them develop their skills, and sharpen their leadership ability. What you are doing, in essence, is leadership reproduction. You value them, add value to them, and make them more valuable. At this level, they follow you because of what you've done for them.
The fifth and final level is the personhood level, but it is not a level one can strive to reach, because reaching it is outside of your control. Only others can put you there, and they do so because you have excelled in leading them from the first four levels for a long period of time. You have earned the reputation of a level-five leader.
Disposition More than Position
When potential leaders understand the dynamics of gaining influence with people using the Five Levels of Leadership, they come to realize that position has little to do with genuine leadership. Do individuals have to be at the top of the organizational chart to develop relationships with others and get them to like working with them? Do they need to possess the top title to achieve results and help others become productive? Do they have to be president or CEO to teach the people who report to them to see, think, and work like leaders? Of course not. Influencing others is a matter of disposition, not position.
You can lead others from anywhere in an organization. And when you do, you make the organization better. David Branker, a leader who has influenced others from the middle of organizations for years and who currently serves as an executive director in a large church, said, "To do nothing in the middle is to create more weight for the top leader to move. For some leaders-it might even feel like dead weight. Leaders in the middle can have a profound effect on an organization."
Every level of an organization depends on leadership from someone. The bottom line is this: Leadership is a choice you make, not a place you sit. Anyone can choose to become a leader wherever he is. You can make a difference no matter where you are.
Myth #2
The Destination Myth:
"When I get to the top, then I'll learn to lead."
In 2003, Charlie Wetzel, my writer, decided he wanted to tackle a goal he had held for more than a decade. He was determined to run a marathon. If you were to meet Charlie, you'd never guess that he is a runner. The articles in running magazines say that at five feet ten inches tall, a distance runner should weigh 165 pounds or less. Charlie weighs more like 205. But he was a regular runner who averaged twelve to twenty miles a week and ran two or three 10K races every year, so he picked the Chicago marathon and decided to go for it.
Do you think Charlie just showed up at the starting line in downtown Chicago on race day and said, "Okay, I guess it's time to figure out how to run a marathon"? Of course not. He started doing his homework a year in advance. He read reviews of marathons held around the United States and learned that the Chicago marathon-held in October-enjoys great weather most years. It utilizes a fast, flat race course. It has a reputation for having the best fan support of any marathon in the nation. It was the perfect place for a first-time marathoner.
He also started learning how to train for a marathon. He read articles. He searched Web sites. He talked to marathon runners. He even recruited a friend who had run two marathons to race with him in Chicago on October 12. And, of course, he trained. He started the process in mid-April, increasing his mileage every week and eventually working his way up to two training runs of twenty miles each in addition to his other sessions. When race day came around, he was ready-and he completed the race.
Leadership is very similar. If you want to succeed, you need to learn as much as you can about leadership before you have a leadership position. When I meet people in social settings and they ask me what I do for a living, some of them are intrigued when I say I write books and speak. And they often ask what I write about. When I say leadership, the response that makes me chuckle most goes something like this: "Oh. Well, when I become a leader, I'll read some of your books!" What I don't say (but want to) is: "If you'd read some of my books, maybe you'd become a leader."
Good leadership is learned in the trenches. Leading as well as they can wherever they are is what prepares leaders for more and greater responsibility. Becoming a good leader is a lifelong learning process. If you don't try out your leadership skills and decision-making process when the stakes are small and the risks are low, you're likely to get into trouble at higher levels when the cost of mistakes is high, the impact is far reaching, and the exposure is greater. Mistakes made on a small scale can be easily overcome. Mistakes made when you're at the top cost the organization greatly, and they damage a leader's credibility.
How do you become the person you desire to be? You start now to adopt the thinking, learn the skills, and develop the habits of the person you wish to be. It's a mistake to daydream about "one day when you'll be on top" instead of handling today so that it prepares you for tomorrow. As Hall of Fame basketball coach John Wooden said, "When opportunity comes, it's too late to prepare." If you want to be a successful leader, learn to lead before you have a leadership position.
Myth #3
The Influence Myth: "If I were on top, then people would follow me."
I once read that President Woodrow Wilson had a housekeeper who constantly lamented that she and her husband didn't possess more prestigious positions in life. One day the lady approached the president after she heard that the secretary of labor had resigned from the administration.
"President Wilson," she said, "my husband is perfect for his vacant position. He is a laboring man, knows what labor is, and understands laboring people. Please consider him when you appoint the new secretary of labor."
(Continues...)
Excerpted from THE 360° LEADER by JOHN C. MAXWELL Copyright © 2007 by John C. Maxwell. Excerpted by permission.
All rights reserved. No part of this excerpt may be reproduced or reprinted without permission in writing from the publisher.
Excerpts are provided by Dial-A-Book Inc. solely for the personal use of visitors to this web site.
Table of Contents
Contents
Acknowledgments....................ixSection I: The Myths of Leading from the Middle of an Organization Myth #1 The Position Myth: "I can't lead if I am not at the top."....................4
Myth #2 The Destination Myth: "When I get to the top, then I'll learn to lead."....................8
Myth #3 The Influence Myth: "If I were on top, then people would follow me."....................10
Myth #4 The Inexperience Myth: "When I get to the top, I'll be in control."....................12
Myth #5 The Freedom Myth: "When I get to the top, I'll no longer be limited."....................14
Myth #6 The Potential Myth: "I can't reach my potential if I'm not the top leader."....................17
Myth #7 The All-or-Nothing Myth: "If I can't get to the top, then I won't try to lead."....................19
Section I Review....................22
Section II: The Challenges 360-Degree Leaders Face Challenge #1 The Tension Challenge: The Pressure of Being Caught in the Middle....................25
Challenge #2 The Frustration Challenge: Following an Ineffective Leader....................34
Challenge #3 The Multi-Hat Challenge: One Head ... Many Hats....................43
Challenge #4 The Ego Challenge: You're Often Hidden in the Middle....................50
Challenge #5 The Fulfillment Challenge: Leaders Like the Front More Than the Middle....................56
Challenge #6 The Vision Challenge: Championing the Vision Is More Difficult When You Didn't Create It....................64
Challenge #7 The Influence Challenge: Leading Others Beyond Your Position Is NotEasy....................73
Section II Review....................80
Section III The Principles 360-Degree Leaders Practice to Lead Up Lead-Up Principle #1 Lead Yourself Exceptionally Well....................84
Lead-Up Principle #2 Lighten Your Leader's Load....................94
Lead-Up Principle #3 Be Willing to Do What Others Won't....................104
Lead-Up Principle #4 Do More Than Manage-Lead!....................112
Lead-Up Principle #5 Invest in Relational Chemistry....................119
Lead-Up Principle #6 Be Prepared Every Time You Take Your Leader's Time....................126
Lead-Up Principle #7 Know When to Push and When to Back Off....................134
Lead-Up Principle #8 Become a Go-To Player....................145
Lead-Up Principle #9 Be Better Tomorrow Than You Are Today....................150
Section III Review....................157
Section IV: The Principles 360-Degree Leaders Practice to Lead Across Lead-Across Principle #1 Understand, Practice, and Complete the Leadership Loop....................161
Lead-Across Principle #2 Put Completing Fellow Leaders Ahead of Competing with Them....................169
Lead-Across Principle #3 Be a Friend....................175
Lead-Across Principle #4 Avoid Office Politics....................181
Lead-Across Principle #5 Expand Your Circle of Acquaintances....................189
Lead-Across Principle #6 Let the Best Idea Win....................197
Lead-Across Principle #7 Don't Pretend You're Perfect....................205
Section IV Review....................210
Section V: The Principles 360-Degree Leaders Practice to Lead Down Lead-Down Principle #1 Walk Slowly Through the Halls....................213
Lead-Down Principle #2 See Everyone As a "10"....................220
Lead-Down Principle #3 Develop Each Team Member as a Person....................228
Lead-Down Principle #4 Place People in Their Strength Zones....................237
Lead-Down Principle #5 Model the Behavior You Desire....................242
Lead-Down Principle #6 Transfer the Vision....................248
Lead-Down Principle #7 Reward for Results....................254
Section V Review....................261
Section VI: The Value of 360-Degee Leaders Value #1 A Leadership Team Is More Effective Than Just One Leader....................265
Value #2 Leaders Are Needed at Every Level of the Organization....................269
Value #3 Leading Successfully at One Level Is a Qualifier for Leading at the Next Level....................274
Value #4 Good Leaders in the Middle Make Better Leaders at the Top....................279
Value #5 360-Degree Leaders Possess Qualities Every Organization Needs....................285
Section VI Review....................296
Special Section: Create an Environment That Unleashes 360-Degree Leaders....................297
Notes....................309
About the Author....................314
