The 360-Degree Leader Developing Your Influence from Anywhere in the Organization by John Maxwell

Good afternoon everyone,

Today I am reviewing a book called The 360-Degree Leader Developing Your Influence from Anywhere

in the Organization by John Maxwell. The book was Published by Thomas Nelson, Inc. and the ISBN: 0-7852-6092-7

The reading time is approximately  Reading Time: 10-12 Hours, and has 320 Pages in the book.

John Maxwell 

About the Author

John C. Maxwell is known as America’s expert on leadership, and speaks in person to hundreds of thousands of people each year. He has communicated his leadership principles to Fortune 500 companies, the United States Military Academy at West Point, and sports organizations such as the NCAA, the NBA, and the NFL.
Maxwell is the founder of Injoy Stewardship Services, and Maximum Impact, as well as several other organizations dedicated to helping people reach their leadership potential. He dedicates much of his time to training leaders worldwide through EQUIP, a non-profit organization. The New York Times bestselling author has written more than 40 books, including Winning with People, Thinking for a Change, and the two million sellers, Developing the Leader Within You and The 21 Irrefutable Laws of Leadership.

The book consist of 8 major chapter;

Section I: The Myths of Leading from the Middle of an Organization
Leadership Myths # 1-7

There are seven myths identified within this section;
  1. Myth #1 can be referred to as the position myth, where people believe they must have a certain title to lead. In reality, there is no need to possess a specific title to exert influence and become a successful leader.
  2. Myth # 2 involves the belief that people cannot lead until they get to the top, referred to as the destination myth.
  3. Myth #3 is based on the belief that nobody will follow unless the manager is “on top”. People believe that just because they’re in a leadership position, that they automatically have the ability to be influential.
  4. Myth #4 is the mistaken belief that when people get to the top, they’ll automatically be in control. An example of this belief is the thinking that things would be different “if I were the boss”.
  5. Myth #5 states that once leaders make it to the top, their role is a ticket to freedom.
  6. Myth #6 is based on the thinking that people cannot reach their potential unless they’re top leaders.
  7. Myth #7 is the all-or-nothing belief that people won’t try to lead unless they can get to the top.

Section II: The Challenges 360-Degree Leaders Face
Leadership Challenges # 1-7

  1. Challenge #1 is referred to as the tension challenge, where leaders may not be sure of where they stand.
  2. Challenge #2 is one of frustration, where the issue becomes how to follow an ineffective leader
  3. Challenge #3 is the pressure of wearing many hats in the leadership role.
  4. Challenge #4 is the ego challenge. Leaders in the middle don’t always get the credit they deserve, which can damage the ego.
  5. Challenge #5 appears when leaders tend to like the front more than the middle.
  6. Challenge #6 is the vision challenge. The more leaders invest in the vision, the more fulfillment they’ll have in bringing the vision to fruition.
  7. Challenge #7, the influence challenge, does not escape anyone. The challenge is to lead others beyond their positions.

Section III: The Principles 360-Degree Leaders Practice to Lead Up 
Lead-Up Principles #1-9

Leading up is the process of influencing a leader. The principles of leading up greatly increase the chance for success.
  1. Lead-Up Principle #1: “Lead yourself. That’s where it all starts. Besides, if you wouldn’t follow yourself, why should anyone else?”
  2. Lead-Up Principle #2 – “If you help lift the load, then you help your leader succeed.”
  3. Lead-Up Principle #3- Successful 360-Degree Leaders can do what others don’t want to do by stepping out of their comfort zones.
  4. Lead-Up Principle #4- There is a distinct difference between managers and leaders. Managers work with processes while leaders work with people.
  5. Lead-Up Principle #5- Part of working successfully with these inevitable intangibles is the establishment of good relationships no matter whether people are leading up, across, or down the organization. Leaders must be able to connect with everyone around them.
  6. Lead-Up Principle #6- All leaders value time. This principle suggests that people must be prepared when taking any of a leader’s time.
  7. Lead-Up Principle #7- Timing is essential to good leadership. A good idea presented at the wrong time can be perceived as a bad idea.
  8. Lead-Up Principle #8- Becoming a team member who gets things done and demonstrates competency, responsibility, and reliability becomes the one people will turn to when things need to happen.
  9. Lead-Up Principle #9-Many people do not realize that they’re on an ongoing journey requiring growth and improvement each day.

Section IV: The Principles 360-Degree Leaders Practice to Lead Across

Lead-Across Principles #1-7

  1. Lead-Across Principle #1-As mentioned earlier, leadership is an ongoing process that takes time and energy. This is especially true when working with peers.
  2. Lead-Across Principle #2-Rather than competing with fellow leaders, good leaders will work to complete projects with them.
  3. Lead-Across Principle #3- No matter how people perceive their coworkers or team mates and no matter how competitive the atmosphere, everyone needs to have a friend at work.
  4. Lead-Across Principle #4- Leaders across the organization must avoid office politics. When leaders play the politics game, they alienate their peers.
  5. Lead-Across Principle #5-While it’s much easier to remain in environments where we are secure, it’s important for leaders to expand their circle of acquaintances regularly-
  6.  Lead-Across Principle #6- All 360-Degree Leaders need to recognize when to resist fighting for their own ideas and let the best ideas win. This means listening, being open to new ideas, and protecting creative people’s initiatives.
  7. Lead-Across Principle #7- Many leaders try very hard to make others think they are perfect. This is not a winning strategy for being a 360-Degree Leader.

Section V: The Principles 360-Degree Leaders Practice to Lead Down
Lead-Down Principles #1-7

  1. Lead-Down Principle #1-First and foremost, 360-Degree leaders need to walk the halls, connect with people, and be visible and approachable. Leaders can be seen as inaccessible, which only reduces their influence over their team.
  2. Lead-Down Principle #2-The way 360-Degree Leaders get more out of people is because they see them as who they can become and then show respect for them.
  3. Lead-Down Principle #3-Exceptional leaders develop their people so that those people get the job done at the highest level.
  4. Lead-Down Principle #4-Successful leaders find strength zones in their people. If employees are continually asked to work in their areas of weakness, they will quickly become demoralized and less productive.
  5. Lead-Down Principle #5-Leaders have an impact on others by being a consistent role model. Leader behavior and attitude determine the culture and atmosphere of the organization.
  6. Lead-Down Principle #6-Those leading down the organization must be interpreters of their vision and transfer that vision in a way that will inspire and lead people in the right direction.
  7. Lead-Down Principle #7- “Whatever action leaders reward will be repeated”Leaders need to give praise both publicly and

Section VI: The Value of 360-Degree Leaders

  • Good leaders build teams by being willing to hire people better than themselves, staying secure in their own roles, and by listening. The ongoing development of strong teams enables members of these groups to be leaders at every organizational level Review



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4 CommentsLeave a comment

  • I do consider all of the concepts you have offered in your post. They’re very convincing and can definitely work. Still, the posts are very quick for starters. May you please lengthen them a bit from next time? Thank you for the post.

    • Great points! I am still working through the blog, this blog is rooted around community support. In short, I want to be extremely wealthy and would like to do the same for others.

      Check back with the site.

    • We had a discussion arnoud this very topic, just last week in our studio our local bar.We gain so much from reading non verbal communication clues when we talk with others and, as we move towards increasingly virtual relationships, it will be interesting to see how these evolve.A sideways glance, the rolling of your eyes, how someone subtly shifts in a chair in response to a point made in passing. The reality of face-to-face, in-the-same-room communication is hugely nuanced and filled with subtleties. These subtleties, often occurring in mere moments, are so fragile they often don’t make the transition to virtual video conferencing media.These are exciting times in the evolution of communication.

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