1 / 49

360 degree Leadership, from effectiveness to Greatness

360 degree Leadership, from effectiveness to Greatness. compiled by Sulaiman Adedokun. The little chap who follows me. A careful man I want to be A little fellows follows me I do not dare to go astray For fear he will go the self same way I cannot once escape his eyes

oswald
Download Presentation

360 degree Leadership, from effectiveness to Greatness

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. 360 degree Leadership, from effectiveness to Greatness compiled by Sulaiman Adedokun

  2. The little chap who follows me • A careful man I want to be A little fellows follows me I do not dare to go astray For fear he will go the self same way • I cannot once escape his eyes Whatever he sees me do he tries Like ME he says hesgoing to be That little chap who follows me • I must remember as I go Through summer suns and winter snows I am building for the years to be That little chap who follows me

  3. Highlights • Introduction • The Myths of Leading From the Middle of the Org. • Challenges 360 Degree Leaders face • The Principles 360 Degree Leaders Practice to Lead Up • The Principles 360 Degree Leaders Practice to Lead Across • The Principles 360 Degree Leaders Practice to Lead Down • The Value of 360 Degree Leadership

  4. Introduction • “In the past a leader was a boss. Today’s leaders must be partners with their people. ... They no longer can lead solely based on positional power.” Great Ken Blanchard “Leadership is influence and it is the ability to obtain followers –

  5. Introduction • 360-degree leadership is the concept that at some level we ALL are leaders, that we all impact others by our emotions, thoughts, and actions. • Everyone has the power to make an impact, to influence, to make a difference. And this is a practical definition of a leader: one who impacts, one who creates a response. • Leadership is not just a top down affair. One can effectively lead sideways and even upward

  6. 360 Degree Leadership: Leading Up, Down, and Across the Organization Your Dean Your Peers Your Peers Your Faculty “The reality is that 99 percent of all leadership occurs not from the top, but from the middle of an organization.” John Maxwell CHAIRS

  7. Leaders v. Managers from ChangingMinds.org

  8. Section 1: The Myths of Leading From the Middle of the Organization • Myth #1: The Position Myth: "I can't lead if I am not at the top." • Myth #2: The Destination Myth: "When I get to the top, then I'll learn to lead." • Myth #3: The Influence Myth: "If I were on top, then people would follow me." • Myth #4: The Inexperience Myth: "When I get to the top, I'll be in control." • Myth #5: The Freedom Myth: "When I get to the top, I'll no longer be limited." • Myth #6: The Potential Myth: "I can't reach my potential if I'm not the top leader." • Myth #7: The All-or-Nothing Myth: "If I can't get to the top, then I won't try to lead."

  9. Myth # 1: The Position Myth: “I can’t lead if I am not on top” REALITY: “The true measure of leadership is influence-- nothing more, nothing less.” “Leadership is a choice you make, not a place you sit.” “Leadership development is a dynamic process, and you cannot just wait on being given a position to start to lead. You must build relationships and gain influence naturally. The right to lead must be earned individually with each person that 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.” John Maxwell

  10. The Five Levels of Leadership 1) Position: People follow because they have to. Your influence will not extend beyond your lines of authority. 2)Permission: People follow because they want to.People will follow you beyond your stated lines of authority. 3)Production: People follow because of what you have done for the organization.People like you and what you are doing. 4)People Development: People follow because of what you have done for them.Here your focus is on developing others; you mentor them and help them and you make them more valuable. 5)Personhood: People follow because of who you are and what you represent.Few people make this level, and only others can put you here. It takes years of working through the other five levels, growing people and organizations.

  11. Five Levels of Leadership

  12. Section 2: The Challenges 360 Degree Leaders Face • Challenge #1: The Tension Challenge: The Pressure of Being Caught in the Middle • Challenge #2: The Frustration Challenge: Following an Ineffective Leader • Challenge #3: The Multi-Hat Challenge: One Head . . . Many Hats • Challenge #4: The Ego Challenge: You're Often Hidden in the Middle • Challenge #5: The Fulfillment Challenge: Leaders Like the Front More than the Middle • Challenge #6: The Vision Challenge: Championing the Vision Is More Difficult When You Didn’t Create It • Challenge #7: The Influence Challenge: Leading Others Beyond Your Position Is Not Easy

  13. 1) The Tension Challenge: The Pressure of Being Caught in the Middle Factors That Impact the Tension • Empowerment - How much authority/responsibility does your leader give you, and how clear are the lines of authority? • Initiative – How do you balance initiating and not overstepping your boundaries? How do you know when to push back and how hard to push? • Environment – What is the leadership DNA of the organization and the leader? • Job Parameters – How well do you know your job and how to do it? • Appreciation – Can you live without the credit?

  14. How to Relieve the Tension Challenge • Become Comfortable with the Middle • Know What to “Own” and What to Let Go • Find Quick Access to Answers When Caught in the Middle • Never Violate Your Position or the Trust of the Leader • Find a Way to Relieve Stress

  15. 2) The Frustration Challenge: Following an Ineffective Leader “Your job is not to fix the leader; it’s to add value.” Maxwell notes there are many types of ineffective leaders; insecure, visionless, incompetent, selfish, chameleon, political, and controlling ones. Solution: Add value to the leader. How?1) Develop a Solid Relationship With Your Leader 2) Identify and Appreciate Your Leader’s Strengths3) Commit to Adding Value to Your Leader’s Strengths4) Get Permission to Develop a Game Plan to Complement Your Leader’s Weaknesses5) Expose Your Leader to Good Leadership Resources6) Publicly Affirm Your Leader

  16. The Challenges 360 Degree Leaders Face 3) The Multi-Hat Challenge: One Head…Many Hats 4) The Ego Challenge: You’re Often Hidden in the Middle 5) The Fulfillment Challenge: Leaders Like the Front More Than the Middle

  17. 6. The Vision Challenge: Championing the Vision is More difficult When You Did Not Create It How People Respond to the Vision Challenge1) Attack it-Criticize and Sabotage the Vision Why? They did not help create it, they don’t understand it, they don’t agree with it, they don’t know it, they feel unneeded to achieve it, they are not ready for it. 2) Ignore it-Do Their Own Thing 3) Adapt to it-Find a Way to Align With the Vision 4) Champion it-Take the Leader’s Vision and Make it a Reality 5) Add Value to itStonecutter’s story

  18. 7) The Influence Challenge All leaders face this challenge…the only solution is to become the kind of leader other people want to follow. And what kind of leader is that? People Follow Leaders They Know—Leaders Who Care People Follow Leaders They Trust—Leaders With Character People Follow Leaders They Respect—Leaders Who Are Competent People Follow Leaders They Admire—Leaders With Commitment

  19. Section 3: The Principles 360 Degree Leaders Practice To Lead Up • Lead-Up Principle #1: Lead Yourself Exceptionally Well • Lead-Up Principle #2: Lighten Your Leader's Load • Lead-Up Principle #3: Be Willing to Do What Others Won't • Lead-Up Principle #4: Do More than Manage - Lead! • Lead-Up Principle #5: Invest in Relational Chemistry • Lead-Up Principle #6: Be Prepared Every Time You Take Your Leader's Time • Lead-Up Principle #7: Know When to Push and When to Back Off • Lead-Up Principle #8: Become a Go-To Player • Lead-Up Principle #9: Be Better Tomorrow than You Are Today

  20. Lead-Up Principle #1 Lead Yourself Exceptionally Well Before leading others, you must first lead yourself. If you would not follow yourself, why should anyone else? To do so, you must self-manage the following: 1) *Manage Your Emotions - Put others first and ask, “What is best for the team?” 2) Manage Your Time - What is the best use of your time? What has value and meaning? 3) Manage Your Priorities - You should have a “stop-doing” list. 4) Manage Your Energy - Avoid energy drains. 5) Manage Your Thinking - The greatest enemy of good thinking is busyness. 6) *Manage Your Words - The power of words in immense. 7) Manage Your Personal Life – If I can’t lead myself, others won’t follow, respect, or partner with me.

  21. Lead-Up Principle #2 Lighten Your Leader's Load Helping to Lift the Leaders Load, Helps You Too. • Lifting shows you are a team player; • Lifting shows gratitude for being on the team; • Lifting makes you part of something bigger; • Lifting gets you noticed; • Lifting increases your value and influence How to Lift Your Leader’s Load 1) Do Your Own Job Well First 2) When You Find a Problem, Provide a Solution 3) Tell Leaders What They Need to Hear, Not What They Want to Hear 4) Go the Extra Mile 5) Stand Up and In for Your Leader Whenever You Can 6) Ask Your Leader How You Can Help Lift the Load

  22. Lead-Up Principle #3 Be Willing to do What Others Won’t • 360 Degree Leaders Take the Tough Jobs • 360 Degree Leaders Pay Their Dues • 360 Degree Leaders Work In Obscurity • 360 Degree Leaders Succeed With Difficult People • 360 Degree Leaders Put Themselves on the Line • 360 Degree Leaders Admit Faults But Never Make Excuses • 360 Degree Leaders Do More Than Expected • 360 Degree Leaders Are First To Stand Up and Help • 360 Degree Leaders Perform Tasks That Are Not Their Job • 360 Degree Leaders Take Responsibility For Their Responsibilities

  23. Lead Up Principle #4 Do More Than Manage---Lead! “Managers work with processes, leaders work with people.” John Maxwell • Leaders Think Longer Term • Leaders See Within the Larger Context • Leaders Push Boundaries • *Leaders Put the Emphasis on Intangibles • Leaders Learn to Rely on Intuition • Leaders Invest Power in Others • Leaders See Themselves as Agents of Change

  24. Lead Up Principle #5 Invest In Relational Chemistry • *Listen to Your Leader’s Heartbeat • Know Your Leader’s Priorities • Catch Your Leader’s Enthusiasm • Support Your Leader’s Vision • Connect With Your Leader’s Interests • Understand Your Leader’s Personality • Earn Your Leader’s Trust • Learn to Work With Your Leader’s Weaknesses

  25. Lead Up Principle #6 Be Prepared Every Time You Take Your Leader’s Time Lead Up Principle #7 Know When to Push and When to Back OffWhen to Push: 1) Do I Know Something My Leader Doesn’t But Needs To? 2) Is Time Running Out? 3) Are My Responsibilities At Risk? 4) Can I Help My Leader Win? When to Back Off:1) Am I Promoting A Personal Agenda? 2) Have I Already Made My Point? 3) Is Everyone But Me Taking The Risks? 4) Does The Atmosphere Say, “No”? 5) Is The Timing Right Only For Me? 6) Does My Request Exceed Our Relationship?

  26. Lead Up Principle #8 Become a Go-To Player • Go to Players Produce Under Pressure • Go to Players Produce When Resources are Few • Go to Players Produce When Momentum is Low • Go to Players Produce When the Leader is Absent • Lead Up Principle #9 Be Better Tomorrow • Than You Are Today • Growth Helps You Lead Up • The Better You Are, the More People Listen • The Better You Are, the Greater Your Value Today • The Better You Are, the Greater Your Potential For Tomorrow

  27. Section 4: The Principles 360 Degree Leaders Practice To Lead Across • Lead-Across Principle #1: Understand, Practice, and Complete the Leadership Loop • Lead-Across Principle #2: Put Completing Fellow Leaders Ahead of Competing with Them • Lead-Across Principle #3: Be a Friend • Lead-Across Principle #4: Avoid Office Politics • Lead-Across Principle #5: Expand Your Circle of Acquaintances • Lead-Across Principle #6: Let the Best Idea Win • Lead-Across Principle #7: Don't Pretend You're Perfect

  28. Lead-Across Principle #1: Understand, Practice, and Complete the Leadership Loop 1. Caring 2. Learning 7. Succeeding 3. Appreciating 6. Leading 4. Contributing 5. Verbalizing

  29. Lead-Across Principle #1: Understand, Practice, and Complete the Leadership Loop • Caring – Take An Interest In People • Learning – Get To Know People • Appreciation – Respect People • Contributing – Add Value To People • Verbalizing – Affirm People • Leading – Influence People • Succeeding – Win With People

  30. Lead-Across Principle #3: Be a Friend • Listen!The most basic of all human needs is the need to understand and be understood. The best way to understand people is to listen to them. • Find Common Ground Not Related to WorkTo enjoy a friend, I need more in common with him that hating the same people. • Be Available • Have A Sense of Humor • Tell the Truth When Others Don’t

  31. Section 5: The Principles 360 Degree Leaders Practice To Lead Down • Lead-Down Principle #1 Walk Slowly Through the Halls • Lead-Down Principle #2 See Everyone As a "10" • Lead-Down Principle #3 Develop Each Team Member as a Person • Lead-Down Principle #4 Place People in Their Strength Zones • Lead-Down Principle #5 Model the Behavior You Desire • Lead-Down Principle #6 Transfer the Vision • Lead-Down Principle #7 Reward for Results

  32. Lead-Down Principle #1 Walk Slowly Through The Halls • Slow Down • Express That You Care • Create A Healthy Balance Of Personal And Professional Interest • Pay Attention When People Start Avoiding You • Tend To The People And They Will Tend To The Business

  33. Lead-Down Principle #2 See Everyone As A “10” • See Them As Who They Can Become • Let Them “Borrow” Your Belief In Them • Catch Them Doing Something Right • Believe The Best – Give Others The Benefit Of The Doubt • Realize That “10” Has Many Definitions • Give Them The “10” Treatment

  34. Lead-Down Principle #2 Develop Each Team Member As A Person • See Development As A Long Term Process • Discover Each Person’s Dreams and Desires • Use Organizational Goals For Individual Development • Help Them Know Themselves • Be Ready To Have A Hard Conversation • Celebrate The Right Wins • Prepare Them For Leadership

  35. Lead-Down Principle #4 Place People In Their Strength Zones • Discover Their True Strengths • Give Them The Right Job • Identify The Skills They Need And Provide World Class Training

  36. Lead-Down Principle #5 Model The Behavior You Desire • Your Behavior Determines The Culture • Your Attitude Determines The Atmosphere • Your Values Determine The Decisions • Your Investment Determines The Return • Your Character Determines The Trust • Your Work Ethic Determines The Productivity • Your Growth Determines The Potential

  37. Lead-Down Principle #6 Transfer The Vision Important Elements • Clarity • Connection of Past, Present, and Future • Purpose • Goals • A Challenge • Stories • Passion

  38. Lead-Down Principle #7 Reward For Results • Give Praise Publicly and Privately • Give More Than Just Praise • Don’t Reward Everyone The Same • Give Perks Beyond Pay • Promote When Possible • Remember You Get What You Pay For

  39. Section 6: The Value of 360 Degree Leadership • Value #1 A Leadership Team Is More Effective than Just One Leader • Value #2 Leaders Are Needed at Every Level of the Organization • Value #3 Leading Successfully at One Level Is a Qualifier for Leading at the Next Level • Value #4 Good Leaders in the Middle Make Better Leaders at the Top • Value #5 360-Degree Leaders Possess Qualities Every Organization Needs

  40. Value #1 A Leadership Team Is More Effective Than Just One Leader • Visionary Leaders Are Willing To Hire People Better Than Themselves • Wise Leaders Shape Their People Into A Team • Secure Leaders Empower Their Teams • Experienced Leaders Listen To Their Teams • Productive Leaders That “One” Is Too Small A Number To Achieve Greatness

  41. Value #2 Leaders Are Needed At Every Level Of The Organization What Happens Without A Leader • Without A Leader, Vision Is Lost • Without A Leader, Decisions Are Delayed • Without A Leader, Agendas Are Multiplied • Without A Leader, Conflicts Are Extended • Without A Leader, Morale Is Low • Without A Leader, Production Is Reduced • Without A Leader, Success Is Difficult

  42. Value #3 Leading Successfully At One Level Is A Qualifier For Leading At The Next Level • Leadership Is A Journey That Starts Where You Are, Not Where You Want To Be • Leadership Skills Are The Same , But The “League Of Play” Changes • Great Responsibilities Come Only After Handling Small Ones • Leading At Your Current Level Creates Your Resume For Going On To The Next Level • When You Can Lead Volunteers, You Can Lead Almost Anyone

  43. Value #4 Good Leaders In The Middle Make Better Leaders At The Top • Every Time You Add A Good Leader, You Get A Better Team • Every Time You Add A Good Leader, All The Leaders In The Organization Get Better • Good Leaders In The Middle, Add Value To The Leaders Above Them • Good Leaders In The Middle Release Top Leaders To Focus On Their Priorities • Good Leaders In The Middle Motivate Leaders Above Them To Continue Growing • Good Leaders In The Middle Give The Organization A Future

  44. Value #5 360 Leaders Possess Qualities Every Organization Needs • Adaptability – Quickly Adjusts To Changes • Discernment – Understand The Real Issues • Perspective – Sees Beyond Their Own Vantage Point • Communication – Links To All Levels In The Organization • Security – Finds Identity In Self, Not Position • Servanthood – Does Whatever It Takes • Resourcefulness – Finds Creative Ways To Make Things Happen • Maturity – Puts The Team Before Self • Endurance – Remains Consistent In Character And Competence Over The Long Haul • Countability – Can Be Counted On When It Counts

  45. Effectiveness to Greatness- Find your voice • Discover your own voice- Engage in work that genuinely taps your talent and fuel you passion. • Physical body - Body • Mind - Vision • Heart- Passion • Spiritual- Conscience • Express your voice

  46. For the body- assume you’ve had a heart attack, now live accordingly • For the mind – assume half-life of your professions is two years, now prepare accordingly • For the heart- assume everything you say about another, they can overhear, now speak accordingly • For the spirit- assume you have a one-on-man visit with your Creator every quarter, now live accordingly

  47. Effectiveness to Greatness- Inspire others to find their voices Focus Execution • Expand your influence • Be trustworthy • Build trust • Blend other’s voices • Create a common vision • Align goals and systems • Empower others

  48. Closing Thoughts • Remember That Leadership is About Influence • Develop Yourself---Formulate a Plan • Invest Your Time and Energy In Others • Help and Add Value To Your Leader(s) • Cultivate A Leadership Mindset • Recognize and Reward Excellence “The single biggest way to impact an organization is to focus on leadership development. There is almost no limit to the potential of an organization that recruits good people, raises them up as leaders and continually develops them.” John C Maxwell: The 17 Irrefutable Laws of Teamwork

  49. Conclusion • “Though you cannot go back • And make a brand-new start • Anyone can start from now • And make a brand new end” • Salaam

More Related