Leadership by Maxwell


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Leadership by Maxwell

  1. 1. LEADERSHIP by John C. Maxwell
  2. 2. John C. Maxwell <ul><li>▪ America’s expert on leadership </li></ul><ul><li>▪ Communicated his leadership principles to Fortune 500 companies, the United States Military Academy at West Point and sports organizations (NCAA, NBA and NFL) </li></ul><ul><li>▪ Founder of Injoy Stewardship Services and Maximum Impact </li></ul><ul><li>▪ Training leaders worldwide through EQUIP, a non-profit organization </li></ul>
  3. 3. <ul><li>▪ New York Times bestselling author </li></ul><ul><li>▪ Written more than 40 books, including </li></ul><ul><li>Winning the People , Thinking for a Change, and the two million sellers, Developing the Leader Within You and The 21 Irrefutable Laws of Leadership </li></ul>
  5. 5. <ul><li>Myth #1. The Position Myth </li></ul><ul><li>“ I can’t lead if I am not at the top .” </li></ul><ul><li>Myth #2. The Destination Myth </li></ul><ul><li>“ When I get to the top, then I’ll learn to lead .” </li></ul><ul><li>Myth #3. The Influence Myth </li></ul><ul><li>“ If I were on top, then people would follow me .” </li></ul><ul><li>Myth #4. The Inexperience Myth </li></ul><ul><li>“ When I get to the top , I’ll be in control .” </li></ul>
  6. 6. <ul><li>Myth #5. The Freedom Myth </li></ul><ul><li>“ When I get to the top, I’ll no longer be limited .” </li></ul><ul><li>Myth #6. The Potential Myth </li></ul><ul><li>“ I can’t reach my potential if I’m not the top leader .” </li></ul><ul><li>Myth #7. The All-or-Nothing Myth </li></ul><ul><li>“ If I can’t get to the top, then I won’t try to lead .” </li></ul>
  7. 7. T HE THREE PRINCIPLES TO HELP LEADERS BRING VALUE AND INFLUENCE TO AND FROM EVERY LEVEL OF THE ORGANIZATION <ul><li>Lead-Up : Leading is the process of influencing a leader. The process includes lightening the leader’s load by being willing to do what others won’t, while knowing when to push forward and when to back off. </li></ul><ul><li>Lead-Across : Leaders in the middle of an organization are leaders of leaders. These leaders help peers achieve positive results, let the best idea win, and garner mutual respect. These leaders must develop and maintain credibility, and continually exert influence. </li></ul>
  8. 8. <ul><li>3. Lead-Down : Leaders at the top who lead down help people realize their potential, become a strong role model, and encourage others to become part of a higher purpose. This involves walking through the halls, transferring the vision, and rewarding for results. </li></ul>
  10. 10. <ul><li>Challenge #1. The Tension Challenge : The </li></ul><ul><li>Pressure of Being Caught in the Middle </li></ul><ul><li>Challenge #2. The Frustration Challenge : Following an Ineffective Leader </li></ul><ul><li>Challenge #3. The Multi-Hat Challenge : One </li></ul><ul><li>Head….Many Hats </li></ul><ul><li>Challenge #4. The Ego Challenge : You’re Often </li></ul><ul><li>Hidden in the Middle </li></ul>
  11. 11. <ul><li>Challenge #5. The Fulfillment Challenge : </li></ul><ul><li>Leaders Like the Front More Than the </li></ul><ul><li>Middle </li></ul><ul><li>Challenge #6. The Vision Challenge : Championing the Vision Is More Difficult When </li></ul><ul><li>You Didn’t Create It </li></ul><ul><li>Challenge #7. The Influence Challenge : Leading Others Beyond Your Position Is Not Easy </li></ul>
  12. 12. THE PRINCIPLES 360-DEGREE LEADERS PRACTICE TO LEAD UP “ Follow me, I’m right behind you.”
  13. 13. LEAD-UP PRINCIPLE #1 LEAD YOURSELF EXCEPTIONALLY WELL <ul><li>▪ Self-Management (focus, discipline and purpose) </li></ul><ul><li>1. Manage your EMOTIONS </li></ul><ul><li>-> Good Leaders know when to display emotions and when to delay them. </li></ul><ul><li>2. Manage your TIME </li></ul><ul><li>-> Until you value yourself, you won’t value your time. </li></ul><ul><li>3. Manage your PRIORITIES </li></ul><ul><li>▪ 80% of the time – work where you are strongest </li></ul><ul><li>▪ 15% of the time – work where you are learning </li></ul><ul><li>▪ 5% of the time – work in other necessary areas </li></ul><ul><li>4. Manage your ENERGY </li></ul><ul><li>-> The greatest enemy of good thinking is busyness. </li></ul>
  14. 14. <ul><li>5. Manage your THINKING </li></ul><ul><li>-> A minute of thinking is often more valuable </li></ul><ul><li>than an hour of talk or unplanned work </li></ul><ul><li>6. Manage your WORDS </li></ul><ul><li>-> The power of words is immense. A well-chosen word has often sufficed to stop a flying army, to change defeat into victory, and to save an empire. </li></ul><ul><li>7. Manage your PERSONAL LIFE </li></ul><ul><li>-> Success is having those closest to me love and respect me the most. </li></ul><ul><li>▪ If I can’t lead myself, others won’t follow me. </li></ul><ul><li>▪ If I can’t lead myself, others won’t respect me. </li></ul><ul><li>▪ If I can’t lead myself, others won’t partner with me. </li></ul>
  15. 15. LEAD-UP PRINCIPLE #2 LIGHTEN YOUR LEADER’S LOAD <ul><li>Do your own job well first. </li></ul><ul><li>When you find a problem, provide a solution. </li></ul><ul><li>Tell Leaders what they NEED to hear, not what they WANT to hear. </li></ul><ul><li>Go the second mile. </li></ul><ul><li>Stand up for your Leader whenever you can. </li></ul><ul><li>Stand in for your Leader whenever you can. </li></ul><ul><li>Ask your Leader how you can lift the load. </li></ul>
  16. 16. LEAD-UP PRINCIPLE #3 BE WILLING TO DO WHAT OTHERS WON’T <ul><li>1. 360-Degree Leaders take the tough jobs. </li></ul><ul><li>▪ You learn resiliency and tenacity during tough assignments, not easy ones. When tough choices have to be made and results are difficult to achieve, leaders are forged. </li></ul><ul><li>2. 360-Degree Leaders pay their Dues. </li></ul><ul><li>▪ You have to pay the price. You will find that everything in life exacts a price, you will have to decide whether the price is worth the prize. </li></ul><ul><li>3. 360-Degree Leaders Work in Obscurity. </li></ul><ul><li>▪ It is a test of personal integrity. The key is being willing to do something because it matters, not because it will get noticed. </li></ul>
  17. 17. <ul><li>4. 360-Degree Leaders succeed with difficult people. </li></ul><ul><li>5. 360-Degree Leaders put themselves on the line. </li></ul><ul><li>▪ You don’t have the right to put the organization </li></ul><ul><li>on the line…if you are going to take a risk, you need to put yourself on the line. </li></ul><ul><li>6. 360-Degree Leaders admit faults but never make excuses. </li></ul><ul><li>▪ It’s easier to move from failure to success than from excuses to success. </li></ul><ul><li>7. 360-Degree Leaders do more than expected. </li></ul><ul><li>8. 360-Degree Leaders are the first to step up and help. </li></ul><ul><li>▪ The first person to volunteer is a hero and is given the “10” treatment. </li></ul><ul><li>▪ The second person is considered a helper and viewed as only slightly above average. </li></ul>
  18. 18. <ul><li>▪ The third person, along with everyone after, is </li></ul><ul><li>seen as a follower and is ignored. </li></ul><ul><li>9. 360-Degree Leaders perform tasks that are “not their job” </li></ul><ul><li>▪ Good leaders don’t think in those terms. The goal is more important than the role. </li></ul><ul><li>10. 360-Degree Leaders take responsibility for their responsibilities. </li></ul>
  19. 19. LEAD-UP PRINCIPLE #4 DO MORE THAN MANAGE-LEAD! <ul><li>1. Leaders think longer term. </li></ul><ul><li>-> Most people evaluate events in their lives according to how they will be personally affected. Leaders think within a broader context. </li></ul><ul><li>2. Leaders see within the larger context. </li></ul><ul><li>-> 360-Degree Leaders see their area as part of the larger process and understand how the pieces of the larger puzzle fit together. </li></ul><ul><li>3. Leaders push boundaries. </li></ul><ul><li>-> They desire to find a better way. They want to make improvements. They like to see progress. All these things mean making changes, retiring old rules, </li></ul>
  20. 20. <ul><li>inventing new procedures. </li></ul><ul><li>4. Leaders put the emphasis on Intangibles. </li></ul><ul><li>-> Leadership is really a game of intangibles. Leaders </li></ul><ul><li>deal with things like morale, motivation, momentum, </li></ul><ul><li>emotions, attitudes, atmosphere, and timing. It’s all </li></ul><ul><li>intuitive. To gauge such things, you have to read between </li></ul><ul><li>the lines. </li></ul><ul><li>5. Leaders learn to rely on Intuition. </li></ul><ul><li>-> Trust your hunches. They’re usually based on the facts </li></ul><ul><li>filed away just below the conscious level. </li></ul><ul><li>6. Leaders invest power in others. </li></ul><ul><li>-> Good leaders give their power away. They look for good people, and invest in them to the point where they can be released and empowered to perform. </li></ul>
  21. 21. <ul><li>7. Leaders see themselves as Agents of Change. </li></ul><ul><li>-> Leadership is a moving target, and it always will be. If </li></ul><ul><li>you desire to become a better leader, get comfortable with </li></ul><ul><li>change. </li></ul>
  22. 22. LEAD-UP PRINCIPLE #5 INVEST IN RELATIONAL CHEMISTRY <ul><li>1. Listen to your leader’s heartbeat. </li></ul><ul><li>2. Know your leader’s priorities. </li></ul><ul><li>3. Catch your leader’s enthusiasm. </li></ul><ul><li>4. Support your leader’s vision. </li></ul><ul><li>5. Connect with your leader’s interests. </li></ul><ul><li>6. Understand your leader’s personality. </li></ul><ul><li>7. Earn your leader’s trust. </li></ul><ul><li>8. Learn to work with your leader’s weaknesses. </li></ul><ul><li>9. Respect your leader’s family. </li></ul>
  23. 23. LEAD-UP PRINCIPLE #6 BE PREPARED EVERY TIME YOU TAKE YOUR LEADER’S TIME <ul><li>Invest 10x </li></ul><ul><li>-> One of the best ways to save time is to think and plan </li></ul><ul><li>ahead.; five minutes of thinking can often save an hour of </li></ul><ul><li>work. </li></ul><ul><li>2. Don’t make your boss think for you. </li></ul><ul><li>3. Bring something to the table. </li></ul><ul><li>4. When asked to speak, don’t wing it. </li></ul><ul><li>5. Learn to speak your boss’s language. </li></ul><ul><li>6. Get to the bottom line. </li></ul><ul><li>7. Give a return on your leader’s investment. </li></ul>
  24. 24. LEAD-UP PRINCIPLE #7 KNOW WHEN TO PUSH AND WHEN TO BACK OFF <ul><li>▪ It’s essential that leaders understand when time is running out, when to hold back, and when to push ahead. Assessing whether their responsibilities are at risk and figuring out how to help the boss win can bring clarity to an often ambiguous predicament. Learning to back off is appropriate in many situations, perhaps after a point has been made, or when the timing is off. </li></ul>
  25. 25. LEAD-UP PRINCIPLE #8 BECOME A GO-TO PLAYER <ul><li>1. Go-To players produce when the pressure’s on. </li></ul><ul><li>-> Go-To players are the people who find a way to make things happen no matter what. They don’t have to be in familiar surroundings. They don’t have to be in their comfort zones. </li></ul><ul><li>2. Go-To players produce when the resources are few. </li></ul><ul><li>3. Go-To players produce when the momentum is low. </li></ul><ul><li>4. Go-To players produce when the load is heavy. </li></ul><ul><li>-> If you have the willingness and capacity to lift the load of your leaders when they need it, you will have influence with them. </li></ul><ul><li>5. Go-To players produce when the leader is absent. </li></ul>
  26. 26. LEAD-UP PRINCIPLE #9 BE BETTER TOMORROW THAN YOU ARE YESTERDAY <ul><li>1. Learn your craft today. </li></ul><ul><li>2. Practice your craft today. </li></ul>
  27. 27. THE PRINCIPLES 360-DEGREE LEADERS PRACTICE TO LEAD ACROSS “ Follow me, I’ll walk with you.”
  29. 29. <ul><li>1. Caring – Take an interest in people </li></ul><ul><li>2. Learning – get to know people </li></ul><ul><li>3. Appreciating – Respect people </li></ul><ul><li>4. Contributing – Add value to people </li></ul><ul><li>5. Verbalizing – Affirm people </li></ul><ul><li>6. Leading – Influence people </li></ul><ul><li>7. Succeeding – Win with people </li></ul><ul><li>-> Great leaders don’t use people so that they can win. They lead people so that they all can win together. </li></ul>
  30. 30. LEAD-ACROSS PRINCIPLE #2 PUT COMPLETING FELLOW LEADERS AHEAD OF COMPETING WITH THEM <ul><li>1. Acknowledge your natural desire to compete. </li></ul><ul><li>-> The key to being competitive is channeling it in a positive way. </li></ul><ul><li>2. Embrace healthy competition. </li></ul><ul><li>-> Helps bring out your best, promotes honest assessment, creates camaraderie and doesn’t become personal. </li></ul><ul><li>3. Put competition in its proper place. </li></ul><ul><li>-> The whole goal of healthy competition is to leverage it for the corporate win. </li></ul><ul><li>4. Know where to draw the line. </li></ul><ul><li>-> You must make sure you never cross the line by “going for the throat’ with your peers, because if you do, you will alienate them. </li></ul>
  31. 31. LEAD-ACROSS PRINCIPLE #3 BE A FRIEND <ul><li>1. Listen! </li></ul><ul><li>-> Entire process begins with listening </li></ul><ul><li>2. Find common ground not related to work. </li></ul><ul><li>-> It is where friendship is built </li></ul><ul><li>3. Be available beyond business hours. </li></ul><ul><li>-> True friendship means being available. </li></ul><ul><li>4. Have a sense of humor. </li></ul><ul><li>-> It will create a positive atmosphere </li></ul><ul><li>5. Tell the truth when others don’t. </li></ul>
  32. 32. LEAD-ACROSS PRINCIPLE #4 AVOID OFFICE POLITICS <ul><li>1. Avoid GOSSIP . </li></ul><ul><li>2. Stay away from petty arguments. </li></ul><ul><li>3. STAND UP for what’s right, not just for what’s popular. </li></ul><ul><li>4. Look at all sides of the issue. </li></ul><ul><li>5. Don’t protect your turf. </li></ul><ul><li>-> People who want to lead across take a broader view. They look at what’s best for the team. </li></ul><ul><li>6. Say what you mean, and mean what you say. </li></ul>
  33. 33. LEAD-ACROSS PRINCIPLE #5 EXPAND YOUR CIRCLE OF ACQUAINTANCES <ul><li>1. Expand beyond your inner circle . </li></ul><ul><li>-> To get outside of your comfort zone, why not start with those in your comfort zone? Every friend you have has a friend you don’t have. </li></ul><ul><li>2. Expand beyond your expertise . </li></ul><ul><li>3. Expand beyond your strengths . </li></ul><ul><li>4. Expand beyond your personal prejudices . </li></ul><ul><li>5. Expand beyond your routine . </li></ul>
  34. 34. LEAD-ACROSS PRINCIPLE #6 LET THE BEST IDEA WIN <ul><li>1. 360-Degree Leaders listen to all ideas . </li></ul><ul><li>2. 360-Degree Leaders never settle for just one idea . </li></ul><ul><li>3. 360-Degree Leaders look in unusual places for ideas . </li></ul><ul><li>4. 360-Degree Leaders don’t let personality overshadow purpose . </li></ul><ul><li>5. 360-Degree Leaders protect creative people and their ideas . </li></ul><ul><li>6. 360-Degree Leaders don’t take rejection personally . </li></ul>
  35. 35. LEAD-ACROSS PRINCIPLE #7 DON’T PRETEND YOU’RE PERFECT <ul><li>1. Admit your faults. </li></ul><ul><li>2. Ask for advice. </li></ul><ul><li>3. Worry less about what others think. </li></ul><ul><li>4. Be open to learning from others. </li></ul><ul><li>5. Put away pride and pretense. </li></ul>
  36. 36. THE PRINCIPLES 360-DEGREE LEADERS PRACTICE TO LEAD DOWN “ Follow me, I’ll add value to you.”
  37. 37. LEAD-DOWN PRINCIPLE #1 WALK SLOWLY THROUGH THE HALLS <ul><li>1. Slow down </li></ul><ul><li>-> To connect with people, you travel at their speed. </li></ul><ul><li>2. Express that you care. </li></ul><ul><li>-> The people who follow you also desire a personal touch. They want to know that others care about them. Most would be especially pleased to know that their boss had genuine concern about them and valued them as human beings, not just as workers who can get things done for them or the organization. </li></ul><ul><li>3. Create a healthy balance of personal and professional interest. </li></ul><ul><li>4. Pay attention when people start avoiding you. </li></ul><ul><li>5. Tend to the people, and they will tend to the business. </li></ul>
  38. 38. LEAD-DOWN PRINCIPLE #2 SEE EVERYONE AS A “10” <ul><li>1. See them as who they can become. </li></ul><ul><li>2. Let them “Borrow” your belief in them. </li></ul><ul><li>-> When the people you lead don’t believe in themselves, you can help them believe in themselves. </li></ul><ul><li>3. Catch them doing something right. </li></ul><ul><li>4. Believe the best-give others the benefit of the doubt. </li></ul><ul><li>5. Realize that “10” has many definitions. </li></ul><ul><li>6. Give them the “10” treatment. </li></ul><ul><li>-> See and lead people as they can be, not as they are, and you will be amazed by how they respond to you. </li></ul>
  39. 39. LEAD-DOWN PRINCIPLE #3 DEVELOP EACH TEAM MEMBER AS A PERSON <ul><li>1. See development as a long-term process. </li></ul><ul><li>-> You cannot give what you do not have. In order to develop your staff, you need to keep growing yourself. </li></ul><ul><li>2. Discover each person’s dreams and desires. </li></ul><ul><li>3. Lead everyone differently. </li></ul><ul><li>-> If you desire to be a 360-Degree Leader, you need to take responsibility for conforming your leadership style to what your people need, not expecting them to adapt you. </li></ul><ul><li>4. Use organizational goals for individual development </li></ul><ul><li>▪ Find a need or function within the organization that would bring value to the organization. </li></ul><ul><li>▪ Find an individual on your team with a strength that needs developing that will help to achieve that organizational goal. </li></ul>
  40. 40. <ul><li>▪ Provide the time, money, and resources the </li></ul><ul><li>individual needs to achieve the goal. </li></ul><ul><li>5. Help them know themselves. </li></ul><ul><li>-> A person can’t be realistic about his potential until </li></ul><ul><li>he is realistic about his position. </li></ul><ul><li>6. Be ready to have a hard conversation. </li></ul><ul><li>-> Good Leaders get past the discomfort of having difficult conversations for the sake of the people they lead and the organization. </li></ul><ul><li>7. Celebrate the right wins. </li></ul><ul><li>-> Try to target wins based on where you want people to grow and how you want them to grow. </li></ul><ul><li>8. Prepare them for LEADERSHIP . </li></ul><ul><li>-> You never really know something until you teach it to someone else. </li></ul>
  41. 41. LEAD-DOWN PRINCIPLE #4 PLACE PEOPLE IN THEIR STRENGTH ZONES <ul><li>1. Discover their True Strengths. </li></ul><ul><li>-> Successful people find their own strength zones. Successful leaders find the strength zones of the people they lead. </li></ul><ul><li>2. Give them the Right Job. </li></ul><ul><li>3. Identify the skills they’ll need and provide World-Class Training. </li></ul>
  42. 42. LEAD-DOWN PRINCIPLE #5 MODEL THE BEHAVIOR YOU DESIRE <ul><li>▪ Leader behavior and attitude determine the culture and atmosphere of the organization. Leader decisions must be consistent with their values; leader character fosters trust, and leader work ethics set the tone for increased productivity. Consequently, followers will become like their leaders, and this is why being a strong and consistent model counts. </li></ul>
  43. 43. LEAD-DOWN PRINCIPLE #6 TRANSFER THE VISION <ul><li>1. Clarity. </li></ul><ul><li>-> When preparing to cast vision, ask: What do I want them to know, and what do I want them to do? </li></ul><ul><li>2. Connection of Past, Present, and Future. </li></ul><ul><li>-> When people are able to touch the past, they will be more inclined to reach for the future. Anytime you show that the past, present, and future are unified, you bring power and continuity to your vision casting. </li></ul><ul><li>3. Purpose. </li></ul><ul><li>-> Although vision tells people where they need to go, purpose tells them why they should go. </li></ul>
  44. 44. <ul><li>4. Goals. </li></ul><ul><li>-> Without goals and a strategy to achieve them, </li></ul><ul><li>vision isn’t measurable or attainable. </li></ul><ul><li>5. A Challenge. </li></ul><ul><li>-> Challenge makes good people want to spread their wings and fly. If fires up the committed people-and fries the uncommitted ones. </li></ul><ul><li>6. Stories. </li></ul><ul><li>-> Story helps them to see that even though they may have to reach to help achieve the vision, it is within their grasp. </li></ul><ul><li>7. Passion. </li></ul><ul><li>-> If there is no passion in the picture, then your vision isn’t transferable. </li></ul>
  45. 45. LEAD-DOWN PRINCIPLE #7 REWARD FOR RESULTS <ul><li>1. Give PRAISE PUBLICLY and PRIVATELY . </li></ul><ul><li>-> It’s okay to let those you lead outshine you, for if they shine brightly enough, they reflect positively on you. </li></ul><ul><li>2. Give more than just praise. </li></ul><ul><li>3. Don’t reward everyone the same. </li></ul><ul><li>-> Praise effort, but reward only results. Since whatever gets rewarded gets done, if you continually praise effort and do it for everyone, people will continue to work hard. </li></ul>
  46. 46. <ul><li>4. Give perks beyond pay. </li></ul><ul><li>5. Promote when possible. </li></ul><ul><li>6. Remember that you get what you pay for. </li></ul>
  47. 47. <ul><li>No matter how many leaders an organization has, it always needs more 360-Degree ones to </li></ul><ul><li>add value to the company. Good leaders build </li></ul><ul><li>teams by being willing to hire people better than themselves, staying secure in their own roles, and by listening. When people lead successfully at one level, they are usually qualified to step up to the next level. The key to emerge as a good leader at a higher level is to be cognizant of good leadership in the present. </li></ul>
  48. 48. <ul><li>THANK YOU!☺ </li></ul>