This document summarizes John C. Maxwell's book "360 Degree Leadership: Leading Up, Down, and Across the Organization". The book discusses how leadership can be practiced from any level in an organization, not just at the top. It outlines myths that prevent middle managers from leading, and principles for leading subordinates, peers, and superiors effectively. The value of developing leadership at all levels is that it creates a stronger, more effective leadership team throughout the organization.

1. John C. Maxwell
Presented by: Qadeer Ahmad

2. About the Book
 John Calvin Maxwell (born 1947) is an author, speaker,
and pastor who has written more than 60 books,
primarily focusing on leadership.
 This book has 320 pages and
 6 Sections
 Published in 2005
 Published by Thomas Nelson Inc.
U.S.A.

3. 360 Degree Leadership:
Leading Up, Down, and Across the Organization
V.C.
Peers Peers
Faculty
“The reality is that 99 percent of all leadership
occurs not from the top, but from the middle
of an organization.” John Maxwell
H.O.D

4. 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."

5. How to resolve those Myths
 Understand that the true measure of leadership is
influence, nothing else.
 Build relationships and gain influence naturally.
 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.
 The right to lead must be earned individually with
each person that you meet.

6. 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.

7. 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?
Section 2: The Challenges 360 Degree Leaders Face

8. 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

9. 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.
1) Develop a Solid Relationship With Your Leader
2) Identify and Appreciate Your Leader’s Strengths
3) Commit to Adding Value to Your Leader’s Strengths
4) Get Permission to Develop a Game Plan to Complement
Your Leader’s Weaknesses
5) Expose Your Leader to Good Leadership Resources
6) Publicly Affirm Your Leader

10. 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
6) The Vision Challenge: Championing the Vision is More
Difficult When You Did Not Create It
7) The Influence Challenge
The 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

11. 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

12. 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

13. Lead-Across Principle #1: Understand, Practice, and
Complete the Leadership Loop
1. Caring (Take An Interest In People)
6. Leading
(Influence People)
5. Verbalizing (Affirm People)
4. Contributing
Add Value To People
3. Appreciating
(Respect People)
2. Learning
(Get To Know People)
7. Succeeding
(Win With People)

14. Lead-Across Principle #3: Be a Friend
 Listen!
 Find Common Ground Not Related to Work
 Be Available
 Have A Sense of Humor
 Tell the Truth When Others Don’t

15. 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

16. 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

17. Lead-Down Principle #2 See Everyone As A “10”
 Give Them The “10” Treatment
 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

18. Lead-Down Principle #3 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

19. 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

20. 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

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

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

23. 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

24. Conclusion
 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