Today, we will have a wrap-up or summary session to review what we have learned over the last 6 weeks in becoming a 360 degree leader.  We had 6 leadership sessions – Myths of Leading from the Middle; Challenges of a 360 Degree leaders face; Leading Up (to your boss); Leading Across (to your peers); and Leading Down (to your followers).  

In each of these situations we find ourselves in, we must focus on building or gaining influence with the people that surround us (our boss, our peers, and our followers).  But this takes time and it is based on two simple things:  Respect and Trust.  

Again, building influence with others takes times and however the steps and practices we have learned over the last 6 weeks will hopefully equip you to gain influence with others.  

The Myths of Leading from the Middle:

1. The Position Myth: “I can’t lead if I am not at the top.”

2. The Destination Myth: “When I get to the top, then I’ll learn to lead.”

3. The Influence Myth: “If I were at the top, then people would follow me.”

4. The Inexperience Myth: When I get to the top, I’ll be in control. 

5. The Freedom Myth: “When I get to the top, I’ll no longer be limited.”

6. The Potential Myth: “I can’t reach my potential if I’m not the top leader.”

7. The All-or-Nothing Myth: “If I can’t get to the top, then I won’t try to lead.”

The Challenges 360 Degree Leaders Face 

If you are a leader in the middle of an organization, you have a challenging job. Everyone who attempts to serve effectively as a 360 Degree Leader faces common challenges. At times you may feel like you are banging your head against a brick wall. In this lesson we will discuss seven challenges faced by middle level leaders.

1. The Tension Challenge: The Pressure of Being Caught in the Middle 

2. The Frustration Challenge: Following an Ineffective Leader 

3. The Multi-Hat Challenge: One Head – Many Hats 

4. The Ego Challenge: You Are 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 Didn’t Create It 

7. The Influence Challenge: Leading Others Beyond Your Position Is Not Easy 

Leading Up 

The 360 Degree Leader must learn the skills to lead up (with your leader), lead across (with your colleagues), and lead down (with your followers). Each of these draws on different principles and requires different skills. Leading up is the greatest challenge. Your underlying strategy should be to support your leader, add value to the organization, and distinguish yourself from the rest of the pack by doing your work with excellence. 

Let’s study the “Lead Up” principles one by one in this lesson. 

1. Lead Yourself Exceptionally Well

2. Lighten Your Leader’s Load 

3. Be Willing to Do What Others Won’t Do 

4. Do More Than Manage – Lead! 

5. Invest in Relational Chemistry 

6. Become a Go-To Player 

Leading Across 

Leaders who work really hard and exhibit very high competence can influence those above them. So in that respect, they become leaders of leaders. But leading peers is another kind of challenge! To succeed as a 360 Degree Leader who leads peer-to-peer, you have to work at giving your colleagues reasons to respect and follow you. If you want to gain influence and credibility with people working alongside you, there are principles that must be followed. Let’s discuss them in this lesson. 

1. Understand, Practice, and Complete the Leadership Loop 

2. Put “Completing” Fellow Leaders Ahead of “Competing” with Them 

3. Be a Friend 

4. Avoid Office Politics 

5. Expand Your Circle of Acquaintances

How to Lead Down 

Because effective 360 Degree Leaders lead through influence, not position, they invest time and effort to earn influence with their followers just as they do with those over them and beside them. At the heart of this approach is the desire to add value to those they lead. The 360 Degree Leader helps those below him or her discover and reach their potential. This lesson covers several principles to follow in this process. 

1. Walk Slowly Through the Crowd 

2. See Everyone as a “10” 

3. Develop Each Team Member as a Person 

4. Place People in their Strength Zones 

5. Model the Behavior You Desire 

6. Transfer the Vision 

7. Reward for Results

Lead On!

Sutton