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ENHANCEMENT TO 360

DEGREE LEADERSHIP BY
JOHN MAXWELL
GROUP MEMBERS
STUDENT NAME
IRFAN AHMED SIDDIQUI
MUHAMMAD FAYYAZ TAK
MUBASHIR BUKHARI
MUHAMMAD SAQIB SIDDIQUI

Introduction
Leadership, in general, means the process of influence on others behavior to achieve goals in
which respect their freedom and point of view entirely. It enables the group (managers/
employees) to work together in the process of development and exchange towards the vision of
success and sustainability.
To attain objectives and the targeted goals, people have to exercise leadership qualities. This is
the age of decision-making where people are trying to find various ways and means for moving
towards peace, harmony and for the quality of life. They have to discover, innovate and generate
environment for being patient and to be free of tensions and frustration.
John C. Maxwell, the author of The 360 Degree Leaders, emphasizes on significance of
leadership in todays corporate world. Maxwell explains that once leaders can incorporate
leadership principles into their own style of management, they will be able to influence others in
every direction and become a 360 degree leader.

Background Discussion
This discussion about leadership in todays competitive world is a preliminary effort to raise the
critical issues, to highlight key topics covering leadership styles and their productivity and
importantly, to elicit comments, feedback and suggestions for improvement from a wide range of
potential stakeholders. The version of the discussion deliberately attempts to touch on a wide
range of leadership-related issues and to raise questions rather than to provide definitive answers.

Problem Statement
Researcher plan to carry out qualitative library base research for new model with 360 leaders
based on work done by John Maxwell. We have carried out qualitative library base research in
order fill in that gap. Driving maximum output versus minimum input is a key to strategic
planning and the required success. Investment and contribution through physical, mental and
financial destinies reach to the destiny of emotions- which is the only true success. This
achievement then must be entered with the relationship destiny i.e. the place to share and care
through the leaders code of conduct where leader becomes a master of time and his life.
So, therefore, leaders can move forward towards quality of life altogether with their bosses, peers,
and subordinates if vision is there.

Objectives of the Study


Come up with updated prospective of 360 leadership. The most interesting part of this
study/discussion refers about 360 degree leaders to lead up, lead across, and lead down where
visionary aspect play very important role to give strategic direction to 360 leaders.

Significance of the Study


According to Maxwell, many managers feel they cant influence the bosses, peers and their
subordinates because they are not the main leaders. This may happen due to lack of confidence
and the status of their passion. Intense enthusiasm for something may create such feelings as a
reversal. Maxwell asserts that once leaders can incorporate these 360 degree principles will be
able to influence others in every direction. In this way, people may not be victimized by
procrastination where they know they should do this thing and they still dont do it.

A man who suffers before it is necessary, suffers more than is necessary.


Effective leaders in the middle of an organization usually make better leaders at the top.
Therefore, the 360 degree leader is a tremendous resource for people at every level of the
enterprise.
Benjamin Disraeli writes;
Man is not the creature of circumstance; circumstances are the creatures of men.
Theoretical Contribution
Maxwell came up with specific 360 leaders model with existing school of art. As a researcher,
we have come up with a new model of modern manager and leader. We suggest that modern
leader should reinforce ones own behavior and recognizing social influence on behavior must
use steps for problem-solving and decision-making. He must understand perspectives of others
anticipating the consequences. Todays modern leader must develop emotional, cognitive, and
behavioral skills. Identifying, expressing, and assessing feelings and then managing them all. And
also controlling impulses,reducing stress and keeping the difference between feelings and actions.
By this self-control, sharing and sociability, he can understand the people before he wishes being
understood by them. Modern leader will also appreciate the difference in how people feel about
that.
Applied Aspects
With the change of time, how it is applied with different general managers to corporate managers
in developed and under-developed countries. Change- real change- comes from inside out. It
comes from striking at the root- the fabric of our thought- the fundamental, essential paradigms,
which gives definition to our character and create the lens through which we see the world. If our
insight is democratic, we impart harmony of patience, cooperation, love and happiness. If our
insight is authoritarian and self-centered, we just communicate fear, uncertainty, resentment, and
conflicts. Therefore, modern leaders vision, mission, and objectivity entail intelligence, honesty,
optimism, and love. He also invests, contributes and creates the most favorable environment in
respect of job satisfaction leading towards success. A satisfied employee, a harmonious and
functional team should be responsible for a higher standard than anybody else expects is the
vision, mission, objective encapsulating with tremendous values of conduct.

LITERATURE REVIEW
Overall, this is a great contribution to the growing leadership literature.
The concept of 360 degree leadership is coined by John C. Maxwell in his famous book
The 360-Degree Leader. According to him, Ninety-nine percent of all leadership
occurs not from the top but from the middle of an organization.
Why then, dont more people not recognize that they have power to influence their own
outcomes through their attitudes and behavior?
There are three primary reasons:

The Ability: Belief that leadership ability is based on the position causes people to hold
back on making suggestions and stepping forward. They often undervalue their ability to
influence change because they lack confidence about their unique talents. While they
may not be a candidate for the top leadership position, they do possess qualities that
enhance their leader and lead to positive results.
The truth is that every leader can benefit from a different perspective, an innovative idea
or a reminder of past successes.
The Right: Some individuals assume that they do not have the right to advance their
ideas because it will invade the territory of the person responsible. Others actually
withhold their talents because they are "not being paid to do their job for them."
The key is that adding value to the organization is ultimately the job of every employee.
In the long run, becoming a go-to person increases potential for promotion.
The Skills: For todays leaders the need for continuous learning is a given. The need to
keep up with technological changes, best practices and economic changes often
overshadows personal skills development. Yet it is clear in many organizations. The
power of influence is often overruled by positional directives. It is difficult to take time
to build alliances, solicit ideas, provide motivating data and develop the leadership ability
of others.

LEADERSHIP MYTHS:
There are 7 misconceptions about leadership:
The Position Myth: I cant lead if I am not on the top. Here people believe that
they must have a title if they want to lead. The true measure of leadership is
influence.
The Destination Myth: When I get to the top, then Ill learn to lead, involves the
belief that people cannot lead until they get to the top.

The Influence Myth: If I were on the top, then people would follow me, is based on
the belief that nobody will follow unless the manager is on top. People believe that just
because theyre in a leadership position, that they automatically have the ability to be
influential.
The Inexperience Myth: When I get to the top, Ill be in control, is the mistaken belief
that when people get to the top, theyll automatically be in control.
The Freedom Myth: When I get to the top, Ill no longer be limited, states that once
leaders make it to the top, their role is a ticket to freedom.

The Potential Myth: I cant reach my potential, if I am not the top leaders, is based on
the thinking that people cannot reach their potential unless theyre top leaders.
The All-or-Nothing Myth: If I cant get to the top, then I wont try to lead, belief that
people wont try to lead unless they can get to the top.

Maxwell describes the challenges the 360 degree leaders face.

CHALLENGES FACED BY THE 360 DEGREE LEADERS:

The Tension Challenge The pressure of being caught in the middle.


The Frustration Challenge Following an ineffective leader.
The Multi-Hat Challenge One head, many hats.
The Ego Challenge You are often hidden in the middle.
The Fulfillment Challenge Leaders like the front more than the middle.
The Vision Challenge Championing the vision is more difficult when you
didnt create it.
The Influence Challenge Leading others beyond your position is not easy.

People working at the bottom of an organization usually do not want to move up and to become
leaders. One more challenge is to lead others beyond their position. In fact, a leader must become
a person people want to follow.
The leaders who care about their people, establish their character as trustworthy, exhibit
competence, and remain consistent and committed. Achieving these qualities they will be able to
exert influence, one of the requirements of being a good 360 degree leader.
Explaining the principles of lead up, Maxwell suggests to lead yourself- practicing selfmanagement. If you help lift the load, then you help your leaders succeed.
Timing is essential to good leadership. Leaders should understand when to hold back, and when
to push ahead. Leaders need to keep learning to better themselves at all time.
Many leaders try to make others think they are perfect. This is not a winning strategy. It is more
effective to admit faults, put away pride and be open to learning from others. Instead of
impressing others, let them impress you.
Leaders help people succeed. Organizations depend on leadership for them to be successful, and
they must have 360-Degree Leaders. These leaders make an impact no matter where they are in
the organization. Being a 360-Degree Leader is about winning respect and influencing peers to
build a successful team environment. People can usually trace their successes and failures to the
relationships in their lives. The quality of the relationship people have with their leaders impacts
this success or failure, and is certainly worth the investment.

3. Methodology
This extensive and intensive research is based on library research discussing theoretical
development, experience, and expertise which carries many fold values to the various contents of
the study.

4. Model Presentation
360 degree
Leadership

Vision
Visionary Aspects

Mission
Values
Objecti
ve

Leading Up

Roles &
Responsibilities

Leading Across

Leading Down

Job
Satisfacti
on

Model Elaboration
VISION:

Lead in initiative and performance to promote competitiveness and achieve


comprehensive and sustainable economic development.
Companies that are growing value the most are the ones with leaders that have a clear
vision and continually communicate that vision.
The 360 degree leadership is all about how you can lead when you are not at the top of
the organizational chart. The 360 degree Leader has more impact on an organization's
health than the actions of the person at the top.
John Maxell tried to give us the perspective that we can have the most impact and
influence in the organization without being the top leader Influencing others is a matter
of disposition, not position.
You can influence from anywhere in the organization. The 360-Degree Leader should act
like a friend to colleagues as friendship is the foundation of influence. Reference: Page
no 7.

The necessary elements to interpret the vision are clarity; connection of past, present and
Future, purpose, goals; challenge and passion. If there is no passion in the picture, then your
vision isnt transferable.
MISSION:

Support and organize business sector and provide integrated economic services to
the satisfaction of ones transactions and community through optimal utilization
of financial and human capabilities.

Seven Steps to Success are:

Make a commitment to grow daily.


Value the process more than events.
Don't wait for inspiration.
Be willing to sacrifice pleasure for opportunity.
Dream big.
Plan your priorities.
Give up to go up.

Leadership is not about titles, positions or flowcharts. It is about one life influencing
another.
VALUES:

Respect: To take full care of employees, transactors, partners and suppliers in


mutual respect.
Compliance: To comply with regulations and laws.
Initiative and creativity: Encourage initiative and creativity in a systematic
frame to enhance work and raise performance level.
Teamwork: Believe and encourage teamwork and team spirit in the department
and with the relevant authorities.
Quality: Enhance services to fulfill requests and needs of transactors.
Continuous learning: Support continuous learning at individual and corporate
levels.
Transparency: Believe in express and clear communication in spreading of
information and procedures.
Social responsibility: Attend to our responsibility towards the community where
we live.
Communication: Linking to all levels of the organization.
Perspective: Seeing beyond your own view .

OBJECTIVE:

The main objective of the 360 degree Leader is to communicate the strategy and vision of
the organization. Make the difficult decisions that will make a difference.
Helping the people around, understanding them, winning their trust and to keep at first
the organizations needs is a true success towards overall development and growth.

Promote services
Protect consumer
Promote community and environmental participations
Enhance quality and develop human resources skills
Motivate human resources
Develop electronic and technological capabilities of the Department
Develop knowledge management
Optimal use of financial resources
Develop corporate performance
Develop and enhance relationships with partners and suppliers

These visionary aspects lead to the roles and responsibilities of the 360 degree leader. An
effective 360-Degree Leader can learn to lead from the side, from above, and from below and
influence people at every level

ROLES AND RESPONSIBILITES:

The Role of a 360 degree leader is to inspire others to do better work and to take
responsibility of his actions. He should have the ability to answer for ones acts or
decisions.
Connect with people, and be visible and approachable, showing respect for them. Leaders
develop their people and find strength zones in them.
Transferring vision in a way will inspire and lead people in the right direction.
Leaders need to give praise both publicly and privately and with a concrete award. Smart
leaders promote and reward their people whenever possible.

Enhance 360 leadership model elaborated above will develop success in every level of
organization by leaders transparent communication of organizational vision, mission and
objective to achieve organizational success.

Circle of Success:
Caring Take an interest in people
Learning Get to know people
Appreciating Respect people
Contributing Add value to people
Verbalizing Affirm people
Leading Influence people
Succeeding Win with people
(The 360 Degree Leader, John C. Maxwell)

John Maxwell also focuses on direction of leadership up, across, and


down.

The Principles 360-Degree Leaders Practice to Lead Up

Think longer term.

See within the larger context of how something will impact those above and beside
you.
Push boundaries to find a better way.
Emphasize intangibles such as morale, motivation, momentum, emotions, attitudes,
atmosphere and timing.
Rely on intuition. As Dr. Joyce Brothers says, Trust your hunches. Theyre usually
based on facts filed away just below the conscious level.
Look for good people and invest in them to the point where they can be released and
empowered to perform.
Be an agent of change. Leaders want more than just to see progress they want to
make it happen.

The Principles 360-Degree Leaders Practice to Lead Across


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. You can do that by helping your peers win. If you
can help them win, you will not only help the organization, but also yourself.

Understand, practice and complete the leadership loop in order to gain influence
and credibility with people working alongside you.
Put fellow leaders ahead instead of competing with them.
Expand your circle of acquaintances .It will help you improve, exposes you to new
ideas, and prompts you to see things from a different point of view.
Avoid office politics as playing politics is changing who you are or what you
normally do to gain an advantage with whoever currently has power. To avoid office
politics, avoid gossip; stay away from petty arguments; stand up for whats right, not for
whats popular. Look at all sides of the issue.
Let the best idea win Leaders in the middle of the organization who help to surface
good ideas are creating what an organization needs most. They do that by producing
synergy among their peers. And they will develop influence with their peers because
when they are present, they make the whole team better.

The Principles 360-Degree Leaders Practice to Lead Down


Place people in their strength zones: when employees are continually asked to

perform in an area of weakness, they become demoralized, they are less productive, and
they eventually burn out. Successful people find their own strength zones. Successful
leaders find the strength zones of the people they lead.
Model the behavior you desire: Leaders set the tone and the pace for all the people
working for them. Followers become like their leaders. They are influenced by their
leaders values.
Transfer the vision: As a leader in the middle of the organization, you will be
transferring what is primarily the vision of others. Leaders in the middle may not always
be the inventors of the vision; they are almost always its interpreters.
Develop each team member as a person: There is much more to good leadership
than just getting the job done. Getting the job done makes you a success. Getting the job

done through others makes you a leader but developing people while helping them get the
job done at the highest level makes you an exceptional leader.
Reward for results: Whatever actions leaders reward will be repeated. That is why it
is very important to reward results and to do it the right way. To reward results most
effectively, give praise publicly and privately, back up praise with money, dont reward
everyone the same, give perks beyond pay, promote when possible, and remember that
you get what you pay for.

360 Degree leader brings value and influence to and from anywhere in the organization. If you
have found yourself trying to lead from the middle of the organization, as the vast majority of
professionals do, then you need Maxwell's insights. You have a unique opportunity to exercise
influence in all directions-up (to the boss), across (among your peers),and down to those you
lead.
With the clarity of a teacher and the passion of a seasoned leadership coach, Maxwell leads
managers through the principles of the 360-Degree Leader. The result is a handbook on how to
flourish when leading from the middle. With numerous quotes and examples from effective
domestic and international leaders, Maxwell takes executives on a realistic journey to become a
360-Degree Leader.
According to John Maxwell:
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
[The 360 Leader, John C. Maxwell]

CONCLUSION:

The 360-Degree Leader is a tremendous resource for people at every level of the enterprise.
Practice the disciplines of 360 leadership and you will get endless opportunities for your
organization, for your career, and for your life.
Do more than manage Lead. [John Maxwell]

The 360 degree Leader


When a leader leads up, he succeeds in creating a realm of trust within the organization. When
lead across does not compete with fellow leaders but works to complete projects with them. And
leaders who lead down people realize their potentials and become strong role models.
You dont have to be the main leader to have a significant impact in your organization.
Good leaders are not only capable of leading their followers but are also adapt at leading their
superiors and their peers.

Overcome the myths believed by many people in the middle of an organization.


Deal with the most common challenges faced by people in the middle of an organization.
Lead your boss, your colleagues and your followers.
Overcome the setbacks and obstacles you will face on the road to becoming a 360-

degree leader.
Quantify the value of 360-degree leadership.

Maxwell tells stories collected from business and leadership. He has gathered quotes from around
the world and weaves them together to teach about leadership and success.
S.R Covey says:
Achieving unity-oneness-with ourselves, with our loved ones, with our friends, and
working associates, is the highest and best and most delicious fruit of the seven habits of
highly effective people.
Emerson has said:
That which we persist in doing becomes easier- not that the nature of the task has changes,
but our ability to do has increased.
You cannot change human nature, but you can change human action. [Lincoln]

Recommendations
A modern leader should:

Implement the power of decision-making


Build up a teamwork
Establish ownership
Win the trust of working associates
Exercise leadership skills- lead up, lead across, and lead down
Streamline self-management and self-motivation
Understand the people before wishing to be understood by other associates

Become comfortable with the middle. Being in the middle can be a great place as long
as you have bought into the vision and believe in the leader.
Know what to own and what to let go. Nothing frees a person from tension like clear
lines of responsibility.
Find quick access to answers when caught in the middle.
Never violate his position or the trust of the leader.
Find a way to relieve stress
Concentrate more on your duties than your dreams.
Appreciate the value of your position.
Find satisfaction in knowing the real reason for the success of a project.
Develop strong relationships with key people.
Define a win in terms of the team.
Engage in crucial communication.
Gain experience and maturity.
Put the team above your personal success.
Leadership is about helping others win.

Remember the hat sets the context when interacting with others As a 360 degree leader, youll
wear many hats take time to think about the appropriate hat when interacting with others.
Reference: Page no 47. [The 360 degree Leader,Maxwell]

8. References

360 Degree Leader by John C. Maxwell


Seven Habits of Highly Effective People by Stephen R. Covey
Emotional Intelligence by Daniel Goleman