360 Leader Leading Down

THE PRINCIPLES 360 DEGREE LEADERS PRACTICE TO LEAD DOWN

Most people think of leadership as on leading those who follow you or whom work for you. They think it’s a top down activity. We have learned about leading those who actually lead you as well as those who are our co-workers.

Tonight, we will learn the principles of leading those who work for us or whom we supervise.

“Follow Me, I’ll Add Value to You.”

As a 360 degree leader, when you lead down, you’re doing more than just getting people to do what you want. You’re finding out who they are. You’re helping them discover and reach their potential. You’re showing the way by becoming a model they can follow. You’re helping them become part of something bigger than they could do on their own. And you are rewarding them for contributions they make to the team. In short, you are adding value to them any way you can.

1. WALK SLOWLY THOUGH THE HALLS

One of the greatest mistakes leaders make is spending too much time in their offices and not enough time among the people.

Jesus did most of his ministry as he walked through the crowds.

Relationship building is always the foundation of effective leadership.

One of the best ways to stay connected to your people & keep up with how they are doing is to approach the task informally as you move among them. Parking Lot, Cafeteria, Break Room, go early to meetings, walk slowly around the plant… through the halls, etc.

Leaders in the middle actually have an advantage in this as they are seen as approachable.

Always remain Approachable.

Walking slowly through the halls and connecting with people is a great skill.

Here are some suggestions to help you develop this skill.

A. SLOW DOWN

Think about children. When you have chores to do, you can do them quicker alone, but you get better long term results if you use you r kids. If you use your kids you have to,

Enlist Them

Train Them

Direct Them

Supervise Them

Redirect Them

Re-Capture Them

Re-enlist Them

it’s the same way with your employees or people in a ministry your lead.

B. EXPRESS THAT YOU CARE

Mail box illustration. YOU look for something hand written because it’s personal.

C. CREATE A HEALTHY BALANCE OF PERSONAL AND PROFESSIONAL INTEREST

Professional interest shows you care and want to help them.

Personal Interest goes deeper… it shows you have a heart… that you care.

Learn how to carry on causal conversation so it doesn’t sound like you are grilling people.

D. PAY ATTENTION WHEN PEOPLE START AVOIDING YOU

If you are walking through the halls slowly getting to know your people, you will know what’s working and what’s not.

E. TEND TO THE PEOPLE AND THEY WILL TEND TO THE BUSINESS

IF you only tend to the business you will lose people. I aw this with a couple of different companies after Katrina. One did … One did not.

Dick Vermeil… concerned about players… not just on the field but their families as well.

2. SEE EVERYONE AS A “10”

If you think back to the teachers you have had, the ones that stick out are probably the ones who believed in you… who saw you as a 10. Same in your work life.

360 Degree Leaders get more out of their people because they think more of their people.

Here are some suggestions to do that.

Example - Samuel with David.

A. SEE THEM FOR WHO THEY CAN BECOME.

Ron Dingus used to say I was a great youth worker when I wasn’t… I became one.

William Stanton offered to bring a young representative to speak to the Chamber of Commerce in Painesville OH. They turned him down saying they wanted a really big name and were trying to get the coach of John Carroll University… No one remembers his name, but John F Kennedy went on to do great things.

Do you have a JFK working for you?

Look for the Potential in those you lead.

B. LET THEM BORROW YOUR BELIEF IN THEM.

When the people you lead don’t believe in themselves, you can help them believe in themselves.

C. CATCH THEM DOING SOMETHING RIGHT

Look for them to do something right and praise them on it. Roy Thornton - complimented me for good stuff… said he would let me know when it wasn’t right so it made sense to let me know when it was.

D. BELIEVE THE BEST - GIVE OTHERS THE BENEFIT OF THE DOUBT.

We tend to judge ourselves by our intentions and others by their performance.

E. GIVE THEM THE 10 TREATMENT

People rise to your expectations, so expect great things from them.

Build People up with Encouragement

Give People Credit by Acknowledgement

Give People Recognition by Gratitude.

3. DEVELP EACH TEAM MEMBER AS A PERSON

A. SEE DEVELOPMENT AS A LONG TERM PROCESS

Paul & Timothy

B. DISCOVER EACH PERSON’S DREAMS AND DESIRES

C. LEAD EVERYONE DIFFERENTLY

D. USE ORGANIZATIONAL GOALS FOR INDIVIDUAL DEVELOPMENT

E. HELP THEM KNOW THEMSELVES

F. BE READY TO HAVE A HARD CONVERSATION

ARMY OFFICER - thought odd so he was passed over. leader finally talked with him, he changed his habits and became a senior leader.

G. CELEBRATE THE RIGHT WINS

H. PREPARE THEM FOR LEADERSHIP

4. PLACE PEOPLE IN THEIR STRENGTH ZONES.

Spiritual gifts

#1 reason people don’t like their jobs is they are not in their strength zones

How do you help people find their Strength Zones?

1. DISCOVER THEIR TRUE STRENGTHS

2. GIVE THEM THE RIGHT JOB

3. IDENTIFY SKILLS THEY WILL NEED AND PROVIDE WORLD CLASS TRAINING.

David -

Joab - Army

Jehoshaphat - recorder

Shavasha - scribe

5. MODEL THE BEHAVIOR YOU DESIRE

Do the things you want your followers to do.

YOUR BEHAVIOR DETERMINES YOUR CULTURE.

Oakland Raiders - bad boys

YOUR ATTITUDE DETERMINES YOUR ATMOSPHERE

Glass half empty or half full

YOUR VALUES DETERMINE YOUR DECISIONS

Disney - It’s not hard to make decisions when you know what your values are.

YOUR INVESTMENT DETERMINES YOUR RETURN

Reap what you sow

YOUR CHARACTER DETERMINES THE TRUST

YOUR WORK ETHIC DETERMINES YOUR PRODUCTIVITY

YOUR GROWTH DETERMINES THE POTENTIAL

Example - David and his inner circle - he was a warrior who developed warriors who became giant killers

6. TRANSFER THE VISION

If you lead in the middle, you are crucial in the vision casting of your organization. You transfer the leaders vision to your people.

Nehimiah -

He explained the why of the vision

He explained the what of the vision

He explained why they should follow him.

7. REWARD RESULTS

GIVE PRAISE PUBLICLY AND PRIVATELY.

GIVE MORE THAN JUST PRAISE

give them a raise when possible

DON’T REWARD EVERYONE THE SAME

ROY WHEN HE GOT A RAISE BU NOT THE RECOGNITION

GIVE PERKS BEYOND PAY

Special Parking, etc.

PROMOTE WHEN POSSIBLE

Daniel

King honors Mordecai -