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This article is the second in a series based on John C. Maxwell’s The 360 Degree Leader, a fantastic book for managers (and aspiring managers) of all levels. The first article appeared on Slacker Manager as a guest post, the balance of the series will appear here.

The second “Lead up” principle for those that are “caught in the middle” is to Lighten Your Leader’s Load. Anyone who has worked for an incompetent manager knows that your own efforts are essential to the success of the organization. Especially when you are doing the work of your leader as well as your own. (Of course, if you are in this situation now I would like to recommend that you update your resume immediately and then go read this post.) You need a new job more than you need to help your leader succeed.

For the rest, Maxwell describes how to help your leader succeed in order to help yourself. A good leader can become a great leader with your help, here are a few reasons why you should “Lift Your Leader”:

• Lifting shows you are a team player
• Lifting shows gratitude for being on the team
• Lifting makes you part of something bigger
• Lifting gets you noticed
• Lifting increases your value and influence

I would add another reason why lifting your leader lifts you:

• Lifting sets an example for those who can lift you

Setting an example that others want to follow is an important part of anyone’s job, no matter their place in the hierarchy. Doing your own job well is the first step in setting that example, if you can’t get your own work done how can you expect to be a help to anyone else?

If you aren’t part of the solution…

Lifting your leader involves finding solutions to problems before you take the problem to your leader. Being prepared with possible solutions is an integral part of lifting your leader. Leaders need good information about situations in order to guide the organization to success. Communicating with your leader about what they need to know (as opposed to simply telling them what they want to hear) shows that you have put forth extra effort.

“Going the extra mile” is standard procedure these days. It is no longer enough to meet the expectations of those that you work for. Now an aspiring leader has the responsibility, indeed the obligation, to go beyond even that.

Ask not what your leader can do for you…

If you are not sure about what would be the best way to lift your leader, ask. While those of you with more experience may be able to anticipate the needs and requirements of your leaders, newer members of a team may need more direction. Asking your leader how you can best help is a good way to open communication and avoid duplication of effort. It also creates a teachable moment for both of you - a moment when you gain insight into the goals and direction of the organization and your leader can learn about your strengths and weaknesses. It is at a time like this that both of you can grow.

Click here to read all of the 360 Degree Leader posts.

Click here for more recommended reading.

(This post originally appeared at Slacker Manager, part two will appear here tomorrow.)

“I have observed that most people put too much emphasis on decision making and too little on decision managing. As a result, they lack focus, discipline, intentionality, and purpose”

~John C. Maxwell, The 360 Degree Leader

Before you can begin to manage others you must become disciplined in managing yourself. “Leading by example” is an old piece of advice, but its essential truth makes it a point worth working on. Being able to lead yourself exceptionally well will create a platform from which you can lead others to greater success. Maxwell points to seven areas of performance that any leader should work toward mastering on their way to becoming a true 360 degree leader:

1. Manage your emotions
2. Manage your time
3. Manage your priorities
4. Manage your energy
5. Manage your thinking
6. Manage your words
7. Manage your personal life

Emotions in the workplace

The question of dealing with one’s emotions in the workplace can be a tricky one. Expressions such as “There’s no crying in baseball” have led some to believe that the office or shop floor is no place for emotion. Another viewpoint holds that emotional displays are essential for communicating one’s perception of a situation. I would submit that it is the middle path, between denial and manipulation, that one should follow. One must temper their emotions in order to be an effective leader. The question to ask is, “Will a display of emotion be good for the team?” If the answer is no, then the emotion needs to be delayed and expressed in a more appropriate setting. Never bury or deny your emotions, as this will create stress, nor should emotional displays be used for manipulation.

Time and priorities

Depending on your position within an organization, how you manage your time and activities will be subject to different rules. Those at the top tend to have more flexibility with scheduling and can delegate tasks to others, while those out in front (where the action is) generally work toward accomplishing what they can while the clock is running. The biggest challenge for the 360 degree leader is for those in the middle who have to balance direction from above against supporting the needs of those below. Here are three tips for leaders at any level:

• Choose the three or four things that are most important today and focus on getting them done.
• Spend most of your time working on the things that fall into your area of strength.
• Delegate (or get help with) those tasks that are in your area of weakness.

Don’t abuse your energy level

Discover when your motivation and energy are at their peak in a typical day and schedule your most difficult actions for that time. (There is more about keeping a time log here.) Maximizing the benefits of your attributes in this way will make the difficult tasks easier to accomplish, the successful completion of them can be a boon to maintaining your energy level. Sustaining one’s morale and the enthusiasm of the team take focus - when the leader’s energy runs down commitment suffers across the board.

We are what we think

Being mindful of vocabulary and thought patterns are two very powerful tools for today’s leaders. The words that are used in conversation and communication set the tone for the leader’s relationship with the team and drive the workplace culture. (More about culture here.)

The Walt Disney company is an outstanding example of vocabulary affecting performance, and the Disney culture perceives the theme parks as being visited by guests, rather than packed with customers. Taking this way of thinking to heart has created a powerful brand experience through the creation of a culture of service.

Business is personal

Your job is frequently a large part of your personal identity. Yet there needs to be a work-life balance to ensure that professional ambition does not come to fruition at the expense of personal relationships at home.

Conversely, the way one manages their home-life tends to creep into the workplace. Poor management of one’s personal life can lead to the destruction of a marriage or the estrangement of family. What level of success is worth that?

Why lead yourself first?

Maxwell concludes with three pithy reminders of the importance of exceptional self-leadership:

• If I can’t lead myself, others won’t follow me.
• If I can’t lead myself, others won’t respect me.
• If I can’t lead myself, others won’t partner with me.

“That applies whether the influence you desire to exert is on the people above you, beside you, or below you. The better you are at making sure you’re doing what you should be doing, the better chance you have for making an impact on others.”

(Buy this book now at Amazon.)