The principle of a 360 leader is practicing leading up, across and down1 and the first step
to becoming an all rounded leader is to learn and master leadership from the middle of the
organization. This can be very challenging as leaders because we get to hit brick walls a lot of
times, and its feel like we do not seem to make any progress no matter how much we try. There
are several challenges that leaders face, especially from the middle of the organization and John
Maxwell has been able to explain in detail, seven very common challenges that leaders in the
middle face and he says that in order to navigate the world of the middle “Where you are trying
to be a good leader even though you are not the leader.”2 We must define and recognize these
challenges. I will be listing out the challenges that I struggle with the most and these will be
arranged in the order of one to seven, with one being my greatest challenge and seven being the
least.
1. THE TENSION CHALLENGE: The Pressure of Being caught in the Middle3
The basic lesson from this is for leaders to learn to lead regardless of the restraints that
others have place on us. I found this to be my greatest challenge that I have faced as a leader.
When I do not know where I stand in terms of my role and boundaries, it gets me tensed which is
truly not healthy for leadership. Maxwell was able to point out some factors that impact tension
and the issue of empowerment definitely resonated with me. I find it challenging when I am not
set free to operate in the parameters that have been defined for me. “The more vaguely the lines,
the more the potential for stress.”4 This leaves me in a grey area and makes it difficult for me to
function. Being a vocal director requires one in that position to assign songs to vocalist that can
carry the song key, have the vocal texture fit for the song and above all, the heart to lead the
song. There are several times that my leader picks people to lead a song on a key that is not fit
for them and it bothers me a lot because if they can’t lead it for themselves or at rehearsal, it will
be difficult for them to lead the congregation to worship. Now I do not neglect in any way the
power of the holy Spirit moving and doing amazing things through the song or individual, I still
maintain that even when the presence of the Holy spirit surpasses all, there is still a place of
preparedness. This issue leaves me worried and frustrated because it is hard for me to know what
my responsibility really is at that point. A great way to relieve this tension will be learning to be
1. John C. Maxwell, the 360-degree leader with workbook: Developing Your Influence from
Anywhere in The Organization. (Thomas Nelson Inc, 2011), 23.
2. Ibid., 24.
3. Ibid., 25.
4. Ibid., 27.
comfortable with the middle. As long as I buy into the vision of my leader and believe in him or
her, it should not be an issue to talk things out with them, inquiring about what really is expected
of me, what is normal, and how much authority I have. It is also very vital for me to learn the act
of letting go even when I think I was supposed to be the one overseeing a particular area, and it
is done by someone else in a manner that is less efficient.
2. THE FRUSTRATION CHALLENGE: Following an Ineffective Leader5
Fixing a leader is not reality and will never be. It is either the leader changes or I change
my attitude. Following an ineffective leader is really challenging and in my case all I thought
about was; How did I get here? Lord can I just leave without displeasing you? Am I stuck here?
Am I doing something wrong? I was once an assistant director for a church and I was directly
placed under a leader that falls into the category of an insecure leader. He was no doubt a very
talented and skilled musician, but he made everything about himself, and when anyone on the
team was growing and I suggested that thy take a solo, he ignored my decisions and would rather
be the one to take the solos. It was all about how he looked because he was the leader of the
team. This made the members so insecure because they felt that they were always at his mercy
and we kept being at loggerheads with each other because I was being a mediator for them. Just
like Maxwell says, “If you work for an insecure person, ……You also have to work harder to
break the chain and create security for the people who work for you”6 This is not a good place to
be in ministry leadership therefore making it challenge. One of the powerful lessons that I have
learned from my study and realized to be a useful solution is “No matter what our
circumstances, our greatest limitation isn’t the leader above us-It’s the Spirit within us.”7 I have
learned that instead of building relational barriers with my leader which was exactly what
happened in my situation, I should rather build a relational bridge. This will help us be on the
same page and work with one heart. Maybe there are something’s that created insecurity inside
of him that I am unaware of and in turn, this affected his leadership skill and how he
communicated with his followers. Building this relationship will open the door for us to get to
know our selves better and impact the way he views leading people.
5.John C. Maxwell, the 360-degree leader with workbook: Developing Your Influence from
Anywhere in The Organization. (Thomas Nelson Inc, 2011), 34.
6. Ibid., 37.
7. Ibid., 40.
3. THE MULTI-HAT CHALLENGE: One Head . . . many Hats8
This is definitely the lease challenge that I have faced as a leader because I think I have a
lot of strength in this area therefore, making it easy for me to do multiple things at the same time,
with the same level of excellence. However, the one thing that I have to be careful about is
always remembering that the context for every hat is subject change. I tend to forget this a lot
and it leads to friction sometimes because I carry over my communication skills from one job to
another. Maxwell with his quote rightly addresses the multiple hat challenge “Don’t use one hat
to accomplish a task required for another hat.”9 every time I have this multi – hats on, I try to
remember to enjoy the challenge that was given to me.
4. THE FULFILLMENT CHALLENGE: Leaders Like the Front More Than the Middle10
I categorize this as my fifth challenge because I’m not inclined to wanting to be at the
front unless I have to. The truth is, it is human to want to be praised but just like Maxwell says,
“recognition is a double-edged sword. When things go wrong the person recognized responsible
is also the leader.”11 I enjoy setting the pace for a task to beginning then stepping back to
allowing everyone to contribute so that we can push forward. However, sometimes I question
myself on whether or not this approach makes me avoid responsibilities. One way I have learnt
to be fulfilled in the middle is remembering that “maturity does not come with age. It begins with
the acceptance of responsibility.”12 The reason why sometimes I back down for other people to
continue with the task is not necessarily because their ideas is going to push the team forward but
more so because I try to avoid taking responsibility for people’s failures which is something that
has affected me for a very long time since I let my emotion get in the way.
5. THE EGO CHALLENGE: You’re Often Hidden in the Middle13
8.John C. Maxwell, the 360-degree leader with workbook: Developing Your Influence from
Anywhere in The Organization. (Thomas Nelson Inc, 2011), 43.
9. Ibid., 47.
10. Ibid., 56.
11. Ibid., 57.
12. Ibid., 62.
13.John C. Maxwell, the 360-degree leader with workbook: Developing Your Influence from
Anywhere in The Organization. (Thomas Nelson Inc, 2011, 50.
I don’t find this challenge to be one that I struggle with because I find myself inclined to
serve people rather than the urge to be noticed for the service I render. I have realized from my
past that I am very content with just being a contributor in a team, as long as it leads us to our
ultimate goal which varies depending on the team. The only place fall short is when I sometimes,
fail to appreciate the value of my position. I have the tendency to be comfortable in my position
and I overlook leading upwards. It gives me great joy to see that the team or organization that I
work with achieve every goal they’ve was set. According to Maxwell, “when you’re making
you’re making a significant contribution, you need less external motivation, the definition of
high morale is: “I make a difference”.”14 I have learnt over the years that good leaders get noticed
when they get good results. Therefore, my one and only target has always been positive results
from the services I render rather than the pursuit of failing.
6. THE VISION CHALLENGE: Championing the Vision Is More Difficult When You
Didn’t Create It15
I place this challenge as number six which is my second to lowest because I believe that I
am gifted with helping people champion their vision. If someone share their vision with me but
they don’t seem excited about it, as long as it resonates with me I take it upon myself to make
them see a bright side of it that they never thought possible. I’m very pessimistic and sometimes
I feel like my pessimism get people offended because they question how on earth I am able to
see the positive side of things all the time. I try to find a way to adopt a vision that is presented to
me by aligning myself to it. This leads to the overall success of the organization and when
everyone is happy, I am happy. On the other hand, I have to watch how much I make people’s
vision my own because I tend to overstep my boundaries since I am a very passionate person and
my passion might be misinterpreted as wanting to take over their vision rather than just helping
them accomplish their goal.
7. THE INFLUENCE CHALLENGE: Leading Others Beyond Your Position Is Not Easy16
14. Ibid., 53.
15. Ibid.,
16.John C. Maxwell, the 360-degree leader with workbook: Developing Your Influence from
Anywhere in The Organization. (Thomas Nelson Inc, 2011, 73.
This is the least challenge I struggle with. I liken the influence challenge to Jesus and
how he lived as an example for people to follow when He was on earth. His disciples did not
follow him because of the position he had as a leader but rather because of the person he was.
My one desire every day is to always be a leader that people want to follow. I need to be able to
be transparent enough for people to look at me and feel comfortable to trust me with their issues
knowing deep down that I really care for them. I remind myself daily that I might have a lot of
skills, but this cannot be interchanged with character. I try to do my best to maintain a character
that pleases God which in turn will please my leaders. Even if this is one of the least challenges I
face as a leader, I will not fail to hold on to the principles that were laid out in an acrostic by
Maxwell in his book called Becoming a Person of Influence which he coauthored with Jim
Dornan.
“Integrity – builds relationships on trust
Nurturing – cares about people as individuals
Faith – believes in people
Listening – values what others have to say
Understanding – sees from their point of view
Enlarging – helps other become bigger
Navigating – assists others through difficulties
Connecting – initiates positive relationships
Empowering – gives them the power to lead”17
I have learned a lot from this study and I know that this is definitely equipping me in a
better way to becoming the true leader that god wants me to be.
17. Maxwell, John C. The Winning Attitude; Developing the Leaders around You; Becoming a
Person of Influence. Nashville, TN: T. Nelson Publishers, 2001.
