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At first glance, that may seem like a strange question. In actuality, it is probably one of the most important questions you can ask yourself. Can you honestly say, “Yes, I am 360”? Can you honestly say, “I know what it means to be 360”? From what I see, most people in the work force would have to answer “no” to both. To be fair, though, I should admit that “360” is a term I have coined, so at this point only I really know what it means. So let me explain my thinking on this.

Your next question would probably be, “What the heck is a 360 and how do I become it?” Being 360 means you understand everything about the business where you work and what’s going on around you. Most managers and executives focus only on their area of supervision and beyond that have only superficial knowledge. Being 360 means you are fully engaged in the company and trying to understand how everything fits together and how to ultimately derive success.

The people who are most valued in an organization are those who bring the most value. Simple, right? Think about it. If you only narrowly focus on your corner of the store, how much value are you really bringing compared with someone who seeks to open new roads and create new connections leading to innovation and growth? Taking a long view of the company and its vision and goals can only benefit you no matter your position. From the mailroom to the boardroom, companies need to make ways for engaged employees to give ideas.

Most people fault the company for not telling them how they benefit the company or what real dollar value they add to the organization. In this day and age, that is true career suicide. You have to take responsibility for your own career and its progression. The days of waiting to be recognized are over. You need to stand up and say, “I have an idea that I think will help the company.”

Original thinkers are true 360 employees. They bring insight and opinions and aren’t afraid to speak up and be heard. This is the creative class that takes companies to the next level. In the meantime, the drones, who haven’t contributed anything close to an original thought, can’t figure out why the 360 employees move up the ladder.

The drones are living in a “works” methodology. Meaning they think they should get a promotion simply based upon the fact that they have shown up for the past five years. I have two words for you: old school. Being 360 puts the drone attitude on its ear. By the way, the 360 attitude is one of Generation Y’s great distinctions.

So step up and be 360. Understand the business front to back. Put some thought into it and create original strategies and ideas, and you will find yourself a more relevant employee than ever before. And if you’re lucky, those Gen-Y’ers will come to you for mentoring.

Nick Reddin is the business development manager for Manpower Inc.’s Des Moines office.