D2
Low to Some Competence
Low Commitment
D2 followers are those who are new to the job but have some understanding of how to achieve the tasks that are asked of them. D2 followers also demonstrate low commitment to the job or task. Behaviors may include a lack of motivation or a lack of interest.
D2 followers will require a high directive and a high supportive behavior from their leader. The leader will still be required to make the decisions and provide direction but will also seek out input from the follower. Seeking out input and involving the follower in the planning will not only get them involved, but will also raise their level of commitment. The leader will also need to provide support as the follower is learning as well as praise to help increase their confidence.
Scenario
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His name is John and he has some past experience working on similar projects. Alison takes the afternoon to help John get acquainted with the team. She then explains what role he will be assigned. He understands what Alison is asking of him, but is not exactly sure what steps he will need to take to get it accomplished. He is also unfamiliar with a few of the processes that Alison uses. John seems a bit irritated and shows little to no motivation for the project.
Alison will need to take the coaching approach which is a high directive and high supportive behavior. Involving John in the decision making process and seeking out his input will encourage and motivate him to commit more to the project. Alison will also need to provide the support he needs, such as resources to help John succeed in his new role with the team. Motivation and praise will also help John build his confidence.
D4
High Competence
High
A great example of a non follower is leopard man. He is doing something totally out of the ordinary compared to everyone else. Its also a lot easier to follow and not lead which is also the main reason most people aren't leaders. It's like jumping on a train. It's a lot easier to just jump on and ride instead of driving the train. I think people should stop following and start leading.
MSTT was able to speak with Miguel (father) in regard to Miguel staying with him. Youth father has tried to reach out to Miguel with resistance from his son. Youth father has no problem with youth staying with him while his mother is serving her time. An update from last week. Sherlly is not in jail at this time. She was detained for a few hours because of an hit an run. She hit a street light and because she was driving without a license she left the scene of the crime. She is out now and is looking for a lawyer because her court hearing is at the end of this month. MSTT spoke with Miguel and Sherlly on where they see him once she is detained for a couple of years. At this time Sherlly remain youth focused giving him the power of where he's
I see this type of behavior on a regular basis in our company. The managers that allow their teams to follow are most times driven by ambition. They do well with the sole purpose of rising through the corporate ladder. They see followership as a necessity. However, he/she most times believe they can be effective if they accept the value of learning the role and not asserting it. In my opinion these are the managers to move up the ranks and are well liked by their employees. In essence, leaders that have followers and not workers are distain to be
With working in a residential setting and with vulnerable individuals my team must learn to work together as a strong team and as a new manager and new team member we have had to experience the 5 stages of team development and I have had to establish myself as the team leader, build trust and respect with and amongst the team, set team aims and objectives along with manage and address dynamics.
of the usage of radiation and effects it can cause an unborn foetus. A standard pregnancy check, if not worked right and asked correctly could imply stereotyping and thus cause great offence to the patient and/ or their family. Radiographers need to ensure that they justify to the patient (and in some cases family) why they are asking for the pregnancy check. For example instead of asking ‘are you pregnant?’ or ‘could you be pregnant?’ radiographers should instead ask ‘because this examination involves the usage of radiation, is there any chance that you could be pregnant?’
Mei may find herself feeling stressed as the pressure of being rushed to carry out her specific duties are pushed to the imit. The feeling of not being able to spend as much quality time with her residents as she used to, could have Mei feeling as though she is not providing the care as she would like to. Mei could find that she could be suffering from headaches or is becoming irritable at being rushed to perform her normal duties such as showers, toileting, making beds and helping the residents with their meals and even preparing the residents for bed.
McGrath & Bates (2013) suggest that the team leader should provide guidance from the inception of the team, and clearly set out their aims, objectives and expected contributions, whilst listening to their concerns. I had taken the opportunity to analyse the
2- The optimal target consumers, as stated in the case, are “(1) end-consumers (patients) and (2) healthcare providers who would prescribe the medication” (HBR). Based on the case, Printup’s initial and acceptable approach is “to analyze psychographic segmentation of overweight individuals” (HBR). In using this area of segmentation, she is focusing deeper on the underlying issue of why people are in need/want for a solution. This allows a better approach to take in marketing and appealing to the overweight-affected group. Interestingly enough, the impact of overweight on the female gender and the findings on the classification of the five presented profiles coincides with understanding behavior through Maslow’s Hierarchy of Needs, as discussed
Ben’s hands-off approach with his team has had some serious impacts and will require some work on his part. “The successful leader who engenders success needs to consistently lead a team with sensitivity” (Sohmen, 2013). Recognizing he needs to make changes to his communication style is the first step in improving his leadership skills and promoting teamwork. (Sohmen, 2013) explains that teams require clear objectives, mutual encouragement and trust. The result is familiarity across project teams and the ability to make decisions and develop trust.
Rankin is responsible for the technical implementation of the new customer relationship Management (CRM) software being installed for western and eastern sales offices in both cities. The software is badly needed to improve follow-up sales for his company, Reflex Systems. The current situation that Mr. Rankin is extremely difficult because the team members are the most important component of any project. What exactly is the situation? First, there is a lack of passion among the team members which can be connected to a lack of communication. The lack of passion can be connected to the long work hours that this project requires. The team members are unaware of the project due date which can cause frustration. One team member, Sally, already left the team. When she asked Mr. Rankin for “quality of life,” he responded to stick it out. Mr. Rankin kept asking himself what was wrong with them team, but he also needed to ask himself what is wrong with his leadership style. He currently has two teams one in Chicago and one in Los Angeles. The members of this teams are different. While Chicago is overwhelmed and stressed out, Los Angeles is less stressed and is meeting their deadlines. What should Mr. Rankin do next? I am going to analyzes his current leadership style and the current problem with the team, then I am going to make recommendation on the steps Mr. Rankin should follow and lastly, I am going to describe the resulting environment after my suggestion are implemented.
The concept of followership states that good followers understand their leader’s goals and objectives, the pressures he faces, what his strengths and weaknesses are, and perhaps most critically where his blind ...
When coaching people there will be many obstacles people will have to go through, but at the end of the day it will be worth the time and effort. People who want to do a good job and represent their company while helping others achieve their goals in the process. “Great followers don’t make it about them. They are humble. They shine the light on the leader. They make their own boss look good—especially in front of his or her boss.” (Hyatt) This is an example of a worker who means business and will do whatever it takes to get things completed. Followers are people who want to do what is ask of them and without making a big deal out of things. “They understand their role. You can’t be a good follower unless you have clearly identified the leader. While you may be a leader in your own realm, everyone has a boss—including you. Great followers not only accept this fact but embrace it.” (Hyatt) People who cannot listen, do things that are asked, and are inconsiderate may not be the best at the situation. They may also fail in the workplace too because everyone has a coach or leader they have to answer to at some point.
In research, business, and life there is much focus and attention given to leaders and the importance and desire of leading with little thought given to followers or following. People hear phrases such as “don’t be a follower” and develop a negative image of what followers are or the role they fill (Kellerman, 2007; Kelley, 1988). Followers are necessary for leaders to lead, a fact that is often taken for granted. Both roles are required for an organization to function and individuals find themselves moving from role to role as the situation changes or allows.
The fourth characteristic is being open to new ideas. Strong followers give input and contribute, but they also realize that good ideas can come from others as well. Listening to what others have to say can be extremely beneficial to the team as a whole. It is important for followers to listen with their ears and their mind.
Followers plan an active role in the process of leadership. By being a follower, it does not mean that one is inferior to a leader, but that they simply play a different role. Webster’s dictionary defines follow as to come or occur after, but it does not necessarily imply a causal relationship with what goes before. A follower is part of the team. A quarterback cannot win the game without the efforts of the entire team. He can throw or run the ball but without his team members blocking, he will not make the touch down. Much like a game, team players are imperative to the success of the organization.