As new Business Consultant in startup businesses, applying the role of leader and follower in my business and professional life, both roles would be fit my overall job duties. Before a person to really understand their roles in organizations, church, sports teams or professional office, one must define the word followership to truly understand the role that applies to one as leader or follower. Followership is the capacity or willingness to follow a leader within the organization (www.freedictionarydefinitions.com). Most of my job experience is in the field of social services, and it has always been easy to take on a leadership role. I knew the tenets of the job and what was expected of me, so it was easy to transition those expectations into …show more content…
“Even though followership is not something that is commonly researched or regarded as a skill to strive for, business thinkers and strategists agree that the success of leaders is highly dependent upon the ability of followers” (Lundin & Lancaster, 1990, p. 18). Though I was succeeding as leader in this environment, it did not satisfy me on a personal level. This dissatisfaction leads me to start my own consulting company where I specialize in non-profit and small business start up. I find my role as leader has transition to being a follower, when I state follower meaning I am under leadership of others who have successfully started their business. The transition has been challenging, as I am learning new concepts and techniques that were not available to me in my job …show more content…
I found no matter whom you are or what your profession is you have to report to someone whether it’s your spouse, family, clients, or pastors. Lieutenant Colonels Sharon M. Latour and Vicki J. Rash (2004) assert, “We are followers----following is a natural part of life and an essential role we play” (p.102). Both followers and leaders are needed because “effort from both leaders and followers is required for effective change” (Mosley & Patrick, 2011, p. 97). When examining the characteristics of followership, things the follower does or does not do, helps the leader and the organization. Another reason why followership is important to leaders and organization, “the organization processes towards its vision and the achievement of its goals when quality followership is displayed by the people working at the organization (Scott, Christopher L., 2012). “Inner leaders prepare followers, provide facilitating help, and then let followers lead themselves within the constraints of shared vision” (Fairholm, 1997, p. 192). As stated before stewardship plays a big role whether you are leader or follower, “Stewardship at the organizational level has to directly address the redistribution of power and the redesign of fundamental practices” (Block,
There have been countless books, lectures, and and trainings, and retreats constructed around the idea of cultivating leadership in an individual. However, cultivating individuals’ ability to follow great leadership has received far less attention. Who are these people leading if each person within an organization is being trained to be a leader? The word follower has negative connotations, evoking the images of a weak, uncreative, milquetoast personality. However, Jimmy Collins, in his book, “Creative Followership: In the Shadow of Greatness”, suggests that the ability to be led brings as much creativity, consciousness, and indeed leadership to an organization or team as the leader himself. Great followership is a reflection of great leadership. In this, the follower is just as important as the leader in the relationship. Many great leaders have asserted that a leader with even a modicum of understanding of what drives their subordinates can take their organization to previously undreamt-of heights in creativity and productivity. Collins does not disabuse us of this notion, he does however add that the follower is indispensable agent in this interplay between leader and follower.
Thousands of years ago, leadership, authority, structure, and rules were the basis of the Bible and Hammurabi’s Code. These set in stone that era’s belief in a reward-based system to incentivize people to work, and obey. You followed the rules, you were rewarded; you didn’t, and you were punished. During the classical era of Homer, Plato, Aristotle, and Socrates, great leaders were educated and experienced in strategic planning, goal setting, critical thinking, and having great communication to their followers, who in turn became great leaders themselves. During this era, we begin to see the nuances of an integral part of transformational leadership: the impact your followers can have on your individual success as a leader. Plato said that
Leaders are meant to bring up loyal followers who can assume the lead if they are called to do so. A major driving force for leadership is a mutually agreed upon goal. This allows a smoother relationship between all parties involved because they are all working towards the same outcome. Leadership is not a position; it is a way one conducts himself. With that being said, there are times when a leader needs to function as a follower. A leader must be able to adjust accordingly to different situations, and be whatever is called for in the moment. Leaders and Followers feed off of each
Küpers, W. (2007). Perspectives on Integrating Leadership and Followership. Retrieved 4 22, 2014, from International Journal of Leadership Studies: http://www.regent.edu/acad/global/publications/ijls/new/vol2iss3/kupers/kupers.htm
Effectiveness of organizations depends on various factors. Nonetheless, it is firmly believed, by most practitioners and behavioural scientists, that leadership is a phenomenon which is crucial in achieving this goal (Yukl, 2013). As leadership is contextually bound, it cannot be completely understood from a single perspective. There are other elements that must be considered in order to do so, such as: the leader, the follower, the context and the interactions among them (Rumsey, 2013). The topic is even more fascinating in regards to the fact that most individuals are in some way a leader, a follower, or both. Despite the fact that most of these relationships go without particular notice, others have tremendous influence on the today’s world.
Kellerman’s theories examine followers not as subordinates, but as co-participants in leadership (Ekundayo, Damhoeri, & Ekundayo, 2010). Thus she focuses as much on the followers as the leadership it is trying to unlock. She sees followers as defined by their level of engagement extending from isolationists to diehards (Kellerman, 2007). By defining these followers, according to Kellerman, leaders can quickly determine the nature of the leader-follower relationship. This provides leaders with information on how much or little their followers are invested in the organization they are involved.
Hinojosa, A. S., Davis McCauley, K., Randolph-Seng, B., & Gardner, W. L. (2014). Leader and follower attachment styles: Implications for authentic leader–follower relationships. The Leadership Quarterly, 25(3), 595–610. doi:10.1016/j.leaqua.2013.12.002
Ivey Business Journal. (n.d.). Followership: the other side of leadership. Retrieved January 14, 2014 from http:iveybusinessjournal.com/topics/leadership/leadership/followership-the-other-side-of-leadership#.UtbFeaFMHIU
Leaders are the individuals who help to create options and opportunities. They help in identifying the choices and solve the problems. They build commitment and coalitions. Leaders do this by inspiring others and working along with them to construct the shared vision of the possibilities and commitments of a better group, organization or community. They engage the followers in such a way that most of the followers become leaders in their own right. The variety of demands of an increasingly complex world very often require that leadership be shared by most of the members of an organization, in appropriate ways for different situations. A leader is the on...
Presently many of us have learned that managers are primarily administrators who have learned to write business plans, utilize their resources and keep track of progress. We must learn that we are not limited by job title, and that means we can utilize our management skills in any position that we are in. We must also know that we can use our leadership skills in the same situations. On the other hand we have also learned that leaders are people who have an impact on those that surround them. The main difference that separates these two roles is that management is a function that must be utilized in any type of business, and leadership is the relationship that the leader has with his followers, which in turn can motivate and energize the organization.
This theory shapes followers into future leaders by providing them a freedom to control their behavior, elevates followers’ concerns from physical to psychological needs, and inspires subordinates to consider a group rather than self-interests and communicates designed outcomes to let subordinates perceive changes as wealth while. Transforming leadership has an elevating effect on both sides, leader and the led, because it improves the level of conduct and human interaction.
Growing up I have always taken on leadership roles. I was always the organizers of group projects and was team captain of my club and high school soccer team for several years. This past experience with leadership roles has lead to me developing several of valuable traits associated with leadership. For example, I have strong communication and problem solving skills, which have helped me in my past leadership positions and will continue to be an asset in the future. Although I have had experience in leadership roles in the past, I learned through this reading that there is room for a considerable amount of growth. One thing that was a valuable lesson for me was that leaders must be followed as well as follow others at times. I have always took control of situations and tried to lead others, but now I realize that sometimes even leaders need to take a back seat and let their followers take some control. I will employ this in the future in the clinical setting to ensure that all of my subordinates or colleagues feel they have control and power over the decisions being made. This is definitely an area I intend to grow in and utilize in the future to enhance my leadership abilities. In addition, another lesson that I will put into practice in the future is building meaningful relationships with my colleagues. As a
...process. Strong leaders seek the input of others in their organization, and strong followers seek to contribute whenever possible and appropriate.
Followership is an important concept for leaders to understand because without a solid base of followers, a leader is nothing. Followers are people who support and obey the wishes of a leader. Even if an organization has the greatest leader in the history of leaders, the organization can still fail without the development of its members. Followers are the individuals who make the organization function. Identifying and improving their skills will help bolster the organization. The continuing push for efficiency in all aspects of business is another valuable aspect of the importance of followership (Kelley). When people work together more efficiently, it saves time and m...
When in a leadership role, it is important to consider both the task and relationship aspects of a situation. Both of these aspects are essential in order to achieve the goal successfully. Task aspects are more or less directly related to achieving the end goal. It incorporates the actions required from a leader’s followers in order to achieve the desired results. It is much more geared towards performance than the relationship aspects are. Looking at the relationship side of leadership, it focuses more so on the followers and their well-being. A leader who is more relationship oriented will spend more time talking to their followers and trying to understand how to motivate them. They try to make more of a personal connection than task-oriented leaders do.