Even though hundreds of books a year are published on the subject of leadership, very little is published on followership. Five out of a total of ten books on being a follower have been published in the last three years. It is my opinion that these books will continue to be published in greater frequency. An emphasis on followership is increasing because our culture presents conflicting values within the workplace. In the mid-1990s the Marine Corps realized that young men and women in recruit training were having problems following orders of Drill Instructors. The problem was conflicting values, which led to leader-follower conflict. The solution was more education on ethics and how to follow.
There is responsibility on leaders and followers in order to have a working relationship in accomplishing the objective successfully.
Once I was having a problem with a senior leader who was giving me hell. After lamenting to a colleague, he said, "Tom, its all in relationships." Another said, "Pray for him." I worked on that relationship with my senior leader and prayed for him. He didn't change. However, the Lord changed me. Being a good follower is essential in order to be an authentic leader. Some characteristics of being a good follower are:
· Do what you are told to do. Even though we may not understand the ‘why’ of an assignment, we have a duty to obey, unless it is illegal or unethical. Organizational rules are in place to provide order and structure for all equally. Obedience to following orders allow for discipline to be effective in the organization.
· Be honest and open with you leader. Leadership research by Jim Kouzes and Barry Posner says that leaders most desire honesty in their followers and followers most desire honesty in their leaders. Followers have a place in the success of the organization. Leaders need honest input. Speak up and give you’re your point of view.
· Maintain integrity in the relationship with the leader. Giving into a leader who’s ethics are questionable without questioning is blind obedience. Being blindly obedient to further your relationship and career comes with a price. You are still morally accountable. Know the boundaries between you and the leader.
· Praise colleagues on their character traits rather than criticize. Keep talk and discussions with other followers and even with leaders professional. Talking negatively or gossiping about others diminishes the speaker and damages relationships, which reduces productivity. Some leaders have banned gossip in their organization because it is destructive to good order and discipline.
· Be a collaborator and team player. Learn to work across disciplines and diverse backgrounds. Recognize that everyone has value, worth, and a contribution to make. If you are on a high performance team, be aware of elitism creeping in. Reach out to others for help and give credit.
· Never take a problem to a leader without a reasonable solution. Even if it is not entirely accepted, your input will contribute to the resolution.
· Resolve problems between you and a fellow follower or leader. If it can’t be resolved, then take it to the next person in the line of authority. Taking the conflict to others exacerbates and spreads the problem.
· Be creative. If you just wait for an assignment or for whatever work is handed to you, you will most likely be the first to go in a cutback. Leaders like proactive and new ideas for improvements and cost saving from followers.
· Learn to work for the intrinsic value rather than just for extrinsic values. Extrinsic value is awards and recognition, which can be nice. However, if one only seeks the tangible assets they may never find satisfaction in their work. Intrinsic value is receiving personal reward in one’s own actions by making a difference in others’ lives, the organization, and the community. Catching and following the leader’s vision provides satisfaction and reinforces one’s work ethic. Intrinsic value is leading from the heart and not out of narcissism or egoism.
· Be of courage. A willingness to take a stand for what is right earns respect with leaders and other followers. If a leader doesn’t respect your bold actions on ethical grounds, perhaps you will need to find another job. There is no courage without costs. There is no hope without courage.
With competing values in our multicultural society, the need for research and education on followership is becoming more important in order to establish values shared by all in the organization. Leadership is promoted as the ultimate of what all should aspire to. All leaders have to follow someone. Being a good follower prepares us to take the reins of leadership responsibilities. As good followers, the valuable lessons from experience of mistakes, failures, dysfunctional relationships, etc. shape our outlook in leading others.
What characteristics of being a follower have you learned?
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As a follower, all the above approaches apply but I must admit that some are more difficult to apply than others. For instance, the first point talks about doing what one is told to do and the second talks about being honest and open with your leader. I find these two points to be conflicting at times because I have been in situations where being honest with my leader would simply mean not doing what I am told to do especially if I do not agree with what i am being told. In such a case it becomes hard as a follower to be honest, instead it is easier to pretend that one is okay with the leader's requests and obey. What would be the best approach when one is in such a situation?
ReplyDeleteSylvia B.
I am in a Leadership program and I think the biggest problem within the program is that we are creating leaders and not teaching them how to follow. The Board of Directors is made up of some of the area's brightest leaders, but so often do I find that they do not know how to follow. They do not know how to be on a committee - they all want to chair one. They all want their name on the top. I am going to send this article to the chairman and suggest that we spend a day on followership. I think this is a very important part of being a leader. Like you stated, even leaders have to follow someone. -Sarah C.
ReplyDeleteThanks for your question. The first two points are not mutually exclusive, as you have noted. As a follower, one has a duty to do what one is told in order to collectively contribute to the mission of the organization. At the same time, one has a duty to be honest with leaders if one feels there are ethical or legal issues, if there is a better way, or if there are unreasonable costs. An authentic leader should be open to both opposing views and open to people who have suggestions. If the environment is strictly the leader issuing order for others to follow without question, then your choices are to do exactly as they say or to leave. However, it is important that you not allow your leader to place you in an ethically compromising position. If you feel you are, then document your discussion for future reference. I have at times sent emails restating my understanding of what is expected of me. The emails helped to clarify what was said and how it appeared in writing. In order to question a leader's decision, you should ask for clarification of the assignment and for reasonable discussion of the unintended consequences of the action. Authentic leaders appreciate followers who have the courage to point out the vulnerabilities. The relationship between leaders and followers for openness and honesty has to be developed and sustained through mutual efforts.
ReplyDeleteUntil this course and reading the Northhouse and Nye literature, I had not really thought about the importance of being a follower. Much like Sarah noted above, the value of being a leader is so often cited. However, as I think about it now, leaders provide visions, but often it is the followers who achieve the goals and get the work done.
ReplyDeleteI agree that we will see much more literature and work in this area in the future. Maybe this has to do with our own society. As a democracy, we stress the importance of each individual. But our importance dependes on our ability to be good followers, which is why this is such a key area of study for the current times.
In addition, I see followship as a part of the training process for leadership. Understanding how we can be better followers allows us to understand how we can better work with followers as leaders and how leaders should treat their followers.
The points you mention raise some interesting questions about the importance of being a follower. Like many others, I have never really considered this importance, as it has always seemed natural to let the weight of any repercussions fall on the shoulder of the leader; however, I am beginning to see that followership is just as important as leadership. I suppose both are distinctly important in their own respects, but I think that the most successful leaders will be the ones that are able to prove to their followers the importance of followership, and have them carry it out effectively when pursuing certain objectives.
ReplyDeleteJarrett M.