Chapter 7: Followership (Leadership)
Conformist
A follower who participates actively in the organization but does not use critical thinking skills in his or her task behavior.
Courage to Serve
An effective follower discerns the needs of the organization and actively seeks to serve those needs. A follower can provide strength to the leader by supporting the leader and by contributing to the organization in areas that complement the leader's position.
The motivation to stay up to date
Bosses want followers to know what is happening in the organization's industry or field of endeavor. In addition, they want people to understand their customers, their competition, and how changes in technology or world events might affect the organization.
willingness to collaborate
Each follower is a part of the leader's larger system and should realize that his or her actions affect the whole.
The courage to challenge
Effective followers do not sacrifice their personal integrity or the good of the organization in order to maintain harmony. If a leader's actions and decisions contradict the best interests of the organization, effective followers take a stand.
Courage to Participate in Transformation
Effective followers view the struggle of corporate change and transformation as a mutual experience shared by all members of the organization. When an organization undergoes a difficult transformation, effective followers support the leader and the organization.
uncritical thinking
Failing to consider the possibilities beyond what one is told; accepting the leader's ideas without thinking.
A Make-it-happen attitude
Leaders don't want excuses, they want results. A leader's job becomes smoother when he or she has followers who are positive and self-motivated, who can get things done, who accept responsibility, and who excel at required tasks.
The passion to drive your own growth
Leaders want followers who seek to enhance their own growth and development rather than depending solely on the leader to do it. Anything that exposes an individual to new people and ideas can enhance personal and professional development.
Methods of Feedback
Make it Timely Focus on the performance, not the person Make it Specific Focus on the desired future, not the past.
The courage to leave
Sometimes, organizational or personal changes create a situation in which a follower must withdraw from a particular leader - follower relationship. If followers are faced with a leader or an organization unwilling to make necessary changes, it is time to take their support elsewhere.
Courage to Assume Responsibility
The effective follower feels a sense of personal responsibility and ownership in the organization and its mission. Thus, the follower assumes responsibility for his or her own behavior and its impact on the organization.
Feedback
Using evaluation and communication to help individuals and the organization learn and improve.
Position Sources
Visible position Flow of information Central location Network of relationships
Effective Follower
a critical, independent thinker who actively participates in the organization
Pragmatic Survivor
a follower who has qualities of all four extremes (alienated, effective, passive, conformist), depending on which style fits with the prevalent situation
Leadership coaching
a method of directing or facilitating a follower with the aim of improving specific skills or achieving a specific development goal
passive follower
a person in an organization who exhibits neither critical, independent thinking nor active participation
alienated follower
a person who is an independent, critical thinker but is passive in the organization
Managing Up
consciously and deliberately developing a meaningful, task-related, mutually respectful relationship with your direct superiors
Personal Sources
knowledge, skills, expertise, effort, persuasion
Critical Thinking
thinking independently and being mindful of the effect of one's behavior and other people's behavior on achieving the organization's vision
