In other words, leadership is a process that emerges from a relationship between leaders and followers who are bound together by their understanding that they are members of the same social group. | R. E. Kelley in his work “ In Praise of Followers” describes how they are measured along two dimensions: 1) Active vs. As such, they exhibit leadership in their actions and behaviors that impact other team players while providing the motivation that improves everyone’s performance. The login page will open in a new tab. In short, leaders need to be seen as “one of us” (not “one of them”) and as “doing it for us” (not only for themselves or, worse, for “them”). They model – walk the talk – the values of the organization, never taking short-cuts, compromising personal or team integrity. We expect our leaders to provide motivation, direction, and influence. His research focuses on the study of group and identity processes in social, organizational and clinical contexts. In contrast, those who stand outside the group appear to be most attuned to a candidate’s correspondence to generic ideas of what a leader should look like. It takes both the leader and the follower working together in a dynamic relationship, each one clearly executing on the critical role they have in the relationship, to accomplish effective leadership. Positive Culture Leads To Organizational Success, Leaders Need Great Followers - 6 Roles of Great Followers, https://EzineArticles.com/expert/Angela_Chammas/309823, http://ezinearticles.com/?Leaders-Need-Great-Followers---6-Roles-of-Great-Followers&id=4008212. A sign of poor leadership is blaming followers for not having skills they do not have. Role of a follower. Instead of seeking to stand out from their peers, they may be better served by ensuring that they are seen to be a good follower — as someone who is willing to work within the group and on its behalf. The truth is leaders and followers are not separate entities; instead, they come together to form a dynamic relationship. In other words, leaders not only provide support to those that follow them but followers in return are needed to support the leader in their quest to achieve success. This perspective identifies a major flaw in the usual advice for aspiring leaders. Alex Haslam is Professor of Psychology and Australian Laureate Fellow at the University of Queensland. This suggests that what good leadership looks like is highly dependent on where evaluators are standing. People will be more effective leaders when their behaviors indicate that they are one of us, that they share our values, concerns and experiences, and are working for us. Harvard Business Publishing is an affiliate of Harvard Business School. One piece of advice may be particularly enticing: if you want to be a successful leader, ensure that you are seen as a leader and not a follower. Organizational leaders need to be aware of not only the accomplishments of their followers, but also to their daily work ethics and habits as they provide leadership to others at their level on the team. Many team members, i.e. The reason for this is that in organizations that eschew democratic processes in their selection of leaders, employees who are seen as leaders (by themselves and by those who have the power to raise them up) may be more likely to be appointed to leadership positions that those who see themselves as followers. Followers today seek inclusion in organizational leadership by exhibiting strong and impressive leadership qualities that positively impacts others in the organization. That's why the statement, "there is no leader in the absence of followers" emphasizes the importance of the role of the follower. The simple reason for this is that, as Warren Bennis has observed, leaders are only ever as effective as their ability to engage followers. by David McCuistion | Feb 28, 2017 | Leadership Skills | 0 comments. Chapter 7 1. Evaluators who are situated within the group, and able to personally experience the capacity of group members to influence one another, appear to recognize the leadership of those who see themselves as followers. More importantly, it is that by seeking to demonstrate their specialness and exceptionalism, aspiring leaders may compromise their very ability to lead. This leads us to the question of "what role do followers have in making the leader successful?" Basic Author It all trickles down until eventually the resource is tapped out, and there’s nothing left. Their role is to help the leaders become effective while remaining true to their own values and essential needs, demonstrating self-management skills, and being effective individual contributors, even in the absence of leadership. More specifically, we examined whether the capacity for recruits to be seen as displaying leadership by their peers was associated with their tendency to see themselves as natural leaders (with the skills and abilities to lead) or as followers (who were more concerned with getting things done than getting their own way). They are proactive in guiding and teaching team members. For this purpose, we tracked recruits’ self-identification as leaders and followers across the course of a physically arduous 32-week infantry training that prepared them for warfare in a range of extreme environments. Are there leader-followers in your organization? It is not just that there is limited evidence that leaders really are exceptional individuals. 5 Articles, By According to Kelley, the five (5) are: What is not seen is the often vitally important leadership of followers as they complete the daily tasks they are assigned to meet organizational visions, mission and goals. Without followership, leadership is nothing. Kim Peters is senior lecturer in organizational psychology at the University of Queensland. Angela Chammas. There is no shortage of advice for those who aspire to be effective leaders. Seen this way, perhaps the usual advice for aspiring leaders — “stand out from your peers” — is wrong. While they may not be aware of Servant Leadership practices and principles, followers cheerfully serve the needs of the organization and of those with whom they work. © 2020 EzineArticlesAll Rights Reserved Worldwide, Are You Getting the Most and Paying the Least, COVID-19 Offers Surprising Opportunities for Successful Projects, Today's Leaders: Cometh the Hour, Cometh the Man. David is a retired Naval Officer with extensive leadership and management experience including Officer-in-Charge of a major communication facility, in secondary education teaching leadership, and over five years public speaking on Servant Leadership and organizational development topics. If you have ideas that you feel like sharing that might be helpful to readers, share them in the comments section below. They are aware of the value of establishing strong personal and working relations with everyone. They will assist others when necessary, they will put others first, and they will recognize teammates when that affirmation is due. Leader-Followers thirst for improvement and learning everything they need for their current job and for chances for promotion to increased positions of responsibility. Lesser emphasis is given to followership compared to leadership in organizations. All Rights Reserved. Modern researchers have been busy contributing to the body of knowledge around followership, and as more people engage in the literature, a clearer picture of effective followership is emerging. Please log in again. However, as our Marines data suggest, this elevation of those who seek to distance themselves from their group may actually be a recipe for failure, not success. Together with over 200 co-authors around the world, Alex has written and edited 12 books and published over 200 peer-reviewed articles on these topics. Some of the specific roles and behaviors great followers exhibit that contribute to the success of a leader include the following: Angela Chammas M.Ed., M.S., CPC, is CEO and Managing Principal, for The Chammas Group, LLC, a life and leadership consulting and coaching organization. All of these are roles and others allow the follower to actively contribute to the success and effectiveness of the leader. Fourth, honesty. It doesn’t just mean following directions or blindly accepting everything a leader says. They come to work happy and cheerful, never letting personal issues affect their performance. Just as there are different types of leaders, there are also different types of followers. Therefore, it's important to realize that, as a powerful and great follower, individuals have a great opportunity to directly create a profound effect on leadership success. But there is a problem here. A longitudinal study of 218 Royal Marines recruits completing an arduous 32 week training course suggests that may be the case: the Marines who saw themselves as followers, and were simply focused on getting the work done, were more likely to be recognized as leaders by both peers and commanders. The role of the follower can take on many functions including improving the relationship, resisting improper influence, providing advice and coaching, and challenging flawed plans and policies. Neither of these roles operates in a … https://EzineArticles.com/expert/Angela_Chammas/309823, Business: Management This suggests that what good leadership looks like is highly dependent on where evaluators are standing. As a follower you’re always relying on someone else with whatever you may be striving to do. By the time a leader’s crazy number of followers have tried this new method, the benefits will be minimal. Followers have enormous value to an organization as collaborators with leaders in achieving organizational success. Gone are the days when followers were just reactive, submissive, or passive to the leaders, explains Ira Chaleff in his book The Courageous Follower. To do this, goes the usual advice, you should seek out opportunities to lead, adopt behaviors that people associate with leaders rather than followers (e.g., dominance and confidence), and — above all else — show your exceptionalism relative to your peers. Leaders as Followers. This latter pattern tells us a lot about the dynamics of leadership selection and helps to explain why the people who are chosen as leaders by independent selection panels often fail to deliver when they are in the thick of the group that they actually need to lead. It encourages leaders to fall in love with their own image and to place themselves above and apart from followers.