Being An Effective Follower

Full Answer Section

• Commitment: I am usually very committed to goals I believe in. If I understand the rationale and value of an objective, whether it's a project outcome or a shared community goal, I invest my time and effort wholeheartedly. For instance, during a community clean-up initiative, I consistently showed up, actively participated, and even took the initiative to organize specific tasks for our group.
• Competence: I strive to develop a high level of competence in areas I am involved in. I actively seek feedback, learn from my mistakes, and dedicate time to improving my skills. For example, when learning a new software for a volunteer role, I spent extra hours practicing and seeking tutorials to ensure I could contribute effectively.
• Credibility and Ethics: I place a high value on honesty and ethical behavior in my interactions and work. I aim to be reliable, transparent, and accountable for my actions. For example, if I make a mistake, I own up to it and work to rectify it.

However, there are instances where my effectiveness as a follower could be improved. Sometimes, while committed, I might not always proactively seek to fully understand the overarching organizational strategy beyond my immediate tasks. Additionally, while I value my competence, I could be more assertive in sharing my expertise or challenging assumptions when I see potential issues.

Strengths and Weaknesses in Followership:

Strengths:

• Strong Self-Management: I am generally good at taking initiative and working independently.
• High Commitment to Believed Goals: I am dedicated and invested when I align with the objectives.
• Developing Competence: I am proactive in learning and improving my skills.
• Ethical and Credible: I strive for honesty and reliability in my actions.

Weaknesses/Shortcomings:

• Occasional Lack of Proactive Strategic Engagement: I can sometimes focus too narrowly on my tasks without fully engaging with the broader organizational strategy.
• Hesitancy in Asserting Expertise/Challenging Assumptions: I can sometimes be hesitant to voice my expert opinion or respectfully challenge established ideas, potentially missing opportunities for improvement.

Actions to Improve Followership Skills:

• Cultivate Strategic Thinking: I will consciously make an effort to understand the broader organizational goals and how my work contributes to them. This involves actively seeking information and asking clarifying questions.
• Practice Constructive Dissent: I will work on respectfully voicing my opinions and concerns when I believe they can contribute to better outcomes, framing them as suggestions for improvement rather than criticisms.
• Seek More Feedback: I will proactively solicit feedback not just on my task performance but also on my engagement as a team member and follower.
• Enhance Communication Skills: I will focus on improving my communication to ensure my contributions and concerns are articulated clearly and effectively.

Translation of Effective Followership to Effective Leadership:

Being an effective follower cultivates many of the foundational skills and perspectives necessary for effective leadership. Here's how:

• Understanding Organizational Goals: Committed followers who align their efforts with organizational objectives develop a deep understanding of what drives success. This understanding is crucial for leaders in setting strategic direction.
• Valuing Competence: Effective followers appreciate expertise and strive for mastery. This translates to leaders who value competence in their teams and foster a culture of continuous learning and development.
• Practicing Self-Management: Leaders who have been effective followers understand the importance of autonomy and empowerment. They are more likely to trust their team members and delegate effectively.
• Demonstrating Credibility and Ethics: Followers who act with integrity build trust. Leaders who embody these qualities foster ethical organizational cultures and inspire confidence.

The "followers" empower or enable the leader's behaviors (for good or bad):

This is a crucial point. Followers are not passive recipients of leadership; their actions significantly influence a leader's behavior:

• Empowering Good Leadership: When followers are self-managed, committed, competent, and ethical, they empower leaders to focus on strategic vision, innovation, and higher-level decision-making. Trustworthy and capable followers free leaders from micromanagement and allow them to delegate with confidence. Their proactive engagement and constructive feedback can also guide and refine a leader's approach.
• Enabling Bad Leadership: Conversely, disengaged, incompetent, or unethical followers can enable negative leadership behaviors. For instance, if followers are unwilling to voice dissent or challenge questionable decisions, they can allow a leader's flawed ideas to proceed unchecked. A lack of accountability among followers can also contribute to a leader's poor ethical conduct. Fear of reprisal or a culture of blind obedience can silence effective followers and empower ineffective or even toxic leadership.

Recommendations for Leaders to Better Empower and Support Followers:

To cultivate effective followership and empower their teams, leaders should:

• Clearly Articulate Vision and Goals: Ensure followers understand the "why" behind their work and how it contributes to the overall mission. This fosters commitment and a sense of purpose.
• Foster Open Communication and Feedback: Create a culture where followers feel safe to share their ideas, concerns, and constructive criticism without fear of reprisal. Actively solicit and value their input.
• Delegate Autonomy and Trust: Empower followers by giving them ownership of their work and the authority to make decisions within their areas of responsibility. Trust fosters self-management and encourages initiative.
• Invest in Training and Development: Support followers in developing their competence and mastery of their skills. Provide opportunities for learning and growth.
• Recognize and Reward Contributions: Acknowledge and appreciate the efforts and achievements of their followers. Recognition reinforces positive behaviors and fosters commitment.
• Lead by Example (Credibility and Ethics): Leaders must model the ethical behavior and integrity they expect from their followers. Their actions speak louder than words.
• Create a Culture of Psychological Safety: Ensure followers feel comfortable taking risks, making mistakes, and learning from them without fear of blame or punishment. This encourages proactive problem-solving.
• Actively Listen and Value Diverse Perspectives: Recognize that followers often have valuable insights from the front lines of the organization. Leaders should actively listen to and consider these perspectives.
• Provide Regular Coaching and Mentorship: Support followers in their professional development through coaching and mentorship, helping them grow in their roles and prepare for future leadership opportunities.

By implementing these recommendations, leaders can cultivate a team of engaged, competent, and committed followers who not only contribute effectively to organizational goals but also play an active role in shaping positive and effective leadership.

Sample Answer

The Power of Followership: A Self-Assessment

Robert Kelley's (1992) framework in The Power of Followership provides a valuable lens through which to understand the active and crucial role that followers play in organizational success. Effective followership, according to Kelley, is not passive obedience but rather an engaged and responsible partnership with leaders. It entails four key qualities:

• Self-Management: Effective followers take initiative, think independently, and are capable of managing their own work and performance without constant oversight. They are proactive problem-solvers and don't require excessive direction.
• Commitment: They are deeply invested in the organization's mission and goals, aligning their efforts with the broader objectives and demonstrating a strong sense of ownership.
• Competence: Effective followers are highly skilled and knowledgeable in their respective roles. They continuously strive for mastery and contribute valuable expertise to the team.
• Credibility and Ethics: They operate with integrity, honesty, and a strong ethical compass. Their actions and decisions are trustworthy, building confidence within the team and the organization.

My Effectiveness as a Follower:

Reflecting on Kelley's qualities and my own experiences, particularly within academic group projects, volunteer initiatives, and even within my family structure, I see myself as leaning towards being an effective follower, though with areas for growth.

• Self-Management: I generally believe I am self-managed. In group projects, for instance, I tend to take ownership of my assigned tasks, proactively seek information, and strive to meet deadlines without needing constant reminders. For example, in a recent university project, I independently researched my section, developed the content, and integrated it with the team's work, only seeking input at key milestones.