Talking about work matters inappropriately is at best unhelpful and more likely harmful. Everybody who works at an enterprise has a duty of care; indiscretion is not care, it is careless. This is a worldly attitude, but it has no place in the church. I developed a reputation as somebody you could trust. These shifts mirror similar shifts in business and industry. Critical thinking involves going beyond collecting information or observing activities passively. This approach demands that leaders recognize and fulfill their responsibilities in developing specific follower attributes or competencies within their subordinates.
Asked how one could become a decision maker, Dwight D. Followers dominate all organizations, but a preoccupation with leaders hinders the consideration of the importance of followers and the relationship between followers and leaders. A sign of poor leadership is blaming followers for not having skills they do not have. They may become obstinate; refusing to listen to an idea or frame and choosing to sacrifice the partnership to fulfill their personal vision. Try to find common ground, and in the end, you will be left with points that did not get resolved, document those and give a copy to your opponent. First, future research should focus on the development of theory about the role of relational self-construal in the leadership process.
These dimensions allow us to characterize additional follower types table 2. The extent to which the whistle blower is protected and safe after information is leaked to the public or the relevant authority remains unknown. The follower owes the leader an honest and forthright assessment of what the leader is trying to achieve and how. From time to time, it takes real courage to be a good follower. The main point of this passage is to explain what good followership looks like. Kelley suggests that this follower possesses several essential qualities: self-management, commitment, competence master skills and focus, and courage credibility and honesty. If learning both roles is something that is important to you, or if you are just trying to get better at your dominant, try thinking about the attributes of that role rather than trying to learn simply the technique.
That not only takes much more time than conventional training programs, it also requires an individualized approach. There is no such thing as a bad worker who is a good follower. The book includes chapters on the topics of: leadership theory, followership theory, preparation for the job, understanding what is required for the job, communication, initiative, positive attitude, responsibility, problem solving, and teamwork. Most importantly for further study, we established the need for Air Force mentoring—the vehicle by which our service can pass on its culture to new generations. So the question becomes, How do we develop such individuals? At the same time allow your opponents to save face, concede the small points and invite criticism. The identified follower competencies help leaders focus their mentoring efforts. A mentoring culture is necessary to pass on the obvious and subtle values, priorities, behaviors, and traditions in an organization.
I'm so proud and humbled to be in Grace's church family. No one disputes that good judgement is critical to being a good leader. But the less empathetic individual is not a lost cause because mentoring by senior leaders can enhance areas that need improvement. Conclusion We have explored followership, the one common denominator we all share as members of our culture, by briefly examining plausible competencies germane to effective following. And, when those who were once in a position of being a follower begin to lead the real leadership skills of the people in senior leadership are tested.
We know that bad leaders can come among us, disrupt the positive direction of the church, and cause division and strife in their lack of spiritual maturity. Certainly, the most important check is the ongoing evaluation the boss makes throughout the developmental relationship with each follower. More than any other measurable attribute, this phenomenon clarifies the interactive nature of the leader-follower relationship. Some pastors, I know, feel threatened by other preachers. Are the suggestions well thought out? Give the person a day to think it over. Instead, commissioning sources, college business programs, executive seminars, and professional military education curricula focus on developing leaders. Finally, a third study replicates the findings in a different sector using a sample of 314 travel agents in 127 travel agencies and their leaders.
Such thought may actually hasten your trip to the leadership position you actually want. In this vein, one of the coauthors of this article tells an interesting story. By training his immediate subordinates this way, he taught them his level of expectation or a level of competence for which they could strive. The other side to leading only followers — when people with the propensity and desire to lead are stifled from realizing their full potential as a leader — they will eventually either leave the organization or cause problems within the organization. Reduced resources and company downsizing have reduced the number of managers and increased their span of control, which in turn leaves followers to pick up many of the functions traditionally performed by leaders. It takes equal patience and skill to give the control of the situation to another party as it does to be the team lead.
Rather than listening and interpreting from their partner, they seek to take over and create their own dance — independent of direction. Developing dynamic followership is a discipline. The key is having the judgement to know the difference between a directive that your leader gives on how to proceed that you do not agree with and a directive that is truly wrong. In my experience, the hardest part of learning the opposite role is switching your brain to the opposite way of thinking. Curphy, Leadership: Enhancing the Lessons of Experience, 3rd ed. A reformulated 1996 path-goal theory of work unit leadership is presented.
The book includes chapters on the topics of: leadership theory, followership theory, preparation for the job, understanding what is required for the job, communication, initiative, positive attitude, responsibility, problem solving, and teamwork. After you have completed this activity with major areas of disagreement find something to agree with in each of the areas, however, small that may be. Looking more closely into, say, empathy, one finds specific competencies: understanding others, developing others, acquiring service orientation, leveraging diversity, and cultivating political awareness. A dynamic followership program should produce individuals who, when the moment arrives, seamlessly transition to lead effectively while simultaneously fulfilling their follower roles in support of their superiors. I believe if people have a willing heart and are doing it for the right purpose to bring others to know Christ or to serve others where they are being Christ-like , then let them go with prayer.