Effective Followers
Are you working in a company or law firm where followers properly manage their power? Do senior team members help the CEO or Managing Partner to be a better leader? Does your company or law firm have leader-follower relationships that built on mutual trust and respect?
One of the most powerful questions one can ask is “Does our company culture encourage followers to give necessary feedback to leaders at the top?” Emotionally intelligent and socially intelligent followers encourage creating collaborative work relationships with leaders where ongoing feedback is required.
Do followers in your organization feel empowered to manage their boss? Are you Are you able to create a socially intelligent workplace where leaders and followers are energized by developing trusting leader-follower relationships?
Five Followership Patterns
Robert E. Kelley, in his landmark article for the Harvard Business Review “In Praise of Followers” (1988), describes the behaviors that lead to effective followership. He defines two dimensions that underlie effective followership: the degree to which a person exercises independent, critical thinking, and the degree of active or passive participation. He describes five followership patterns.
Sheep, as Kelley calls them, are passive and uncritical. These followers lack initiative and a sense of responsibility. They perform the required task and then stop.
Yes People appear livelier but are equally un-enterprising. They depend on the leader for inspiration and can be aggressively deferential, even servile. Some leaders like them and can even form alliances with them that can stifle creativity and energy.
Alienated Followers are critical and independent thinkers but take a passive stance. They are cynical but perform with disgruntled acquiescence. They seldom actively oppose or speak up.
Survivors are those followers who go along with the leaders, usually because they believe “it is better to be safe than sorry.” They are adept at surviving change.
Effective Followers perform with energy and assertiveness. They are critical, independent thinkers and will proactively challenge decisions. They are risk-takers and problem solvers. They can usually work without strong leadership
Working with a seasoned executive coach trained in emotional intelligence and incorporating leadership assessments such as the Bar-On EQ-i and CPI 260 can help you become an inspiring leader and or a valuable follower. You can become a leader or follower who models emotional intelligence and social intelligence, and who inspires people to become happily engaged and aligned with the vision and mission of your company or law firm.
I am currently accepting new executive coaching and career coaching clients. I work with both individuals and organizations. Call 415-546-1252 or send an inquiry e-mail to mbrusman@workingresources.com.
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