Mesa Public Safety
Communications
February 2, 2011
Analyze theories of Effective Followership and
Partnering
Classify followers in terms of
Quality of Thinking
Active/Passive
Performance Initiative
Relationship Initiative
Explain how followers can become leaders by
Leading Up and how leaders can develop followers to become leaders
Followership is the relationship between subordinate and leader that elicits a response
(behavior) from the subordinate
Followership has only been studied as a discipline for about three decades – but it’s important
The role of followers has evolved followers listen to peers more than leaders
Increasingly, followers will act on their own (a movement) when leaders fail to act
Everyone is a follower – good leaders must know how to follow
The role of follower has changed; therefore, the way leaders viewed and valued followers had to change
Followers will act on their own (a movement) when leaders fail to act as they think they should
A leader without a follower is just out there
It’s only when the first follower is convinced to come in that there is a leader
A person with a goal who partners with a follower is a leader with credibility
When enough followers follow, there is a tipping point
At some point, if you don’t participate, you are outgrouped
New followers follow followers and not the leader.
Everyone is a follower – good leaders must know how to follow
About 80% of leader task-time is spent following
We spend so much time following that it is about time we thought about being good at it
Divided into two dimensions
How do they think? (Range = Independent/Critical –
Dependent/Uncritical)
How much are they engaged? (Range = Active to
Passive)
Not engaged in workflow, but critical thinkers
15 – 25% of workers
Festering sores – point out negative, no positive
Cynical
Do not try as hard as they could
Do it “If I have to…”
Self-described mavericks, just saying what others will not
Many former exemplary but disgruntled
Yes people.
15 – 25% of workers
Carry out orders without question (can be bad – consider
Nazi movement, Lt. William Calley Vietnam massacre)
Very engaged
20-30% of conformists are conflict avoiders
Conformists can be made exemplary by thinking critically
Eh, not committed, but won’t make waves
25-35% of workforce
Do not like to stick out, mediocre performers, survivors
Fence riders, positive with one group, negative with another, political
Self-interested, not willing to take risk
Rather stick with the rules than the spirit of the rules
Avoiding failure more important than risking to succeed
Low engagement, uncritical thinkers
5-10% of workforce
Share no characteristics of exemplary followers
Sheep – look to leader for all thinking
No or low enthusiasm
No or low initiative
Seen as lazy, unmotivated or incompetent, but many just use as a coping mechanism for supervisors who expect
To improve, they need to change both dimensions or leave
Sheep as Followers:
Strong instinct to follow the sheep in front of them
When one sheep decides to go somewhere, the rest of the flock usually follows
…even if it is not a good
"decision."
Leadersheep
Highly intelligent animals that have the ability and instinct to lead a flock home during difficult conditions
Exceptional ability to sense danger.
High engagement, critical thinkers, independent
Innovative, self-leaders
Consistent
Creative
Willing to stand up to superiors, loyal no-man
Devil’s advocate, asks unthought of questions
But, they do get along with others
They want the best for the organization and seek it
The most effective leader/follower relationships feel like partnerships
(Potter,
Rosenbach & Pittman 1996)
Shared goals
Assumptions
Workers do not intend to fail; will do at least enough to keep their jobs
Leaders do not intend to alienate their followers
Followers divided into two dimensions:
Performance Initiative ( commitment to performance )
Relationaship Initiative ( commitment to develop relationships )
Politician – Pays more attention to relationships than performance – the buddy sergeant (high relationship/low performance)
Partner – Values relationships and performance – will use relationships to further performance
(similar to exemplary follower)
Subordinate – does what they are told; similar to passive follower (passive follower)
Valued Contributor – works hard, quality work, but not as sensitive to relationships in the workplace
(low relationship/high performance)
Best ships had followers who functioned as a group
Cohesion - high interaction between followers; tolerance for differences, mutual respect
Below average teams had less mutual support, communication and coordination
Supporting top leadership
Initiative (Leading Up)
Taking personal responsibility for team performance
Upward Leadership
Leaders need guidance from the ranks
Filling the void between your subordinates and leader when there is a gap
Proactive questioning
Telling the truth, even when it’s painful
Understanding the fate of your superior depends on your actions, as yours depends on your subordinates’ actions
Do what is needed without having to be asked
Anticipate your leader’s needs
Build that capacity in your own subordinates
Keep superiors well informed
Persuade your boss when you see a better path
Step up in moments where you can make a difference – especially if your boss doesn’t see the opportunity and the risks are great in missing it
Serve each superior as if he/she were the only, but be clear about what you have communicated to each
Press your boss for elaboration, and step into the gap is the leadership is wavering
Build the foundation to allow your leader to implement policies
Convey intents downwards and interests upwards