BY DAY 5 Respond to two or more of your colleagues posts in one or more of the following ways: Ask a clarifying question about your colleagues description of thei
BY DAY 5
Respond to two or more of your colleagues’ posts in one or more of the following ways:
- Ask a clarifying question about your colleague’s description of their effectiveness as a follower.
- Relate one or more of your own suggestions for improving your followership skills to that of your colleague’s. (This could include identifying an additional way that you might improve your own skills based on what your colleague shared.)
- Share an insight you gained from your colleague’s explanation of how effective followership translates to effective leadership or their recommendations for leaders to better empower and support followers.
Return to this Discussion in a few days to read the responses to your initial posting. Note what you have learned or any insights you have gained as a result of the comments your colleagues made.
Samantha Danielle Hodges
Hello everyone,
When it comes to being an effective follower, I've learned through the readings that they are independent thinkers who execute their tasks and duties with motivation and confidence. According to Robert Kelley (1988), effective followers are well-balanced and responsible adults who can succeed without strong leadership. They routinely receive good ratings from peers and several superiors because they are willing to take risks, driven individuals, and self-sufficient problem solvers. Due to my work style and perception of myself as being very independent, I identify as an effective follower. My manager knows I will complete a task quickly and effectively if she gives me a task. I take great pride in my work caliber and dedication to my Human Resources department. I have accomplished a lot despite just being with the company for a year and a half. High-level executives have also given me feedback on several projects I've worked on for my department.
The drawback of being a good follower is that you could be pushed to accept or do things that you don't want to. Additionally, if your leader likes to take control, you might not be able to express your opinions and ideas freely. Occasionally, my manager may email me about something she could have easily done, but I have to remind myself that she was once in my shoes and force me to be optimistic. I concentrate on gaining knowledge and attempting to leave my current position in order to take on a more leadership-oriented one. I put a lot of effort into my work, and my company can tell it, so that motivates me.
Leaders want positive and ambitious followers, who take the initiative, accept accountability, and perform well under pressure. “Leaders have a duty to create a leader–follower relationship that engages the whole person rather than treat followers as passive sheep who should blindly follow orders and support the manager” (Suda, 2013). Followers expect honesty and understanding from their leaders, but they also expect them to be motivational and driven. I would prefer to be guided rather than ruled and would want to work in an environment that encourages people to make their best contribution. Offering a clear sense of direction, delivering honest, constructive criticism, and offering coaching are three ways that leaders can improve the skills and contributions of followers.
BEING AN EFFECTIVE FOLLOWER
· Do you see yourself as an effective follower? Why or why not? Be sure to provide examples.
As a student leader in various class assignments and group activities, I have the makings of a good follower. For instance, I organized team meetings and ensured everyone kept up with their assigned work throughout a semester-long research project. This exhibited my capacity to govern myself and function well without constant supervision. In addition, I constantly work to uphold my commitment to the team's common objectives by supporting and motivating my teammates.
· What are your strengths and weaknesses, or shortcomings, in being an effective follower? What actions can you take to improve your followership skills?
My strengths as a good follower include initiative, responsibility, and command of my professional competencies. I recognize that there is potential for development, particularly in constructively criticizing beliefs. I can sometimes be overly cooperative, which could prevent the team from considering other options. I may practice being honest about my opinions and worries while still respecting other people's viewpoints to improve my followership skills. My development as a follower might also benefit from workshops or classes on effective communication and dispute resolution.
· How can being an effective follower translate to effective leadership? Hint: Your discussion should consider how the “followers” empower or enable the leader’s behaviors (for good or bad).
Effective leadership can, in fact, result from effective followership. As Robert (1992) argued in his book, " The Power of Followership," leaders can delegate responsibilities and concentrate on more strategic facets of their roles when followers show initiative and competence. Building trust with followers enables leaders to make confident decisions, knowing their team is capable and dedicated. For example, during a complex project, my team's efficient followership, with each member assuming responsibility for their work, freed up our leader to build relationships with stakeholders and collect additional resources, ultimately leading to the project's success. On the other hand, if followers lack ethics and fail to confront unethical behavior, ineffective followership can facilitate lousy leadership. Leaders might exploit their followers in certain situations, harming the group. For instance, history has demonstrated occasions where blind obedience to leaders has permitted them to commit atrocities because the followers were unwilling to question immoral orders (Haslam & Reicher, 2017).
· What recommendations would you make for leaders to better empower and support their followers to meet their goals?
Leaders should:
1. Encourage open communication to empower and support followers.
2. Provide resources and development opportunities: Leaders must invest in their followers' growth by providing training, mentorship, and help to improve their skills and knowledge.
3. Recognize and reward achievements: Recognizing followers' efforts and accomplishments creates a pleasant environment and motivates them to perform well.
4. Instill purpose: Explain the organization's goals and how each follower helps. This motivates followers
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