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What is followership? The study of followership concerns itself with the role a leader plays in understanding who their followers are and how best to lead them. At the same time, it also helps leaders understand how to be better followers themselves.
The flip side of leadership is followership. It stands to reason that if leadership is important to performance, followership must have something to do with it too. But curiously, followership gets only a small fraction of the airtime that leadership does.
Learning how to be a good follower can contribute to your teamwork skills and provide a useful perspective for future leadership opportunities. In this article, we explain the concept and value of followership in the workplace and share some of the top qualities of effective followers.
Followership, as defined by Hurwitz (2008), is “accepting or enabling [italics original] the goal achievement of one's leader” (p. 11).
A follower is defined as a person who adopts the leader's objectives either temporally (e.g. directions) or structurally (authority of a parent, manager, etc.) and who freely accepts this influence from the leader.
Thinking of leadership in terms of the ‘leadership triad’—leadership, management and followership—helps individuals work more effectively in groups, teams and organisations. No one leads all the time and most of us are in a follower relationship with someone senior to us in the organisation.
Followership means being responsible and taking action when it comes to what you do in life and work. Being a follower is not a science; it is an art. However, leaders only arise when there are followers committed to achieving a universal goal.
This groundbreaking volume provides the first sweeping view of followers in relation to their leaders, deliberately departing from the leader-centric approach that dominates our thinking about leadership and management.
In the current study, we propose that followership is a necessary component of the shared leadership model and investigate the dyadic interplay between leadership and followership in leaderless project teams (i.e., teams without a formally appointed leader).
Currently, followership is an emerging field of study explaining the behavioral, relational, cognitive and constructionist perspectives of followers. On the other hand, nearly no organizational phenomenon has altered as much attention as organizational change. It appears as one of the fascinating and nearly eroticizing inducements for business ...