effective leadership lec 3 - followership
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EXECUTIVE LEADERSHIP DEVELOPMENT SERIES EFFECTIVE LEADERSHIP FOLLOWERSHIP LECTURE 3 by Subhas Chandran Faculty of Defence & Management Studies
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP
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FOLLOWERSHIP AND FOLLOWERS
FollowershipRefers to the behavior of followers that results from the leaderfollower influence relationship
FollowerIs a person who is being influenced by a leader
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP*
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP
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FOLLOWERSHIP AND FOLLOWERS
Effective leadership requires effective followersThere are no leaders without followersThe influencing process of leaders and followers is a two-way street, with followers also influencing leaders
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP*
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP
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CHARACTERISTICS OF FOLLOWERS
Characteristics that influence the leadership process:Respect for AuthorityTrusting natureEasily ledInterpersonal TrustDisregard othersSuspicious of others
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP*
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP
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CHARACTERISTICS OF FOLLOWERS
Decline of trust in leaders
Why followers withhold trust:Breakdown of the traditional familyDecline of social structuresLack of shared values and sense of community Self interests over public good
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP*
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP
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CHARACTERISTICS OF FOLLOWERSLeaders need to adjust to followers ideas and expectationsPast leaders:Ruled with authorityForced workers to obeyFired or punished employees
Follower Defensive action:Organized unionsCreated legislation
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP*
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP
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CHARACTERISTICS OF FOLLOWERS
People who are oppressed respond in negative ways:Slowing down productionProducing poor quality workUncooperative
Strike is not an option in the military
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP*
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP
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CHARACTERISTICS OF FOLLOWERS Effective leaders avoid power tactics:Threatening employees is counterproductive
Leaders today:Motivate employeesFunction as facilitatorsBelieve that trust and respect should be earned
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP*
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP
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THE IMPORTANCE OF TRUST
The building of trust in the workplace is critical.
Principles of trust for effective leadership:Deal openly with everyoneConsider all points of view Keep promisesGive responsibility Listen to understand Care about people
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP*
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP
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INTERPERSONAL TRUST SCALE
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP*
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP
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FOLLOWERSHIP TYPESFOLLOWER TYPESSC COPRIGHT 2012 EFFECTIVE LEADERSHIP*PragmaticfollowerEffectivefollowerConformistfollowerAlienatedfollowerPassivefollowerLow CRITICAL THINKING HighHighLow LEVEL OF INVOLVEMENT
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP
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FOLLOWERSHIP TYPES
Alienated FollowersAre low on involvement yet are high on critical thinkingFeel cheated or unappreciatedAre capable but unwilling to participate in developing solutions to problems
Conformist FollowersAre the yes people of the organizationCarry out all orders without considering the consequencesAvoid conflict
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP*
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP
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FOLLOWERSHIP TYPES
Passive FollowersAre neither high on critical thinking nor involvementLook to the leader or others to do all the thinkingRequire constant supervisionNever go beyond the job description
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP*
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP
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FOLLOWERSHIP TYPES
Effective FollowersHigh on critical thinking; involvement and not risk-averse; do not shy from conflictCourage to initiate change and serve the best interest of the organizationTend to function as self-managed team and can be relied upon the relieve the leader of many tasksSC COPRIGHT 2012 EFFECTIVE LEADERSHIP*
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP
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FOLLOWERSHIP TYPES
Pragmatic FollowersHas a little of all four stylesdepending on the prevailing situationPresents an ambiguous image, with positive and negative sidesPositive Side - when an organization is facing difficult times he works the system to get things doneNegative Side action could be seen as playing political games, or adjusting to maximize self-interest
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP*
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP
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BEING A EFFECTIVE FOLLOWER
Offer support to leaderTake initiativePlay counseling and coaching roles to leader when appropriateRaise issues and/or concerns when necessarySeek and encourage honest feedback from the leaderClarify your role and expectationsShow appreciationKeep the leader informedResist inappropriate influence of leader
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP*
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP
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FOLLOWER INFLUENCE FACTORS
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP*LOCUS OF CONTROL EDUCATION & EXPERIENCE POWER POSITIONINFLUENCEFACTORS
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP
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FOLLOWER INFLUENCE
Leaders need to understand that they are not the sole possessors of power and influence in their work place
Some followers may have personal, referent, expert, information, and connection-based sources of power.
The followers power position increases when other employees rely on a particular follower for information, expertise, or simply because of his or her personality.
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP*
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP
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FOLLOWER LOCUS OF CONTROL
Followers with an internal locus of control prefer a work environment that facilitates:Communication with leadersParticipation in decision makingOpportunities to be creative
Such followers prefer a participative style of leadershipFollowers are more likely to be more influential with other followers than those with an external locus of control
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP*
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP
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FOLLOWER EDUCATION & EXPERIENCEFollowers with less education and experience need more guidance, coaching, and feedbackTo improve their performance, inexperienced employees often seek the assistance of experienced employeesTodays workers are far more educated, mobile, diverse, and younger than the workforce of 20 years agoSC COPRIGHT 2012 EFFECTIVE LEADERSHIP*
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP
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FOLLOWER EDUCATION AND EXPERIENCESC COPRIGHT 2012 EFFECTIVE LEADERSHIP*The need for continuing education and training on the job is increasingLeaders have to shift away from the top-down directive style of leading where tasks are highly structured and power tends to be centralizedThey need to move toward a more decentralized, participative style of managing
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP
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LEADER & FOLLOWER DUAL ROLESC COPRIGHT 2012 EFFECTIVE LEADERSHIP*Good leadership is found in highly effective followersA person can be a leader and also a followerThe roles can change back and forth throughout the work daySelf-managed teams require members to alternate between playing leadership and followership rolesTo execute both roles effectively is a challenge, given the role conflicts and ambiguities
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP
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DELEGATIONSC COPRIGHT 2012 EFFECTIVE LEADERSHIP*Is the process of assigning the responsibility and authority for accomplishing objectivesRefers to giving employees new tasksSuccess depends on a managers ability to know what to delegate and what not to delegateThe leader should consider the following:TaskTime requiredFollower characteristics
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP
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BENEFITS OF DELEGATIONSC COPRIGHT 2012 EFFECTIVE LEADERSHIP*
Gives managers more time to perform high-priority tasksGets tasks accomplished and increases productivityEnables leaders to mobilize resources and secure better results than they could have got aloneTrains employees and improves their self-esteemEases the stress and burden on managersEnriches followers jobs
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP
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OBSTACLES TO DELEGATIONSC COPRIGHT 2012 EFFECTIVE LEADERSHIP*
Some managers dont delegate because of:HabitFear - that employees will fail
Successful delegation is based on:
Selecting what task(s) to delegateSelecting who to delegate too
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP
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WHAT TO DELEGATESC COPRIGHT 2012 EFFECTIVE LEADERSHIP*What toDelegateTasks withdevelopmental potentialTechnicalmatters
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WHAT NOT TO DELEGATESC COPRIGHT 2012 EFFECTIVE LEADERSHIP*
What Not ToDelegate
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SC COPRIGHT 2012 EFFECTIVE LEADERSHIP*
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP
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SC COPRIGHT 2012 EFFECTIVE LEADERSHIP*
SC COPRIGHT 2012 EFFECTIVE LEADERSHIP