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NOTE: THE 3RD POST WAS QUESTION ABOUT MY POST WITH YELLOW AND RED COLORS NEED TO ANSWER IT

VERY IMPORTANT TO TAKE CARE OF THE PELEGARISM, AND REFERENCES,ADD A LOT OF TEXT CITATION, AND APA STYLE

1st post (1)
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Followership Typologies and Behavior Selection
Zaleznik’s Typology: Emphasizes dominance/submission and activity/passivity (Northouse, 2022).
Kelley’s Typology: Focuses on critical thinking and engagement levels, resulting in five follower
types (Northouse, 2022).
Chaleff’s Typology: Looks at courage in followers to support or challenge leaders (Northouse, 2022).
Kellerman’s Typology: Defines followers by level of engagement, from lowest (Isolates) to highest
(Diehards) (Northouse, 2022).
let’s focus on Kelley’s “Exemplary” follower. These followers exhibit high critical thinking and high
engagement, taking initiative, and acting independently, contributing significantly to the organization.
Best-Suited Leadership Style
Exemplary followers thrive under leadership styles emphasizing collaboration, empowerment, and
growth.
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Transformational Leadership: This style inspires followers and aligns their efforts with the greater
vision.Exemplary followers are motivated by this greater purpose and their autonomy to innovate
within shared goals.
Servant Leadership: This focuses on leader’s service and development of followers. Exemplary
followers’ initiative is supported while leaders remove obstacles for them to succeed.
Impact on the Organization
Exemplary followers significantly boost organizational performance:
Innovation: Their critical thinking and initiative drive new solutions and improvements.
Proactivity: They address problems independently, lessening managerial burden.
Mentorship: They can develop less-engaged followers, strengthening the overall workforce.
How Leaders Can Develop Followership
Trust-Building: Exemplary followers need trust to exercise autonomy. Leaders demonstrate this by
delegating meaningful tasks and embracing constructive feedback.
Recognition: Publicly acknowledge exemplary followers’ contributions, reinforcing the value of this
behavior.
Development Opportunities: Provide tailored growth opportunities, furthering their skills and aligning
with their drive for self-improvement.
Open Communication: Encourage feedback and ideas from exemplary followers, creating a culture
where initiative is valued.
Addressing Counterproductive Behaviors
Leaders must balance developing followership with addressing counterproductive behaviors
highlighted by sources like Psychology Today:
Micromanagement: Undermines exemplary followers’ need for autonomy.
Favoritism: Breaks down trust and can lead to resentment among other followers.
Poor Communication: Creates ambiguity and hinders follower initiative.
The Leadership-Followership Dynamic
While it’s important to understand how leaders can shape followers, it’s equally crucial to recognize
followers’ agency (as in Forbes article). Great leaders are also, at times, followers – recognizing the
expertise of their team and adapting accordingly.
Let’s continue this discussion! Which follower type do you think is most common in your
experience? Do you agree that a transformational or servant leader is best suited for
exemplary followers?
References
Northouse, P.G. (2022). Leadership: Theory and Practice (9th ed.). Sage.
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Riggio, R.E. (2022, March 13). 5 leader behaviors that are guaranteed to de-motivate
you. Psychology Today.https://www.psychologytoday.com/us/blog/cutting-edge-leadership/202203/5leader-behaviors-are-guaranteed-de-motivate-you
Williams, B. (2021, May 16). When Leaders Need To Be Followers. Forbes.
Respond of 1st post :
2nd post ( 2 )
Defining a follower’s behavior can prove quite complex, given the various factors that
must be considered. According to Wrench, J. S. & Carter, N. (n.d.), based on Chaleff,
followership requires an act of bravery, whereby an individual must undertake two distinct
actions. Firstly, they must demonstrate the courage to support the leader. Secondly, they must
be courageous to question the leader’s actions and policies. Different categories of followership
exist, and among them, the partner follower stands out. This follower presents a stimulating
and motivating presence and typically aligns their actions with the leaders, as they feel
personally invested in them. However, if a partner follower disagrees with a leader’s choice,
they express their viewpoint regarding the matter in a respectful manner within the workplace.
Ultimately, these followers provide leaders with the most knowledgeable and all-encompassing
support possible. So, from my perspective, I believe combining both could define the follower’s
behavior.
The best approach that suits this follower’s behavior is inclusive leadership. According
to Northouse, P. G. (2022), inclusive leadership, as defined by academics, is a type of relational
leadership that focuses on the relationship between the leader and the follower. The goal is to
promote inclusivity, achieved through mutual interactions and reciprocal influence between
both parties. This approach emphasizes active consultation and involvement, leading to shared
decision-making rather than a top-down approach. Unlike participatory leadership, inclusive
leadership considers members’ status and viewpoints. It values and embraces the contributions
of each team member and organization constituent, creating genuine value among them. This
leadership style prioritizes human connections and shapes followers’ opinions of leaders as just,
responsible, and receptive to their needs, making it an essential aspect of relational leadership.
Having a skilled and dedicated follower in an organization can significantly and
positively impact the organization. However, being a good follower is not an easy task and
requires a lot of courage. It’s not just leaders who must exhibit bravery and honesty, but
followers, particularly given their subordinate position. An effective follower who exemplifies
bravery by assuming responsibilities takes personal responsibility and ownership for the
organization and its objectives. Exceptional followers do not rely on their leader or the
organization for security, independence, or opportunities for personal growth. Instead, they
create an environment that empowers them to achieve their objectives, fulfill their potential,
and offer their best to the organization. Competent followers can respectfully challenge their
leaders while upholding ethical principles and the organization’s success. Superior followers
view transformative change as a collaborative journey that benefits all members, and they
support their leaders and organizations through difficult transitions. Finally, the ability to
depart is critical, as a follower may need to terminate a leader-follower relationship due to
personal or organizational circumstances. (Suda, 2013)
There are two primary schools of thought regarding followership: role-based and
relational-based. The former focuses on the formal and informal hierarchical structures that
define a follower’s position and behavior. The latter, however, takes a different approach. It
involves a deep understanding of social constructivism, a sociological theory positing that
individuals interpret their surroundings based on their interactions with others. From this
perspective, leaders and followers work together to create a unique followership experience for
a given situation. This exchange of ideas ultimately defines followership, emphasizing the
dynamic relationship between leading and following. Rather than being defined by roles,
followership results from the interpersonal process of individuals attempting to influence each
other and their reactions to these attempts. This is where authentic leadership occurs.
Ultimately, the relational-based approach links followership to social behaviors rather than
designated duties. (Northouse, 2022)
References
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Northouse, P. G. (2022). Leadership: Theory and practice (9th ed.). Sage Publications.
Print ISBN: 9781544397566, 1544397569.
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Suda, L. (2013). In praise of followers. Paper presented at PMI® Global Congress 2013. North
America, New Orleans, LA. Newtown Square, PA: Project Management Institute.
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Wrench, J. S. & Carter, N. (n.d.). An Introduction to Organizational Communication.
Lardbucket. https://2012books.lardbucket.org/books/an-introduction-to-organizationalcommunication/s09-leader-and-follower-behaviors-.html
Respond of 2nd post:
3rd post ( )
I received question based on my post
Thank you for offering your perspective on the subject of followership.
One might find it unusual to discuss followership in the context of leadership conversations.
Any thoughts on this question?
How does a leader determine the most suitable leadership style based on the diversity of behaviors
among their followers?
My post was as below
Followership Typologies and their Impact on Organizations
Leadership in organizations is not solely about the leader’s competence, but the
quality of the follower is equally essential. Recognizing the array of follower types and their
behaviors is critical for leaders to create a prosperous, thriving, coherent team. This essay
concerns followership theories that are proposed by scholars who are recognized in the
field of study. It also examines the role of these models in organizations. One significant
categorization is Zaleznik’s model, which points to the psychological traits of followership
(Safitri et al., 2021). He brings to the fore that leadership depends on the degree of
followers’ dependence on leaders for guidance, decision-making, and validation. Depressed
followers undoubtedly endeavor to maintain stability, which may facilitate creativity and
innovation suppression because of their dependence on leaders. Leaders who want to
promote growth and innovation can develop more autonomous and critical-thinking
followers by providing learning opportunities like matching skill-building exercises with
decision autonomy.
Majluf and Abarca (2021) offer a broader perspective with their five followership
styles: “sheep,” “yes-people,” “the followers who have been alienated,” “the effective
followers,” and “the practical survivors.” Influential followers” earn their place for active
involvement, analytical thinking, and constructive involvement. These enthusiasts put
forward opinions that go against those of the masses, offer constructive feedback, and work
well together. They are best suited for “the coaching leadership style which goes well
together with them. ” A crucial role of a coach to a leader is to offer support, feedback, and
encouragement for self-improvement, which is part of the attributes exhibited by great
followers. Successful leaders make organizations apt to change, stimulate creativity, and
foster an atmosphere of harmony. Leaders can capitalize on the potential of effective
followership when they institute an open communication channel, acknowledge workers’
contributions, and give them a chance for their skill development.
Rolle (2020)) proposes the notion of “courageous followership,” underlining the task
of followers who should speak up, demonstrate their willingness to challenge wrongdoings,
and hold leaders accountable. Courageous followers need to exhibit the quality of active
engagement. They engage, challenge authority when needed, and participate in ethical
choices. “Servant leadership” appears a good fit with courageous followership. Empathy,
listening skills, and delegation are essential elements of a servant leader’s approach. Valiant
followers facilitate the preservation of organizational integrity, ethical decision-making, and
long-term success. Leaders can nurture brave followers by creating an area secure from
dissent, inciting open communication, and providing space for voicing concerns and
constructive feedback.
In the end, Bonem and Patterson (2020) offer a typology with engagement levels
that contains “isolates,” “bystanders,” “participants,” “activists,” and “diehards.” This group
of followers is emotionally invested and works towards organizational change.
“Transformational leadership” is an ideal type of leadership for activists. Transformational
leaders foster shared goals, challenge the existing order, and inflame the desire for change,
resembling the activist follower’s aspiration for advancement. Activist colleagues promote
organizational development, innovation, and resiliency. Leaders can promote activism by
providing avenues for engagement, honoring endeavors driven by passion, and cultivating a
culture of persistent progress. Understanding the followers’ different behaviors lets people
apply approaches and manage a strong team. Leaders who promote autonomy, provide
guidance, and create an inclusive environment can inspire followers to contribute their
talents. Understanding followership typologies offers a great deal of valuable knowledge in
helping to promote a harmonious and constructive work setting that accommodates all
follower behaviors.
References
Bonem, M., & Patterson, R. (2020). Leading from the second chair: Serving your church,
fulfilling your role, and realizing your dreams. Fortress Press. ISBN: 9781506463308
Majluf, N., & Abarca, N. (2021). Sensible leadership: Human centered, insightful and
prudent. Routledge. https://doi.org/10.4324/9781003091844
Rolle, S. (2020). Leadership in crisis and crisis in leadership: A courageous follower’s
perspective. Leadership growth through crisis: An investigation of leader
development during tumultuous circumstances, 101-118.
https://doi.org/10.1007/978-3-030-25439-1_7
Safitri, E., Abdurrahman, M. F., Qona’ah, P. F., & Aini, W. N. (2021). The Leadership of the
Prophet: The Role Model of Today’s Leaders. Matan: Journal of Islam and Muslim
Society, 3(2), 156-166. https://doi.org/10.20884/1.matan.2021.3.2.4445