Followers

1. Followers APAMSA Leadership Development Module

2. Leadership Development Followers • Team members are most effective when active and independent vs. passive and dependent on the leader • Team members can improve leadership by giving accurate information, challenging poor decisions, giving support and encouragement, maintaining their integrity, and giving advice and coaching Source: G. Yukl, Leadership In Organizations (New Jersey: Pearson Prentice Hall, 2006, p. 136-140)

3. Leadership Development Leadership Challenge (5) • Followers • Develop your abilities to maintain credibility and trust, take responsibility for your actions, and remain true to yourself • Identify one supportive behavior of followers that you value most in team members and briefly explain the key reason(s) why this is the case

4. Leadership Development Guidelines For Followers • Expectations • Take initiative • Keep leaders informed • Accuracy of information • Request feedback • Give support • Show appreciation • Challenge flawed ideas • Resist influences • Give advice and coaching Source: G. Yukl, Leadership In Organizations (New Jersey: Pearson Prentice Hall, 2006, p. 136-140)

5. Followers Expectations • Figure out what exactly you need to do • Hard work is meaningless if the wrong things are being done • Confirm job responsibilities, scope of authority, performance standards, and priorities Source: G. Yukl, Leadership In Organizations (New Jersey: Pearson Prentice Hall, 2006, p. 136-140)

6. Followers Take Initiative • Take initiative to deal with serious problems that prevent goal achievement • The first step is acknowledging the problem and informing your leadership • Second step is to suggest ways to deal with the problem or handling the problem yourself Source: G. Yukl, Leadership In Organizations (New Jersey: Pearson Prentice Hall, 2006, p. 136-140)

7. Followers Keep Leaders Informed • Team members who take initiative also have a responsibility to inform leadership about their actions and decisions • Leaders may appear incompetent if changes are made without their knowledge—DO NOT DO THIS • Work out a schedule on when and how information should be provided to leaders Source: G. Yukl, Leadership In Organizations (New Jersey: Pearson Prentice Hall, 2006, p. 136-140)

8. Followers Accuracy Of Information • Team members dictate the leader’s perception of events with the type of information they provide • Accurate and timely information is critical for good decision making • Both good news and bad news must be reported • When information is limited, explain that you will look into it and report back as soon as possible Source: G. Yukl, Leadership In Organizations (New Jersey: Pearson Prentice Hall, 2006, p. 136-140)

9. Followers Request Feedback • Encourage leaders to give feedback about your performance • Request leaders to describe your strengths and weaknesses • Ask what can be done to improve your performance Source: G. Yukl, Leadership In Organizations (New Jersey: Pearson Prentice Hall, 2006, p. 136-140)

10. Followers Give Support • Support leadership efforts in making necessary changes • Major changes require collective support from team members • Give assistance and encouragement to leader facing obstacles to necessary change Source: G. Yukl, Leadership In Organizations (New Jersey: Pearson Prentice Hall, 2006, p. 136-140)

11. Followers Show Appreciation • Give recognition when appropriate • Leaders can feel underappreciated and taken for granted • Appreciate their efforts to help you, represent your interests, or promote your ideas • Be sincere in your praise, SEEK NO GAIN! Source: G. Yukl, Leadership In Organizations (New Jersey: Pearson Prentice Hall, 2006, p. 136-140)

12. Followers Challenge Flawed Ideas • Give accurate feedback about leadership decisions • Minimize defensiveness by expressing respect and a desire to be helpful in accomplishing a shared goal • Identify flawed ideas in specific vs. vague terms—be frank and direct • For serious unethical or illegal issues, threatening to resign expresses deep concern over a controversial decision Source: G. Yukl, Leadership In Organizations (New Jersey: Pearson Prentice Hall, 2006, p. 136-140)

13. Followers Resist Influences • Team members should not be subjected to inappropriate influence attempts or be exploited by abusive leaders • Identify abuse early before it becomes routine, be firm but diplomatic—“I do not appreciate threats” • Express the negative consequences should you comply with inappropriate demands—“I’ll quit.” Source: G. Yukl, Leadership In Organizations (New Jersey: Pearson Prentice Hall, 2006, p. 136-140)

14. Followers Give Advice & Coaching • Give leaders advice and coaching, especially if they are new or inexperienced to the position • Model effective behaviors for leaders to learn from and emulate • Help leaders recognize ineffective or inefficient behaviors Source: G. Yukl, Leadership In Organizations (New Jersey: Pearson Prentice Hall, 2006, p. 136-140)

15. Leadership Development Summary • Followers • Team members are most effective when active and independent • Team members can also improve leadership with accurate information, support, feedback, and coaching • Use these guidelines to become better team members and help improve leadership

16. Leadership Application Next Topic… • Task-Oriented Behavior • Our next module discusses guidelines for short-term planning, clarifying roles and objectives, and monitoring activities

17. Leadership Development Sources • G. Yukl, Leadership In Organizations, New Jersey: Pearson Prentice Hall, 2006, p. 136-140 • Free Management Library • www.managementhelp.org/ldrship/ldrship.htm