Leadership Of A Healthcare Environment A Follower By Title

In followership there needs to be a leader that inspires and bonds followers together as a unit moving in one direction. Today’s leader has to be more than someone that was placed in a position of authority, a person with a title and a higher salary level. A real leader is found when the behaviors and attitudes of their

Followership can be defined as the willingness to follow a leader, to work effectively as a team member, and exhibit loyalty to the leaders. Cadets exhibiting followership should not be afraid to ask for help from their leaders in order to improve themselves. When a follower feels the need to voice differences of opinions, it should be done so respectively.

Working in the health care environment the world needs effective, wise and visionary leaders, leadership matters in every organisation to change the health care environment so it may continue to grow to ensure it gives us better evidence based practice (Evans & M.L, 2015, p 34-50). All health care professionals are required at some point in their position to engage in management or leadership. As an AIN, EN or RN they all have a responsibility to educate, lead and manage within the health care profession (Innis & Berta, 2016, p.2-22). This allows each individual to develop useful and excellent leadership skills and management strategies to be able to educate and lead an exceptional team (Innis & Berta, 2016, p. 2-22). Although our greatest

In addition to completing the Strengths Based Leadership assessment, I completed Robert Kelley’s Followership Survey. According to the survey, I am an exemplary follower (Kelley, 1992). According to Kelley (1988), exemplary followers, or effective followers, mange themselves well and are courageous, honest, and credible (p. 144). These types of followers are additionally committed to the organization and to a purpose, principle or person outside themselves (Kelley, 1988, p. 144). Lastly, exemplary followers are independent thinkers who act on their own initiative, engage actively when working in a group and provide constructive input (Kelley, 1988, p. 144). Another assessment that I completed was the Authentic Leadership

It is very commonly stated that there are two types of people in this world: leaders and followers. A leader is someone who is brave, or good at divulging the bravery of others. A leader is someone who is relaxed, or able to bring serenity into a time of chaos. Most importantly, a leader is persuasive and able to provide people with the direction needed to achieve the task at hand. Unfortunately, these are not qualities that one can simply decide to possess. People are not followers simply because they choose to be, but because they do not have what it takes to be anything more. Although many people will try to rise above and lead others, there are only a select few that will succeed.

Effective followership is an essential component of effective leadership in that, without good followers, the leader’s work is difficult and cumbersome. The role of the follower is many times understated. As illustrated by Kelley (1998), “effective followers are thinkers; energetic and assertive, self-starters, independent problem solvers, and carry out their tasks with these characteristics (p. 143). Effective followers also are characterized by their ability to perform tasks with little supervision, their intelligence, and ability to think for themselves. We are all followers, even those who consider themselves leaders; so to encourage this effectiveness in others; we must be role models for those under us, so that they may also be effective at following. Chaleff (2009) observed that “all important social accomplishments require complex

Followers help leaders manifest their vision. Successful followers (supporters or team members) come in a wide variety of personal characteristics. There are people who may be good followers who do not make good leaders or even want to be leaders, but there are no good leaders who are not good followers. A good leader was once a follower. Without followers there is no leadership in any organization. Leaders can develop effective followers as followers develop effective leaders. The performance of followers and leaders of an organization are variables that depend on one another. Both roles are proactive together they can

The current context of work, leadership, and followership is positioned in progressively multifaceted, uncertain, and dynamic business backgrounds with multiple realities founded upon various values, priorities, and requirements. The actual encounters demanded by globalization, amplified competition, far-reaching sociocultural and technological growths, and the acceleration of changes that are conveying new intricacies for organizations (Küpers, 2007).

2. Followership should be viewed as an active skill that must be developed in order to be considered an effective follower. According to the Air and Space Power Journal (Winter 2004), followership is considered a discipline that when viewed from a professional perspective is considered both an art and a science, requiring a balance between the development of skills and the understanding of followership roles within a professional

There are many ways a leader can affect their followers’ actions. Being a leader takes patience and “listening with the Third Ear can help to detect unstated needs in a relationship that may have to be addressed.” (*). For example, in a previous hospital that I worked before there were 3 leaders that stood out as each one had very different ways on how to lead their team. Cole, who noticeably has been unable to adapt to his role, is failing to keep his team together. Audre, who is blunt and forceful with the staff is failing to boost her team’s morale. Then myself, a team leader who is able to control and mentor staff properly whose team excels. Leaders have the obligation to set a standard to what people should look up to and strive to be

There have been many observations regarding the characteristics of a leader, but followership has received less attention. Treister and Schultz (1997) “suggests that a "follower is someone who accepts guidance and, on receiving it, takes the appropriate action." Treister et al (1997) also state followership is “considered a passive or submissive role of lesser importance than leadership. However, the effectiveness of leaders to a large measure depends on the qualities of their followers.” Treister et al (1997) go on to say “good leadership enhances followers, just as good followership enhances leaders." So followers are just as important as leaders are to a leader/follower relationship.

As a good follower, I need to accept responsibility and I need to be aware of the tasks that I have to take on. I have to readily support my leader at all times and I should be able to voice my opinions to my leader in a very supportive way. Leaders can only lead an organization successfully if they have personalities that appeal to their followers. The individual reflection and big five

The concept of followership has existed for decades, but only in relatively recent times has the idea received more attention. The dictionary definition of the word followership is “the capacity or willingness to support a leader”.

The basic premise for leadership is the process of influencing other people to follow your lead in order to accomplish a goal. It is about the relationship between the leader and the followers. A good leader tries to motivate people to bring about positive changes revealing a common objective without using coercion or manipulation. Leadership is not about control, but permitting interaction and communication between the leader and the individual followers. With empowering others, leaders build a foundation of collaborative thinking and encourage an atmosphere of personal involvement; a leader can strengthen the respect and loyalty of his or her followers. Leaders can affect this process by applying their own personal characteristics, such

Chapter one portrays the importance on followers and provides some insight and labels different types of followers. Riggio et al (2008), provides examples on the various styles of individuals as followers, for instance, the sheep, the yes-people, the alienated, the pragmatics, and the star followers. Furthermore, these classes of followers provide a better understanding to leaders on why one performs in an organization.