Thoughts on Leadership and Followership Creative Writing

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Followership Role Orientation: Thoughts on Leadership and FollowershipOn the Followership Role Orientation Scale created by Carsten & Uhi-Bien (2017), I scored a 27, indicating my belief in the need for strong, proactive approaches on the part of followers. I feel particularly strongly that followers should seek to offer their superiors suggestions that the leadership might find valuable. Followers must seek to identify organizational problems as well as carry out the solutions suggested by others. A follower’s eye vantagepoint can be very valuable. Leaders may not see everything going on at the organization.I scored slightly less high in my conviction about the need to change superiors’ minds. As a follower, I do acknowledge I may lack some of the information and big picture knowledge a superior might have. Also, even superiors may have their hands tied about legal or policy decisions over which they have no control, so I try to channel my energies into changing what I can change versus what I cannot change.However, Johnson (2021) offers analysis of the followership role that might potentially change my perspective upon followership. Johnson (2021) stresses the need for followers to model high ideals, and superiors may themselves look up to followers.

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Through eliciting certain moral behaviors and ideals, Johnson (2021) also stresses the need for followers to set the agenda for the organization,…

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…labor which may come in trying to change things.Although I enjoy offering suggestions and offer input to my supervisors, asking employees to effectively take a leadership role without compensation or a formal title is not a solution, either, to an actual failure of leadership. Followership is vitally important, and can prepare employees for future leadership roles. But it is not, in and of itself, a remedy for poor leadership, and followers should not take the responsibility upon themselves of stepping in to intervene on behalf of hands-off or actively unethical leaders. The leader is still a leader, and leaders are not willing to lead require organizational intervention, not simply the work of….....

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