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Followership are the actions of someone in a subordinate role. It may also be considered as particular services that can help the leader, a role within a hierarchical organization, a social construct that is integral to the leadership process, or the behaviors engaged in while interacting with leaders in an effort to meet organizational objectives. [1]
Servant leadership represents a model of leadership that is both inspirational and contains moral safeguards, and in their paper, Mulyadi Robin and Sen Sendjaya proposes that servant leadership serves as a holistic paradigm for leadership as not only is it transformative and ethical, but also engages followers in workplace spirituality. [17]
This is an effective style to use when: Followers are highly skilled, experienced, and educated. Followers have pride in their work and the drive to do it successfully on their own. Followers are experts, in situations where followers have more knowledge than the group leader. Followers are trustworthy and experienced.
These leaders challenge followers to take greater ownership of their work. By understanding the strengths and weaknesses of followers, transformational leaders can assign tasks that their followers align with to enhance their performance. Transformational leadership enhances followers' commitment, involvement, loyalty, and performance.
One effective approach is to use SMART goals—goals that are Specific, Measurable, Achievable, Relevant, and Time-bound. For example:
Turning subordinates into followers is a key success factor for organizations and employees will expect to be able to take more initiatives and show entrepreneurship. This fits well with the ideas from evolutionary leadership theory and this theory should have a role in future developments in the field of leadership.
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Effective leaders clarify the path to help their followers achieve goals and make the journey easier by reducing roadblocks and pitfalls. [1] [ 7 ] Research demonstrates that employee performance and satisfaction are positively influenced when the leader compensates for the shortcomings in either the employee or the work setting.