Some would say we live in a leader-driven culture; I think it’s fair to simply say that we live in a driven culture, a society which revolves around individual whims and desires and the efforts to see those desires fulfilled. We’re told to grab hold of the things we want, to make things happen.
One lesson I’ve learned in my own followership is that this kind of advice doesn’t lead to the best outcomes in all situations. I need to be able to handle not getting my own way. I need to be able to set aside my own preferences. I need to be able to deal with loss. Continue reading “Letting Go of What You Want”
I was recently presented with these words, reported to be from former UK Prime Minister Margaret Thatcher: “Consensus is the absence of leadership.”
Coming from a perspective of intense interest in the subject of followership and group dynamics, this perspective instantly set off in me varying degrees of umbrage and frustration. Continue reading “Leadership, Followership, & Consensus”
Two years ago I made a profound transition. Having worked in the same organization since 2006 in various follower roles, I was asked to step into a formal leadership position.
The timing was ironic. I had recently completed the editing of the manuscript for my book, Embracing Followership: How to Thrive in a Leader-Centric Culture, in which I several times had stated that I’m a follower (not a leader). When the organization needed to increase its capacity to provide better support for teams and having asked me to provide that support for those working in various parts of the UK, I found myself needing to update the book’s content as I had stepped into a new realm of responsibility. Continue reading “Review of Leadership Goals”
I’m a fan of the Star Wars saga; as a boy who grew up in the 1980’s, I could hardly escape it.
While I will always treasure the original trilogy for the quality of their storytelling and special effects, I do appreciate the more recent films for the additional backdrop they create for this grand space opera.
Episode II, which was released in 2002 and entitled “Attack of the Clones”, has stirred up in me some recent thinking about followership. (And also taken me back to some of my original inspiration in considering followership: the rodents known as lemmings.)
In the film, a genetically engineered army is created. What caught my attention is that this army, composed entirely of soldiers cloned from a single original, consists of a wide variety of units and ranks. There are pilots and artillery specialists, tank drivers and special forces commandos. And there are captains and cannon fodder.
It made me ask the question, “How do you promote a clone?” Continue reading “How do you promote a clone?”
I had a recent interaction with a website editor that made me smile.
In creating the content tags to be used for future posts, the editor didn’t want to include ‘followership’ as one possibility because it’s too new of a term and thus needs further development and explanation; he posited that readers will need instruction and understanding before they’ll connect with the concept.
Being personally passionate about the topic of followership, I must admit that my initial reaction was umbrage, a bit annoyed and aggrieved that something so intrinsic to life, work, and relationships could be thought to be too new to highlight. But eventually, as I reflected on the journey of ‘followership’, I smiled. Continue reading “Followership is Not New”
It’s often said: There’s no ‘I’ in ‘team’. When we think about team, we’re supposed to think about the collective unit, a group joined together, without individual ambitions getting in the way.
But, we don’t actually do that.
Nor should we. Continue reading “A Critical Oversight in ‘Team’”