The Leader’s Follower

How well do you support your leader?

In the journey of introspection and growth as a leader, I commit to doing self-assessments regularly on recent actions, behaviors, and impacts. During these evaluations, it is common for me to review things I have done, things I have observed, or contemplate discussions I have had with other leaders. Recently my discussions have revolved around the actions of our leaders; those leaders in charge of other leaders.

To my surprise, many of the discussions have been less than supportive or positive. Now, I would be remiss to say these discussions were not only about one organization. These discussions have involved leaders in different types of health and non-health organizations. And as a colleague and I were discussing, there seems to be a growing acceptance to be discourteous and disrespectful to those in leadership positions above us.

And amazingly, many of these organizations have in their mission or vision statements or documented in their list of values that respect, integrity, and excellence is a part of their culture. Their “buzz” words seem to be much of that, just buzz.

As we know, organizational culture ebbs and flows regularly. Drastic culture change usually only occurs with a dynamic shift in leadership and direction. Most times this dynamic shift happens after a significant event such as a disaster or crisis, or after a significant emotional event such as a change in leadership.

In a Forbes Magazine article by Steve Denning entitled How Do You Change An Organizational Culture?, he states: “Changing an organization’s culture is one of the most difficult leadership challenges. That’s because an organization’s culture comprises an interlocking set of goals, roles, processes, values, communications practices, attitudes and assumptions.”

And then here I sit digesting that an organization has a stated culture, and as leaders, we are to support that culture. And yet, it is COMMON to hear from the mouths of leaders in an organizations open and frequent negative discussion of senior leaders. The discussions would be openly disrespectful, disparaging the leadership in the organization, and complain about the traits or actions of the leader, and to say how “leadership” is unprofessional.

Hmmmmm

Let’s be frank colleagues. There are terrible leaders. There are leaders who do not deserve to be in a leadership position, to be responsible for people, or to be representing the mission of the organization to your unit.

It is amazing though to me though that the people and their complaints about their leader were actually living examples of the characteristics and behaviors those so found distasteful in their bosses. They were just if not more unprofessional. Now, how do you think these future leaders would want to be treated.

You know that saying you may have heard from your parents when you were younger and maybe not behaving correctly?  That statement which says, “One day, I hope you have a child just like you.” I would like to propose to you…

I hope you have followers just as good as you were a follower!

If you want to be a great leader, the training ground starts long before you become a leader. You will professionally develop yourself by education, you will practice and hone your leadership skills and engage every opportunity to improve.

However, the best place to practice your leadership skills is to be a better FOLLOWER!

So much can be learned from your time a follower. I’d like to highlight what I have learned as a follower that has helped me develop some of my leadership behaviors:

1. You only know what you know. Give your leader the benefit. I have yet to meet a leader who went to work to say, geez, I hope I really mess up and create disaster for my followers. So when you are eager to judge their actions, when you are ready to “discuss” with other colleagues their leader’s failure in a decision, make sure you know the full story and all the variables involved in the discussion. I will share with you a secret you probably already know, you don’t. So stop. Provide professional courtesy to your boss and have an open discussion about your observations. You may provide them a solution not considered before. You may also learn other variables which makes your solution unusable. In either way, begin the conversation so you can improve your work and outcomes. It’s a win-win situation.
2. The support you give to your leader is what your followers expect. As an employee, you are always working your bosses agenda. What is important to them should be important to you. Likewise, you should be concerned about your employees because they are working your agenda. A clear, defined, and direct vision for where the unit is going is a wonderful start for leaders on getting followers on board. If your boss is not providing that, then ask. What are the priorities? What can I do to help you? These questions allow you to mentor up and down in your organization. And it makes you a better leader and follower.
3. How you want to be treated, is the way you treat your boss. Ouch. How would you like to be treated the way you have recently treated your boss? There are many justifications for “why” you treat your boss the way you do. From your past history, your reputation, their reputation, experiences you have had in past jobs. But a tenant of professionalism means you rise above pettiness and show decorum and higher level of actions and thoughts. The bottom line is you would not want to be treated that way. So stop it. Reboot your relationship with your boss and start treating them with the respect and dignity you would like to be treated with as well. You need to centralize your professional standard and ensure how you are acting represents the character for which you would like to be known.

It’s not easy being a leader. It’s not easy to be a follower. But being a great follower is the best training opportunities for being a stellar leader. Take every chance to practice your followership. It serves you well!

Leading with you,

Dean

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