All Leaders Need Followers: How Followership is Underrated and Underappreciated

Followers are more important to leaders than leaders are to followers. — Barbara Kellerman

Leadership is a topic that has captivated the attention of researchers, practitioners, and the general public alike for decades. Countless books, articles, and seminars explore the traits, behaviors, and strategies that make a great leader. Yet, one fundamental aspect of leadership remains conspicuously overlooked: followership. Followers play a critical role in the leadership process, for without followers, there can be no leaders.

The Essence of Followership

Followership, in its simplest definition, is the role that followers play in the leadership process (Kellerman, 2008). Followers are not merely passive recipients of a leader’s decisions. They play an active role, supporting, challenging, and participating in the decisions made by those in power Bastardoz & Adriaensen, 2023). A leader’s success, therefore, hinges on their followers’ commitment, competence, and cooperation (Matshoba-Ramuedzisi, De Jongh & Fourie, 2022).

In many organizations, the term “follower” is often associated with passivity or a lack of ambition. This misconception is fueled by the prevalent cultural preference for leadership over followership (Chaleff, 2009). However, effective followers are far from passive. They are proactive, engaged, and crucial to an organization’s success.

Followership is a discipline of supporting leaders and helping them to lead well. It is not submission, but the wise and good care of leaders, done out of a sense of gratitude for their willingness to take on the responsibilities of leadership, and a sense of hope and faith in their abilities and potential. — Reverend Paul Beedle

The Synergy between Leadership and Followership

Leadership and followership are two sides of the same coin. While leadership focuses on setting direction, influencing others, and making decisions, followership emphasizes collaboration, feedback, and execution (Bjugstad, Thach, Thompson, & Morris, 2006). Both roles are critical for achieving organizational goals.

The success of a leader often depends on the quality of their followers. Effective followers offer feedback, provide different perspectives, and can rally the team towards the achievement of common goals (Ibarra & Hansen, 2011). They bridge the gap between strategic vision and tactical implementation. Therefore, a leader who fosters a culture that values followership can tap into a reservoir of insights, skills, and strengths that can drive organizational success.

The Underrated Value of Followership

Followership is often underrated because our society tends to glorify leadership. The limelight is usually on the one leading the charge, while those working diligently behind the scenes seldom get the recognition they deserve. Yet, some of the most significant breakthroughs and successes come from the collective efforts and inputs of followers (Carsten, Uhl-Bien, West, Patera, & McGregor, 2010).

By undervaluing followership, organizations risk fostering a culture where everyone wants to lead but no one wants to follow. This can result in a lack of cohesion, ineffective execution of strategies, and missed opportunities. Celebrating and appreciating the role of followers can lead to higher engagement, better team dynamics, and improved results.

There are two ways of spreading light: to be the candle or the mirror that reflects it. — Edith Wharton, Vesalius In Zante (1564)

Fostering a Culture of Appreciated Followership

Organizations can cultivate an environment where followership is appreciated by promoting open communication, recognizing and rewarding team efforts, and creating platforms for followers to voice their ideas and concerns (Hurwitz & Hurwitz, 2015). By doing so, organizations can harness the power of collective intelligence and foster a sense of belonging and purpose among their members.

In the grand tapestry of leadership, followership threads are often overlooked, yet they are the very fabric that holds everything together. Without followers, there can be no leaders. By understanding, valuing, and promoting the role of followers, organizations can unlock the full potential of their teams and navigate the complexities of today’s ever-evolving business landscape.

References

Bastardoz, N., & Adriaensen, S. (2023). What does it mean to follow? A critique of the followership literature and a conceptual model of the emergence of downward following. Frontiers in Psychology, 14.

Bjugstad, K., Thach, E., Thompson, K., & Morris, A. (2006). A fresh look at followership: A model for matching followership and leadership styles. Journal of Behavioral & Applied Management, 7(3), 304.

Carsten, M. K., Uhl-Bien, M., West, B. J., Patera, J. L., & McGregor, R. (2010). Exploring social constructions of followership: A qualitative study. The Leadership Quarterly, 21(3), 543–562.

Chaleff, I. (2009). The courageous follower: Standing up to and for our leaders. Berrett-Koehler Publishers.

Hurwitz, M., & Hurwitz, S. (2015). Leadership is half the story: A fresh look at followership, leadership, and collaboration. University of Toronto Press.

Ibarra, H., & Hansen, M. T. (2011). Are you a collaborative leader? Harvard Business Review, 89(7/8), 68–74.

Kellerman, B. (2008). Followership: How followers are creating change and changing leaders. Harvard Business Press.

Matshoba-Ramuedzisi, T., De Jongh, D., & Fourie, W. (2022). Followership: A review of current and emerging research. Leadership & Organization Development Journal, 43(4), 653–668.