Sample Leadership Studies Paper on Leadership and Followership

Introduction

Effective leadership is a critical aspect in managing organizations. However, if teams fail to actualize the vision, even the most reputable leaders will not achieve their objectives. This is why the aspect of followership is a crucial that is often overlooked in the organizational setting. As such, firms are dedicating substantial resources to identify potential leaders and grooming them to ascend the hierarchy and enhance performance. Nonetheless, the success or failure of organizations depends in part to the actions and conduct of followers. Just as not all employees do not make suitable leaders, not all employees qualify as effective followers. Hence, it is crucial to understand one’s weaknesses and cultivate the strengths that promote effective leadership and followership to enhance organizational interaction and performance.

Leadership Strengths

Exceptional leadership skills make leaders to stand out besides enhancing interactions with employees, colleagues and clients. My most outstanding strengths are high empowerment and exceptional delegation ability. Another valuable attribute I possess is democracy. In the position of a leader, it is important to appreciate that people do their best when granted self-control and freedom to explore different avenues of accomplishing organizational goals. Besides, it is a valuable trait as it promotes innovation and creativity in the work setting.

Leadership Weaknesses

Every leader has their weaknesses that they must address to become great leaders. On my side, I am selfish and less creative. The selfish attribute manifests in the way I accept rewards for good team performance but would not want blames when the team fails. Regarding creativity, I tend to confine my mind to established protocols when dealing with crisis in the setting, which limits the exploration of other suitable options. Besides, I mostly rely on intuitive feelings when finding a solution to a problem instead of intelligently brainstorming to get the best possible solution.

Followership Strengths

Followership strengths are the trait that enable individuals to perform well in the pursuit on functional goals. First, as exemplary follower. I always put more initiative and try to perform in any assigned task proficiently. Besides, I am usually friendly and very honest with those I work with. I also respect and conform to the leaders’ instructions. Even when a leader asks me to do something that I consider wrong, I will do it as long as the blame would be theirs.

Followership Weaknesses

The failure of organizations partly relies on how ineffective leaders are, but partly due to the underperformance of their followers. I am sometimes hard-headed and non-conforming to some guidelines that I do not believe in. For example, I do not like to be strictly controlled when doing my job. Also, I often prefer to suggest what I should be doing to my supervisor since I am the one who is responsible for my work.

The Relevance of the above Findings to Healthcare Administration

Effective leadership and followership in healthcare administration require an individual to possess some particular traits. According to Lega, Prenestini, and Rosso (2017) and Leung et al. (2018), a healthcare leader’s most important leadership skills include strong communication, negotiation, and delegation skills. These skills are important in healthcare because the field requires good coordination between different personnel to deliver good healthcare services to a patient (Sfantou et al., 2017). On the followers’ side, Alloubani and Akhu-Zaheya, L. (2018) suggest that members should have overlapping values to swiftly switch from leadership to followership roles when there is a need. Also, Cope and Murray (2017) point out that a good follower in healthcare does not merely serve the leader but rather serves as their complements. In other words, a follower should support as well as challenge the leader in some situations. Based on these aspects and my findings on my leadership and followership skills, I am a good leader and follower.

Followership and Leadership Development Plan

Followership

Good followership is a desirable trait that should be nurtured. According to Bonica and Hartman (2018) and Whitlock (2013), the best ways to improve one’s followership skills are practicing and developing a passion for being a good follower. Individuals should always be proud of being followers if they want to nurture their followership strengths. Boothe, Yoder-Wise, and Gilder (2019) suggest that individuals can appreciate the followership role by applying the golden rule in their thinking; individuals should be the followers they would wish to lead.

Followership Development Plan for Five Years

Vision

In five years, I want to be seen as the epitome of exemplary followership in the organization to enhance my productivity and of those around me. I want to make the setting in the organization more amicable and enhancing such that all people I have worked for and with can distinguish the significant differences I have caused in the setting.

Year One: Establish the Baseline

I will first establish a baseline by learning about followership and assessing my current level of confidence. I will read at least one book every quarter about followership or reputable persons. I will also introduce a journal to make notes of persons and characteristics I want to take after. I will interview 3-4 leaders that I admire to understand what makes them unique; lastly, I will take a followership 360-degree assessment to evaluate the progress over the course.

Year Two: Getting a Coach and Establishing Specific Goals

After assessing my competency level, I will proceed by identifying specific goals to achieve in the next four years. I will work closely with my leaders and an executive coach to identify the followers’ goals that align with the business. I will also enrol for monthly sessions with an executive coach for the next 12 months. To enhance my follower skills, I will read two or more books and perform two interviews with distinguished personalities to inform the specific goals I am trying to follow.

Year Three: Trial by Fire

Given an opportunity, I will assume a different capacity to enable me to begin working on my assignment. I will identify 2-3 experts to help me through the numerous challenges. I will check in with my executive coach throughout the year. I will also read 2-3 books and journals about how to get over my responsibilities and challenges in the new role. Lastly, I will comprehensively fill, follow, and reflect on a journal.

Year Four

I will purpose to attend a followership development program besides advancing my new role. I will regularly check in with support networks to enhance my capacity. Lastly, I will read 1-2 books or equivalents to enhance my knowledge and quest to be an effective follower.

Year Five

Take on new responsibilities with my vision. I will perform another 360 assessment to evaluate the perceptions of other of me in my new role. I will also identify 3-4 persons to mentor on followership in the organization. Lastly, I will write an inspiration post based on my five-year journal to inspire readers about excellent followership skills.

Leadership

Exemplary leadership requires an individual to constantly reflect and self-evaluate their strengths and weakens with an improvement intent. Barr and Dowding (2019) and Everett (2016) concur that the best way to develop leadership skills or strengths is by taking more responsibilities. Regarding some particular leadership traits such as creativity, Barr, and Dowding (2019) suggest that the best way to improve is by disrupting one’s status quo. We should be finding a way to move away from the normal constructively.

Plan for Continuous leadership development

Vision

Within five years, I want my colleagues to view me as a role model leader. I would like to be that kind of leader who influences and inspire the entire organization positively. I want to make considerable changes in the lives and careers of those I lead and work with.

Year One: Establishing the Baseline

The initial stages will involve learning about leadership and evaluating my current level of competence. I will target to read at least 3-4 books about leadership and personalities I admire to understand what makes them tick. I will also interview four personalities I admire to gain insights of enhancing my performance. Besides, I will begin to write a journal about the great leadership qualities that I want to emulate.            

Year Two: Getting a Coach and Establishing Specific Targets

This stage will involve setting an objective to accomplish over the next four years. I will engage my manager and an executive coach to provide insights about developing my leadership skills. I will also complete reading two or more books and journals about becoming a pragmatic leader and enhance my capacity to lead transformational change. I will also focus on identifying challenges that will provide an opportunity to demonstrate my leadership skills.

Year Three: Lead by Example

This will involve assuming tasks that are more challenging. I will consult with 3-4 experts to provide insights about the new responsibilities and schedule monthly meetings to monitor development. I will also consult with my executive coach and support networks regularly over the year to monitor development and draw inspirations. Lastly, I will continue recording and reflecting on my journal.

Year Four: Enhancing Knowledge

I will enrol with some comprehensive programs, including assessment and coaching programs to expand my knowledge on transformative leadership. I will attend several leadership conferences to interact with renowned leaders and gain insights from them. A support network will be vital to enhance my leadership skills.  Lastly, I will complete reading 3-4 books about transformative leadership and continue recording my journal.

Year Five

I will pursue a new responsibility that aligns with my vision. I will also perform a 360-degree assessment to understand the perceptions of others about me in my new role. For the sake of setting up a dynamic organization, I will mentor three employees on leadership and monitor their development. Finally, I will write a book about transformative leadership based on my five years.

 

 

Conclusion

            Leadership and followership are characterized by active engagement is the pursuit of organizational objectives. In most cases this implies working independently, accountability, and ownership if necessary tasks. In this context, it is crucial to acknowledge that followership is more about the role and not an individual. Evidence on management indicates that employees who thrive at followership often make excellent leaders. As such, it is critical to cultivate followers just as it is to develop strong leaders. Besides, it can be the initial phases of developing effective leadership.

 

 

References

Alloubani, A., & Akhu-Zaheya, L. (2018). Leadership styles and theories. Leadership Styles and Nursing Care Management, 1-23. https://doi.org/10.2174/9781681087450118010003

Barr, J., & Dowding, L. (2019). Leadership in health care. SAGE Publications Limited.

Bonica, M. J., & Hartman, C. (2018). Managing Up and Followership: Competencies for First-Year Health Administrators. Journal of Health Administration Education35(3), 327-352.

Boothe, A., Yoder-Wise, P., & Gilder, R. (2019). Follow the leader: Changing the game of hierarchy in health care. Nursing Administration Quarterly43(1), 76-83.

Cope, V., & Murray, M. (2017). Leadership styles in nursing. Nursing Standard31(43), 61-70. https://doi.org/10.7748/ns.2017.e10836

Everett, L. Q. (2016). Academic-practice partnerships. Nursing Science Quarterly29(2), 168-172. https://doi.org/10.1177/0894318416630106

Lega, F., Prenestini, A., & Rosso, M. (2017). Leadership research in healthcare: A realist review. Health Services Management Research30(2), 94-104. https://doi.org/10.1177/0951484817708915

Leung, C., Lucas, A., Brindley, P., Anderson, S., Park, J., Vergis, A., & Gillman, L. M. (2018). Followership: A review of the literature in healthcare and beyond. Journal of Critical Care46, 99-104. https://doi.org/10.1016/j.jcrc.2018.05.001

Leung, C., Lucas, A., Brindley, P., Anderson, S., Park, J., Vergis, A., & Gillman, L. M. (2018). Followership: A review of the literature in healthcare and beyond. Journal of Critical Care46, 99-104. https://doi.org/10.1016/j.jcrc.2018.05.001

Sfantou, D., Laliotis, A., Patelarou, A., Sifaki- Pistolla, D., Matalliotakis, M., & Patelarou, E. (2017). Importance of leadership style towards the quality of care measures in healthcare settings: A systematic review. Healthcare5(4), 73. https://doi.org/10.3390/healthcare5040073

Whitlock, J. (2013). The value of active followership. Nursing Management20(2), 20-23. https://doi.org/10.7748/nm2013.05.20.2.20.e677