The concept of followership is often relegated to a secondary role, overshadowed by the intense focus placed on leadership. Yet, the ability to effectively follow is central to organizational success and team effectiveness. Organizations depend on people who can translate vision into action, challenge assumptions constructively, and manage themselves with competence. This active, engaged role is far removed from the outdated notion of passive obedience. This article defines the spectrum of follower behavior and identifies the qualities that define an exemplary follower.
Defining Followership and Its Relationship to Leadership
Followership is defined as the process of influencing leaders and contributing to organizational objectives while operating in a non-leadership capacity. This involves a complementary, rather than subordinate, relationship with the leader. The follower is an active partner who takes informed initiative within the leader’s framework, requiring self-management and commitment to shared goals.
The relationship between followership and leadership is symbiotic, relying heavily on each other for mutual success. Followership demands engagement and critical thinking to troubleshoot processes and coordinate efforts, not just obedience. When followers take responsibility for understanding and executing the vision, they enable leaders to be more effective. Leaders themselves must often be effective followers in relation to their own superiors or organizational boards.
The Importance of Active Followership
Effective followership drives organizational efficiency across all levels of a business. When individuals practice self-management and actively engage, they reduce the need for constant leader supervision, freeing up managerial time for strategic direction. This proactive approach ensures work proceeds smoothly and aligns with team and organizational goals.
Active followers also function as an essential feedback loop, fostering innovation by providing honest, ground-level input to their leaders. They possess the courage to respectfully challenge questionable ideas or behaviors, ensuring accountability and preventing mistakes. The success or failure of a leader’s vision is determined by the collective ability of followers to execute the strategy with competence and commitment.
The Spectrum of Followership Styles (Kelley’s Model)
Robert Kelley’s classic model of followership classifies individuals based on two behavioral dimensions: independent, discerning thought and active engagement. Independent critical thinking involves evaluating and analyzing information rather than simply accepting direction without question. Active engagement ranges from passive waiting for direction to proactive, informed initiative. By charting these dimensions, five distinct styles of followership can be identified, each impacting the organization differently.
The Passive Follower
Passive followers exhibit low independent thinking and low active engagement, often referred to as “sheep.” They wait for explicit instructions before taking action and accept information without questioning its validity. A passive follower might complete a task exactly as directed, but will stop immediately after completion and fail to identify the next necessary steps or potential issues.
The Conformist Follower
Conformist followers are highly active and engaged but demonstrate low independent thinking, earning them the nickname of “yes-people.” They are willing to accept assignments and follow directions unquestioningly. A conformist follower might enthusiastically work overtime to implement a new, flawed process without raising concerns about the inherent problems encountered during execution.
The Alienated Follower
The alienated follower combines high independent critical thinking with low active engagement, often appearing cynical to others. They are capable of insightful analysis and can identify problems in a leader’s strategy, yet they distance themselves from the organization’s mission and rarely offer solutions. An alienated follower might correctly point out a major flaw in a project plan, but will do so with a tone of disgruntled acquiescence and refuse to participate in fixing the issue.
The Pragmatist Follower
Pragmatist followers occupy the middle ground on both dimensions, showing just enough engagement and independent thought to protect their own interests. They are often described as “survivors” who wait to see which way the wind is blowing before committing to a course of action. A pragmatist follower will delay offering an opinion on a controversial strategy until they can gauge whether the majority of peers and management support the change.
The Exemplary Follower
Exemplary followers rank high in both active engagement and independent critical thinking, representing the most effective style. They think for themselves, proactively support organizational goals, and are willing to challenge leaders by providing alternative solutions when they disagree. An exemplary follower executes a task with enthusiasm, identifies a more efficient method, and respectfully presents it to the leader before proceeding.
Key Characteristics of Exemplary Followers
Exemplary followers possess specific behavioral traits that make them effective partners to leadership. They demonstrate competence through the mastery of their job functions and the ability to execute tasks reliably. This proficiency allows them to take informed initiative and manage responsibilities without needing constant supervision.
A central trait is courage, which manifests as the willingness to stand up to and for the leader. This involves providing constructive criticism and challenging questionable ideas in a timely manner. Their commitment drives them to assume responsibilities beyond minimum job requirements to accomplish objectives. They are intelligent, self-reliant individuals who champion the organization’s mission because they believe in the cause.
Developing Your Followership Skills
Cultivating an effective followership style begins with a focus on self-management and accountability. Individuals should strive to be accountable for their actions and make independent decisions that align with organizational objectives. This involves proactively seeking performance feedback to identify both strengths and areas for growth.
A practical step is mastering the art of constructive upward feedback, which requires framing respectful disagreement as an opportunity for improvement. Rather than simply pointing out problems, followers should present well-analyzed alternative solutions to the leader. Taking initiative without being explicitly asked demonstrates commitment. This requires a deep understanding of the leader’s goals and organizational vision, allowing followers to anticipate needs and act autonomously within established boundaries.