Effective Leadership: The Leader and Follower Relationship
Editor’s note: This is the second part of the Effective Leadership series. If you missed the first part, you can find it here.
If you enjoyed last month’s post, you’ll be able to pick up right where you left off as we focus on the relationship between the leader and the follower.
If you were able to evaluate whether you have the right stuff to lead, one of the most defining tell-tale signs of your leadership effectiveness is if you have followers.
How do you determine your effectiveness?
Q: Are you in a leadership role. planning events or leading an organization with little to no participation?
Q: Do you receive feedback on the communications you send regarding updates and info?
Q: Do you feel your opinions, ideas, and energy are valued, or are they ignored?
If any of your answers suggest you’re unable to rally followers to your cause, awaken your leadership qualities of enthusiasm, integrity, courage, and moral commitment.
If you want to take your leadership effectiveness to the next level, I’ve got you covered.
If you’re convinced you’re doing everything right and your inability to inspire others around you has nothing to do with your approach, give yourself grace to make mistakes.
How do you develop your leadership qualities?
Good leadership evolves from genuine care for the concern and care of others. The difference between management and leadership is the emotional connection piece—true leadership means being emotionally connected to others.
If people feel part of a community, they’re more likely to want to invest in contributing to something worthwhile. You see this with charismatic and servant leaders all the time, as both of these leaders can invoke and foster organic emotional connections relatively effortlessly with their followers.
Effective leaders undergo a never-ending process of self-discovery, are rooted in their core values, and constantly undergo the daunting task of balancing priorities, but always with others’ interests and personal growth at the forefront of their minds.
Most true leaders tend to be more flexible with open minds and receptive to new ideas.
Effective leaders would much rather welcome new ideas rather than criticize or feel threatened by motivated volunteers with initiative and drive.
If you’re truly dedicated to the organization you lead or are evaluating whether or not to continue to lead despite followers, reflect on the past positions you’ve held. Ask yourself the same questions with your leadership role now.
Are you the common denominator?
Would your organization benefit with new leadership?
If volunteers are dropping out of programs that you lead or are affiliated with, then ask yourself why?
What choice can you make now to promote positive change and growth with followers?
Leadership is more about change than stability. If your leadership style is authoritarian, you can improve your effectiveness by recognizing how this affects your relationships with followers. Only you can tone down your strong authoritarian style and inspire to motive others around you!
Don’t miss the final installment of this leadership series, The Art of Mentoring. And, as always, if you have any questions or comments that would contribute to the content or discussion, post in the comments section below.
