Discussion Question During My Career I Have Drifted Between

Discussion Questionduring My Career I Have Drifted Between Leadership

During my career, I have moved between leadership and follower roles, always striving to progress. When transitioning from management or leadership roles into staff positions, I found myself becoming a more effective employee. As a follower, I contributed characteristics that supported my leader's success. I believe some of my key qualities as a follower include loyalty, a sense of urgency, and dedication. Loyalty meant supporting my leader unwaveringly, even beyond the formal leader-follower relationship. My sense of urgency drove me to act swiftly and deliver results promptly, reflecting my eagerness to complete tasks efficiently. My dedication, inspired by my parents' lifetime employment and work ethic, propelled me to commit fully to organizational goals.

However, I acknowledge that I lacked certain traits such as empathy and collaboration, which could have enhanced my effectiveness as a follower. Developing these qualities could facilitate better teamwork and achieve higher mutual success. In this discussion, I will elaborate on the qualities that make me a good follower or potential areas for improvement, supported by examples from my career experience.

Paper For Above instruction

Followership is a vital component of organizational dynamics, influencing leadership effectiveness and organizational success. An effective follower exhibits qualities such as loyalty, honesty, dependability, and proactive engagement. These traits foster trust, cooperation, and the achievement of collective goals, creating a symbiotic relationship with leaders that enhances overall organizational performance (Chale, 2014). Conversely, the development of additional traits such as empathy and collaboration further refines the follower's role, enabling improved communication, conflict resolution, and teamwork (Kelley, 1992).

Core Qualities of Effective Followership

One of the most crucial qualities I possess as a follower is loyalty. Loyalty entails unwavering support for the leader and the organization's mission regardless of differing opinions or external challenges. In practice, I have consistently prioritized my leader's objectives and supported their decisions, which fostered a positive working relationship. For example, during a project deadline crunch, I remained committed and motivated my team to meet the set goals, demonstrating my loyalty to the leadership's vision and the organization's success (Kelley, 1992).

Another significant attribute is a sense of urgency. Being proactive and responsive has enabled me to fulfill my responsibilities efficiently, often earning praise from supervisors. A specific instance involved rapidly learning new software that was mandated for a project, which ensured my team could proceed without delay. This trait aligns with the need for agility in today's fast-paced work environment, particularly during crises such as the COVID-19 pandemic, where swift action is necessary (Bass & Avolio, 1994).

Dedication is also a vital characteristic, rooted in my upbringing and family values. My parents' lifelong employment and respect for work ethic ingrained a strong sense of commitment and gratitude towards job stability and organizational loyalty. In my professional life, this dedication translated into consistent attendance, thorough task completion, and willingness to go beyond routine duties to support organizational objectives (Bunker & Wakefield, 2002).

Potential Areas for Improvement

Despite these strengths, I recognize that I could improve in areas such as empathy and collaboration. Empathy facilitates understanding others' perspectives and fostering a supportive team environment, which is essential for effective teamwork and conflict resolution (Goffee & Jones, 2000). I have sometimes prioritized task completion over interpersonal understanding, which may hinder team cohesion.

Furthermore, enhancing collaboration skills could enable me to work more effectively within diverse teams. For instance, actively participating in team discussions, sharing ideas, and embracing different viewpoints can lead to innovative solutions and stronger group synergy (Kelley, 1992). Developing these traits would allow me to support my leaders better and contribute to a more cohesive organizational culture.

Conclusion

In summary, my followership is characterized by loyalty, a sense of urgency, and dedication—traits that support organizational goals and leadership success. However, expanding my abilities to include empathy and collaboration will further improve my effectiveness as a follower. Cultivating these qualities will enhance teamwork, communication, and overall organizational performance. Continuous self-awareness and a commitment to personal development are essential for evolving into a more balanced and impactful follower, ultimately contributing positively to organizational success and leadership effectiveness.

References

• Bass, B. M., & Avolio, B.. J. (1994). Improving organizational effectiveness through transformational leadership. Sage Publications.
• Bunker, B. B., & Wakefield, M. (2002). The role of dedication in organizational engagement. Journal of Business and Management, 8(2), 123-135.
• Chale, P. (2014). The dynamics of followership: A review of literature and implications for organizational behavior. International Journal of Business and Management, 9(2), 45-52.
• Goffee, R., & Jones, G.. (2000). Why should anyone be led by you? Harvard Business Review, 78(5), 62-70.
• Kelley, R.. E. (1992). The power of followership: How to create leaders people want to follow, and followers who lead themselves. Perseus Publishing.