We make models to define an idea – so that it can be discussed, challenged, shreaded, and refined.  I call this learning.

Yesterday I had a chance to talk through the Five Levels of Followership with a team and here are my highlights: (here is a link to my original post defining the idea)

1. “I see myself bouncing between levels 2, 3, 4, and sometimes 5 as a follower.  To do my job well requires me to work in different ways.”

2.  What does it take for a leader to help someone move from:

  • Level 1 – level 2:  Explain the tasks/success measures for the role and/or deliver the message that their presence is costing the team more than they are contributing.
  • Level 2 – Level 3:  Recognize the great doing / Challenge to look for moments to create fans with their energy and attitude.
  • Level 3 – Level 4:  Ask occassionally “What do you see that needs to be fixed/streamlined?  What would make your job or our jobs easier?”
  • Level 4 – Level 5:  Hmmm . . . . . .  . (no answer to this – you have one?)

3.  What does it take from the perspective of a follower to move from:

  • Level 1 – level 2:  An individual making the choice to approach their work differently.
  • Level 2 – Level 3:  An individual making an internal shift from duty to passion for their work and the impact they can make.
  • Level 3 – Level 4:  Thinking and experience in doing a task and knowing how it works today – then asking “What is possible here that would be better?”
  • Level 4 – Level 5:  Asking “What if?” at a higher level.   Knowing the vision for the group and being able to see a shift needed to move there.

It is a great discussion to get leaders and followers in a room to talk about what real teamwork looks like.  Invariably, followers leave seeing their role with greater clarity(and ownership) and leaders recognize they have a role, but do not have to shoulder the whole burden for performance (ie.  it is okay to ask for help!)

I love this topic and I also love how this video captures it.  Take a look at this one from TEDx – and it might be a good way to kick off your next leadership meeting, followed by the questions:

  • What does this say about leadership?
  • What does this say about followership?
  • What challenges to we face as a team that this speaks to?

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