We’re consistently hearing and reading about what makes an effective leader. We don’t hear as much about what makes effective followers. It makes sense to figure this part out, because there will always be more followers than leaders.
First, let’s determine what effective followers aren’t. They aren’t good soldiers who march to a steady drumbeat. They aren’t indentured servants waiting in line to become partner (at least, they aren’t anymore). And they aren’t passive order-takers.
Here’s what effective followers are. They are technically strong critical thinkers. They are confident enough as individuals to question what they don’t understand. They make a conscious choice to follow their leaders based on careful analysis, solid decision-making, and commitment to something greater than themselves.
Leaders, please read the previous paragraph again. Ask yourself how many of your team can be described this way. If your calculation leaves you less than inspired, the first person you need to hold responsible is yourself. If you want effective followers, you need to help create them. Here are three ideas:
- Clarify in your own mind your take on the present and your vision of the future. Share both of these pictures with everyone in your firm. Do this regularly and often. Use every outlet at your disposal to distribute this message. Your followers want to know what and how you think.
- Be completely clear about your expectations of individuals and departments in the firm. Share those expectations face-to-face with people. Let them know what you want from them. Be as specific as you can without diving into micromanagement. Give them direction. Don’t make them wonder. Tell ‘em and tell ‘em again, not just during their evaluations.
- Be the loudest cheerleader. Celebrate every achievement, whether firm-wide or individual. Don’t delegate enthusiasm.
Leadership is critical to success. So is having great followers. Remember to develop both.
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