Balancing Leading and Following for Organizational Success

In today’s fast-paced business landscape, a reflective approach to leadership is essential for cultivating versatile organizations and leaders. Navigating uncertainties with agility and transparency not only requires strong leadership but also deep engagement with those responsible for executing strategic visions.

When advising leadership clients, we emphasize the critical balance between ‘leading’ and ‘following’. This balance is vital for fostering strong employee engagement. Exceptional leaders understand when to take the reins and when to step back, ensuring their teams stay aligned with the established direction.

Teaching the concept of ‘Followership’—though not a novel idea—is often overlooked in coaching practices. We encourage leaders to contemplate their roles with reciprocity, posing the question, “Would you follow someone like yourself into the unknown?”

This reflective approach becomes even more crucial during times of transformation, where leaders must be accountable for meeting business objectives and motivating their teams. Insightful leadership arises from genuinely understanding the perspectives of those they lead.

To effectively gauge followership, we advocate for the implementation of regular performance feedback systems for leaders. These mechanisms hold leaders accountable for adjusting their leadership styles to meet the evolving needs of their teams.

Organizations that neglect to include evaluation methods in their leadership training risk creating an environment where leaders repeatedly falter, leading to disengaged and overburdened teams. As the saying goes, “If you’re not the lead dog, the view never changes”.

Ultimately, leadership is about guiding the path forward while actively listening to and learning from followers. True leadership success is found in adapting to the team’s needs and fostering a culture of mutual respect and growth.

By cultivating an environment where feedback is valued and leaders are held accountable, organizations can develop an engaged and empowered workforce. This approach is the hallmark of a truly ambidextrous organization—one that thrives amid complexity and leads with a shared vision and a commitment to excellence.

Self-Reflection: “How do I balance my roles as both a leader and a follower in my organization? Am I equally receptive to leading initiatives and supporting others’ ideas?” “During times of change, how accountable am I for my actions and their impact on the team? What steps do I take to ensure transparency and alignment with our shared vision?”