Two-Way Street
Northouse (2015) defines leadership as a process whereby an individual influences a group of individuals to achieve a common goal. An interesting point Northouse makes is that not only leaders affect followers (whose I describe as partners to avoid the pejorative sense the word “follower” possibly suggests) but also followers affect leaders.
One of
the reasons I describe followers as partners is that we are all equal in the
process of leadership, only with different roles to play, responsibilities and
accountabilities to achieve the same goal. Together, as partners, we will succeed.
As Hawkins (1987) states, all members contribute to the effectiveness of
leadership.
However,
even being equals, the leader plays a crucial part to make the entire team
achieve the common goal. He or she is the one who influence the others to this
achievement, through guidance, support, respect, trust and clear communication.
I can
recall a leader I had ten years ago, in one of my job experiences, which
illustrate the influencing aspect of leadership and the two-ways effect of
leader and followers, mentioned by Northouse.
I started
working in a beach resort as a trainee at first, and my manager had some
leadership skills, however lacked on operational experience in the department.
As I had worked before in the field, I offered my assistance to help in
different tasks to be completed. Slowly, all the day planning was executed by
me. Afterwards, when the professional trust was built through my operational
knowledge, 100% attendance, time management and discipline, I started giving
suggestions on the monthly reports, new recruitments, inventory and purchases
and so on. Working closer every passing day, we started sharing our personal
thoughts, feelings and believes, and this is how we developed our relationship,
from leader and follower, to partners, than to friends.
I kept
observing how she treated others and treated me, and what I contributed which
others did not. She did not know how to guide me operationally, as mentioned,
however she first gave me the opportunity to show my professional experience.
As consequence, she empowered me to continue contributing in the department in
different ways. Whenever I needed personal assistance she was there for me, and
she never doubt (or has shown doubt) of what I did or said. She was delegating
her tasks to me slowly, until she reached one point of observer. I was doing
all her tasks plus mine. I admit that I felt sometimes she was being unfair,
since I worked way more than others and had higher pressure, however to
compensate she paid me off with flexibility whenever I needed (which it was and
is priceless for me).
The
most important outcome of my relationship with my manager, is our friendship
which lasts until the present moment, and which was crucial in a very delicate
phase of my life. Professionally, the most important way I was impacted by the
leader-follower relationship is that when she resigned, she recommended me to her
director to replace her, which was considered by him. I worked as manager in this
company thanks to her trust on me and on my capabilities which was developed by
her. The experience I acquired as manager was essential to my promotions in my
current job and to my daily professional performance. I learnt how to recognize
potential leaders in my team, the value of trust, empowerment and interpersonal
relationship in a work environment.
REFERENCES
Northouse, P. G. (2016). Leadership: theory and practice 7th
ed. Los Angeles, CA: Sage Publishing.
Hawkins, F. H. (1987). Human Factors in Flight. Hants, England: Ashgate.
