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This week was the first of our many group meetings, going into the first meeting I found my self wondering if our group would work well together, who would emerge as a leader, who would be the followers, would there be any conflict between the roles? This weeks reading by Kelley (1998) I found to be very enlightening on the definitions of the two different roles, laying down the blueprint for effective teams.


In regards to my wonder about how our group would work, it was written that “at different times of the working day, most managers play both roles” (Kelley, 1998) I feel this applied directly to how our group functioned in the first week of meetings, we each were in charge of a specific department, we acted as the ‘leader’ in this situation, when another group member was talking about their department, they were the ‘leader’ and everyone else was a follower. Kelley also writes that there are different types of followers including Alienated Follower, Survivors, Passive Followers and Effective followers. I feel in relation to our group that we are all effective followers, we don’t really have one leader telling us what to do, we “think for ourselves, carry out duties and assignments with energy and assertiveness” (Kelley, 1998).


I feel as though after observing how our group operates we each possess the qualities of effective followers, we manage ourselves well, we are committed to a common goal or purpose outside of ourselves, we build competence and focus our energy on achieving maximum results and lastly we are credible, honest and courageous.


This reading helped to explain in theory the way that our group operates, as the week progressed there was no wonder about how we would work together and if there would be role clashes, we each knew our roles and work effectively together in order to reach our main goal or purpose.


Kelley, R. E. (1988). In Praise of Followers. Harvard Business Review66(6), 142-148.


  1. Hi Matthew,

    Firstly, I think you have integrated the readings and your experiences last week very well and I also think your journal is short but clear, however. In the future when writing your journals, you could perhaps elaborate more on what you would do with your current situation. For example, you mentioned your group possess qualities of effective followers, what does that mean for the team in the long run? Is it a good thing to be an effective follower? I can't say much from the readings but I think it would add more depth to your journal if you elaborate more on what these qualities may mean for your group. Otherwise, all is good. Goodluck with the rest (smile) 

  2. Great use of the readings which showed clear connections between your experiences this week and the readings. You have also correctly referenced, so thumbs up as many people are forgetting to do this. The point about how we are each a leader in our own roles but followers towards the other roles is really relevant. Usually each person will read quite in depth all the reports that apply to their roles and not so much on the others. So we all should trust each others opinion about what would be the right decisions to make.

    Your journal is quite short, to extend it by going more in depth you will benefit from this when we submit our final journal. Also to show high levels of the learning model I suggest making connection to ideas that may not have been in the readings. For example you could talk about what stage your team is at in terms of forming, norming, storming or performing. Also how the leadership qualities in the team could change over time. For example when we start getting busy with other assignments the members may not be as effective as they were at the start.