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A successful leader and effective followers is what makes a great team. Level 5 leadership (Collin, 2005) suggests leaders are a study in duality, that is modest and willful, shy and fearless, who never let his ego get in the way of his ambition to create an enduring great nation. Kelley (1988) suggest characteristic of an effective follower is enthusiastic, intelligent and self-reliant participation that has strength for motivations for following and in their perceptions of the role. This week’s learning journal will attempt to discover qualities that will enhance both leader and followers.

This week we all are bonding with our team by gaining a mutual understanding and a growing drive to achieve. Spreier et al. (2006) argues the growing drive to achieve is a critical motive (on the rise) for leaders to success. In a sense, we are all required an extent of drive to achieve in order to increase in the degree of achievement. Level 5 leadership requires all capabilities of all the lower levels and a special characteristic of “builds enduring greatness through a paradoxical combination of personal humility plus professional will”. This somehow echos the growing drive to achieve. In the sense of ‘will’ and ‘drive’ are crucial elements for a successful leader. For instance, leaders are designated to motivate their followers by encouragements, willfulness and strength in decision making, as a ‘back bone’ supporting all parts to co-ordinate as one.

Many people often thinks they offer as much value (or more) to the team as (than) leaders do, especially in project or task-force situations (Kelley, 1988). Qualities of an effective follower is well-balanced, responsibility, accept the value of learning the role, studying leaders from a subordinate’s perspective and can success without strong leadership. Qualities of followers are becoming more and more important. Leadership is not a lifebuoy to make passive followers to obey or construct them under authority. Instead, as exemplified above, as a ‘back bone’ who is able to overseer of change and progress (Kelley, 1988). Thus, self-managed followers are more advantages in their teams as they needless supervisory control system.

 

References:

Collins, J. C. (2005). Level 5 leadership: the triumph of humility and fierce resolveHarvard Business Review, 83(7/8), 136--146
Kelley, R. E. (1988). In praise of followers. Harvard Business Review, 66(6), 142--148
Spreier, S. W., Fontaine, M. H., & Malloy, R. L. (2006). Leadership run amok. Harvard Business Review, 84(6), 72--82

 

 

 

 

 

 

 

4 Comments

  1. On reading your journal this week I am not certain what you have learned. To me it appears to have the feel of writing around the references. In other words find the references and write about them. After reading this weeks contribution I don’t really have any idea of what you are thinking, what you feel about the week or what you have learned. It is possible that language is a barrier. It may be helpful if you were to show your journal to someone else before you post, just to ensure that the message is clear.

  2. I think you show a thorough knowledge of the readings for the week, but it would really benefit you to go over the purpose of the learning journal. Rather than briefly summarising the readings, relate them to your own life and week - did you learn something from them? In what way? Will they change your behaviour/thoughts in any way? Did anything there challenge/inspire/make-you-doubt?

    It may be helpful to look over Daudelin's proposed structure again, and follow it stringently until you've got a good grasp on the process.

    Hope this helps (smile)

  3. Firstly, I was just surprised about that two other guys have already given comments for your journal because I thought we are basically reviewed by two people, which made me check if I am really supposed to give comments to your journal many times. Probably I'm right....

    Anyway, your journal for this week well-provided what you have learned from the readings, which means that you have already had enough information about whether team members including you are good followers or the leader. Therefore, it is a bit regrettable that I can't see the application of those knowledge to your actual experiences for your team. Since this is a reflective journal, it would be much better if you can give some examples to make your view stronger (smile)
     

  4. You need to explicitly indicate when you have copied material through the use of quotation marks and page numbers. If you are in any doubt as to how you should do that, arrange to see me. I would not what to find you have this type of problem in your summative learning journal.