followership and servant leadership essay blc

Followership and Servant Leadership

This essay will explore the concepts of followership and servant leadership, examining their roles and importance in effective leadership and organizational success. It will discuss the characteristics of good followership, such as loyalty, integrity, and active participation, and how these qualities complement and enhance servant leadership. The piece will also analyze the principles of servant leadership, including empathy, listening, and stewardship, and how these principles foster a positive and productive work environment. The relationship between leaders and followers and how they can collaboratively contribute to achieving organizational goals will be a key focus. On PapersOwl, there’s also a selection of free essay templates associated with Goal.

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The effectiveness of leadership, and the success of those who follow that leadership, determine the success of an organization itself. The Army, at any level, is in no way an exception. Followership and servant leadership are both pivotal aspects of mission completion and are easily compared due to their mutual goals. Each of these are unique as well and depends on certain circumstances to achieve success. This essay on followership and servant leadership within the Army will highlight their differences and how they are both necessary.

Followership is defined as the capacity and willingness to follow a leader. Everyone in the Army has someone who gives them orders they must follow, as well as many standards that are expected of every soldier regardless of rank or position. The followers are a leader’s means to accomplish tasks. There are many different types of followers, the most effective of these is the exemplary follower. Exemplary followership is the idea of the follower assuming responsibility both individually and for the group as a whole. Doing this ensures that the follower understands that individual shortcomings or individual success affects the group and the success of the leader.

A servant leader, simply put, places the needs of others first. In 1970 Robert K. Greenleaf coined the phrase “Servant leadership.” Servant leadership depends primarily on the group dynamic. Servant leaders focus on ethical decision-making and concern for their subordinates. They do this by fulfilling their needs and offer support needed for achieving work and personal goals. The servant leader does this while maintaining the mission-first mindset. When possible, a servant leader also involves the soldiers in the decision-making process and develops a more democratic approach to planning and performance. This leads to increased involvement and trust, which in turn create a sense of community. Servant leadership often relies more on techniques of persuasion rather than the authority of rank and position.

We all have an obligation to both follow and lead. There will always be someone over you whose expectations you must strive to meet, making followership necessary for us all. We must delegate tasks to those who can complete the mission expected of the team to have it completed as expediently as possible. When delegating tasks or directly leading a working team, we must prepare them for success. Servant leadership comes in at this point by making sure the soldiers understand the objective and have all the required materials to succeed. Followership and servant leadership go hand in hand when creating a successful and cohesive environment.

While followership and servant leadership share many ideologies, they require balance to exist. This essay about followership vs. servant leadership and the BLC (Basic Leader Course) showcases this balance. The level of servant leadership may increase or decrease depending upon the circumstances. Exemplary followers take the initiative and strive for excellence. They show that they are mission-minded and reliable. The servant leadership makes sure they are prepared for success and is open to listening to the ideas they may have to better execute a task. The connection between the two fosters mutual success. This relationship is best described by Sun Tzu “Regard your soldiers as your children, and they will follow you into the deepest of valleys; look on them as your own beloved sons, and they will stand by you even unto death.”

• SAY NO TO “YES MEN”: FOLLOWERSHIP IN THE MODERN MILITARY Author: Eve M. Corrothers, Major, USAF
• B112 Reading B Servant leadership- 1 This reading is a compilation of three sources: A, Hunter, J. (2004). The world’s most powerful leadership principle. New York, NY B, Spears, L.C. (Ed.). (1998). Insights on leadership: Service, stewardship, spirit and servant leadership. New York, NY: John Wiley & Sons. C, Zohar, D. (1997). Rewiring the corporate brain. San Francisco, CA: Berrett-Koehler
• “Character and Servant Leadership: 10 Characteristics of Effective, Caring Leaders’ Author: Larry C. Spears, published in ‘The Journal of Virtues and Leadership,’ Vol. 1, Issue 1.

Servant leadership and followership army differ in their approach to leadership. Servant leadership empowers individuals towards organizational goals, while followership army emphasizes obedience to authority. Despite their differences, both models emphasize collaboration, communication, and individual accountability.

In the army, servant leadership comprises four essential elements. These elements include active listening, which entails understanding subordinates’ concerns, as well as showing empathy by acknowledging their feelings and needs. Moreover, respecting subordinates by treating them with dignity and fairness, and being humble, without seeking self-glorification, are also crucial elements of servant leadership.

Strong relationships between leaders and followers are crucial in the army. Followers require assurance that their leaders are competent and have a clear plan, and that they are actively contributing to a larger goal. Leaders must have confidence in their followers, relying on their ability to comply with orders and carry out assigned tasks without questioning their authority. Effective communication, mutual respect, and trust are all necessary components of a healthy leader-follower relationship in the military.

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Followership VS Servant Leadership: Comparison and Analysis

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• Kelley, Robert E. 'In Praise of Followers.' Harvard Business Review, November 1988.
• Spears, Larry C. 'Reflections on Robert K. Greenleaf and Servant-Leadership.' Leadership & Organization Development Journal, Vol. 25, No. 1, 2004.
• Greenleaf, Robert K. 'The Servant as Leader.' Robert K. Greenleaf Center for Servant Leadership, 1970.
• Yukl, Gary. 'Leadership in Organizations.' Pearson, 2019.

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Servant Leadership vs Followership: Decode the Concepts with a Deep Dive

Leadership and followership are two sides of the same coin, with each playing a crucial role in the functioning and success of any team or organization. However, there’s a lot to learn and unpack when we delve deeper into specific types of leadership and followership. One of the most influential and transformative leadership styles is servant leadership. But how does this compare and contrast with the concept of followership? In this article, we will conduct a deep dive into the topic of servant leadership vs followership , unpacking these concepts to provide you with a richer understanding of their roles and impacts.

Table of Contents

What is Servant Leadership and what is Followership?

Servant Leadership is a leadership approach in which the primary goal of the leader is to serve others. This leadership style prioritizes the needs of the team members, the organization, and the community above the self. The servant leader empowers and develops people, demonstrates humility, and contributes to the well-being of others. They place a great emphasis on the growth and development of their team, aiming to enhance individuals’ abilities and foster a positive work environment.

On the other hand, Followership refers to the behaviors and attitudes of individuals acting in a subordinate role. While it may sound less glamorous than leadership, followership is equally important in any organization or team. Effective followers are not just passive observers but active participants in their organization’s success. They understand their role, manage themselves well, remain committed to their organizations, and courageously challenge their leaders when necessary.

Key Differences between Servant Leadership and Followership

• Focus : While servant leadership places an emphasis on serving others and putting their needs first, followership focuses on supporting and executing the leader’s vision.
• Position : A servant leader is usually in a position of authority and uses their power to serve others, while a follower operates from a subordinate role, playing a supporting part in the organization’s success.
• Responsibility : Servant leaders are responsible for setting the direction and vision of the team, while followers are expected to understand this vision and work towards it.
• Influence : Servant leaders have a significant influence on organizational culture through their selfless and empowering approach, while followers contribute to the culture by actively engaging in their roles and supporting the leader’s vision.
• Development : Servant leaders focus on the development of their team members, while effective followers seek their personal and professional development within the framework provided by their leaders.

Key Similarities between Servant Leadership and Followership

• Goal alignment : Both servant leadership and followership aim for the achievement of the organization’s goals . They share a common purpose and work in tandem to achieve it.
• Active roles : Servant leaders and effective followers are not passive. They both actively contribute to the organization’s success, though in different capacities.
• Value contribution : Both servant leaders and followers contribute significantly to the team’s culture and productivity. The leader serves and empowers, while the follower supports and executes.
• Ethics and values : Servant leaders and followers both need to adhere to high ethical standards and shared values for their roles to be effective. Honesty, respect, and commitment are common in both roles.
• Continuous learning : Servant leaders and effective followers understand the importance of continuous learning. They both seek opportunities for personal and professional growth.
• Communication : Effective communication is crucial in both servant leadership and followership. Whether it’s the leader conveying the vision or the follower providing feedback, open and honest communication is key to their success.

Pros of Servant Leadership over Followership

• Empowerment : Servant leadership empowers team members , nurturing their skills and encouraging personal and professional growth.
• Morale and Satisfaction : By placing the team’s needs first, servant leadership can lead to higher job satisfaction and morale, which in turn can result in lower turnover rates.
• Team Development : Servant leaders prioritize team development, which can help create a more skilled and adaptable workforce.
• Long-term Vision : Servant leaders often have a long-term perspective, planning for the future and fostering sustainable success.
• Community Impact : Servant leadership extends beyond the organization, often focusing on serving the broader community as well, which can lead to increased public goodwill and reputation.
• Innovative Environment : By empowering team members and encouraging their growth, servant leaders often foster an environment conducive to innovation and creativity.

Cons of Servant Leadership compared to Followership

• Time-Intensive : Servant leadership requires substantial time and commitment to cater to individual team members’ needs and foster their growth, which may not always be practical in a fast-paced environment.
• Misinterpretation : The emphasis on service in servant leadership can sometimes be misinterpreted as a lack of authority or decisiveness , which could potentially undermine the leader’s position.
• Dependence on Leader : Servant leadership can sometimes lead to excessive dependence on the leader, limiting the team’s self-sufficiency.
• Difficult Balance : It can be challenging to balance the needs of individual team members with the overall goals of the organization.
• Slow Decision Making : Decision making in servant leadership might take longer, as the leader seeks to consider and address the views and needs of all team members.
• Potential for Exploitation : In some cases, servant leaders may be taken advantage of by individuals who see their servant-first approach as a weakness to be exploited

Pros of Followership over Servant Leadership

• Less Responsibility : Followership generally involves less responsibility compared to servant leadership, allowing individuals to focus more on their specific tasks.
• Skill Development : In a followership role, individuals can concentrate on developing specific skills and competencies in their area of expertise.
• Flexibility : Followers often have the flexibility to adapt to different leaders and leadership styles, making them versatile contributors in various situations.
• Supporting Role : Effective followers play a critical supporting role that contributes to the overall success of a team, which can be rewarding and impactful.
• Learning Opportunities : Followership can provide valuable learning opportunities. Observing different leadership styles can prepare followers for future leadership roles.
• Efficiency : Followership can lead to more efficiency as responsibilities are divided, and individuals can focus on specific tasks.

Cons of Followership compared to Servant Leadership

• Limited Authority : Followers generally have limited authority to make decisions, which can be frustrating for those who want more control over their work.
• Dependent on Leadership : The success of followership is highly dependent on the quality of leadership. A poor leader can make followership challenging.
• Limited Recognition : Followers may not receive the same level of recognition or reward as leaders, even when they contribute significantly to the team’s success.
• Potential for Exploitation : There is a potential for followers to be exploited or undervalued by unscrupulous leaders.
• Less Influence : Followers generally have less influence over the team or organization’s direction compared to leaders.
• Challenge in Growth : Sometimes, growth opportunities may be limited in a followership role, especially if the leader does not prioritize the development of their team.

Situations when Servant Leadership is better than Followership

• Employee Engagement : Servant leadership is particularly effective when higher levels of employee engagement and morale are needed. By putting the team’s needs first, servant leaders can foster a supportive and positive environment.
• Organizational Transformation : In situations requiring significant organizational change or transformation, a servant leadership approach can be beneficial. It encourages collaboration, communication, and supports team members through changes.
• Team Development : Servant leadership excels in situations where team development is a priority. It allows leaders to focus on nurturing and enhancing the skills of each team member.
• Community Engagement : If an organization aims to strengthen its community relations or CSR initiatives, servant leadership can be an ideal approach.
• Innovation and Creativity : Servant leadership is effective in environments that encourage innovation and creativity, as it empowers team members to think freely and take risks.

Situations when Followership is better than Servant Leadership

• Highly Specialized Tasks : In situations where tasks are highly specialized and require specific expertise, a strong followership can be beneficial as it allows individuals to focus on their specific roles.
• Inexperience with Leadership : For those inexperienced in leadership roles, effective followership provides an opportunity to observe, learn, and gradually develop leadership skills.
• Autocratic Leadership Style : Under an autocratic leadership style, followership can be more suitable as decisions are typically made by the leader, and followers are expected to execute them.
• High-Paced Environments : In fast-paced environments where quick decision-making is necessary, a strong followership might be more effective to promptly implement decisions.
• Large Organizations : In large organizations with established processes and hierarchies, followership may be more effective and necessary for maintaining order and efficiency.
• Crisis Management : In crisis situations, where decisive action is needed, having effective followers who can quickly execute instructions can be invaluable.

Servant leadership vs followership summary

Throughout this exploration of servant leadership and followership, we’ve seen that both play significant roles within a team or an organization. While they differ in their approach, responsibilities, and expectations, they share a common goal: contributing to the success of their teams. Understanding the key differences, similarities, benefits, and drawbacks of servant leadership vs followership can help individuals better navigate their roles, whether they’re leading or following. Remember, there’s no ‘one-size-fits-all’ approach – it’s about choosing and adapting the style that best suits you and your organization’s unique needs and goals. As we’ve discovered, both servant leadership and followership have their time and place, and recognizing this can lead to more effective, harmonious, and productive teams.

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Hidayat Rizvi

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Home — Essay Samples — Business — Leadership — Comparison of Followership and Servant Leadership

Comparison of Followership and Servant Leadership

• Categories: Leadership Leadership Styles

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Words: 409 |

Published: Feb 8, 2022

Words: 409 | Page: 1 | 3 min read

Table of contents

Introduction, defining followership and servant leadership, common traits and values, responsibilities, distinguishing characteristics, references:.

• Kelley, R. E. (2008). Followership: How Followers Are Creating Change and Changing Leaders. Harvard Business Press.
• Greenleaf, R. K. (2002). Servant Leadership: A Journey into the Nature of Legitimate Power and Greatness. Paulist Press.
• Spears, L. C. (Ed.). (1998). Insights on Leadership: Service, Stewardship, Spirit, and Servant-Leadership. John Wiley & Sons.
• Hunter, J. C. (2004). The World’s Most Powerful Leadership Principle: How to Become a Servant Leader. Crown Business.

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Compare and Contrast Followership and Servant Leadership 

by Courtney Fraas

The two philosophies, followership and servant leadership, are discussed in the context of soldier development. However, these leadership styles are not exclusive to the army and applicable in business as well. When we compare and contrast followership and servant leadership we can better appreciate the relationship between the styles.  

Assess your leadership skills and pinpoint areas where you can improve when you download Bossibly’s Leadership + Influence Assessment . →

Followership 

In business, we often hear of leadership and read articles that address leadership style. It is much less often than we hear about followership. Followership is what the Ivey Business Journal has called “the other side of leadership.” It’s a person’s ability to follow the leader, so-to-speak. It’s the ability to take direction, be a team member, and describes their overall willingness to follow a leader. Although there are very few company accolades for superior followership, followers are vital in reaching business objectives. In many cases, people working in an organization will have both a traditional leadership role while also being a follower. They follow the direction of their superior while being a leader to their team members.

Servant Leadership  

Coined in 1970 by Robert K. Greenlead, the phrase servant leadership is a leadership philosophy that focuses on how a leader interacts with others, specifically their subordinates. It is unlike many traditional leadership styles. A servant as a leader will focus on putting employee development and needs first. It is an approach that is focused on long term objectives and relationships. In some ways, it’s like a role-reversal. The leader works to serve the employees, rather than the employees serving the leader. A good servant leader is altruistic. Subservant leaders prioritize employee needs and well-being. By doing so, employee performance increases and company objectives are met or exceeded.    

Compare and Contrast 

When we compare and contrast followership and servant leadership, we can see there are many similarities. Followers and servant leaders both value commitment, servitude, enthusiasm, flexibility, and versatility. There is also a great detail of trust and mutual respect. Followers trust their leader’s guidance and respect their direction, and servant leaders trust their followers’ abilities and respect them as a person. Servant leadership and followership are the same in that both would be willing to jump in and help with a project, regardless of their organizational position. They also appreciate long term relationships and their actions serve to nurture them. A servant leader serves their followers, and followers serve their leader.   

The main difference between followership and servant leadership is the amount of responsibility and demand. A servant leader as a manager or superior will often have more job responsibilities than their followers, and more of the organizational success will rest on their shoulders. In addition to serving their team, they have their own targets, tasks, and responsibilities to look after. As Aristotle once said, “He who cannot be a good follower, cannot be a good leader.” It is difficult to say whether one is better than the other, as they are complimentary. Good servant leaders are guiding followers to be the leaders of tomorrow.

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Comparing Followership with Servant Leadership

This paper compares Kelley's theory of Followership and Greenleaf's theory of Servant Leadership. It discusses their strengths and weaknesses, how they might compliment each other, and the extent to which these theories may apply cross-culturally. Attention will be given to the problems that might arise from exporting these models.

Related Papers

Rakesh Mittal

Uzma Ismail

Jamie Callahan

Abstract Servant leadership theory has been written about a great deal but has not been studied extensively. Much of the research work in support of servant leadership is based on opinion, case study, and emotional arguments. We examine servant leadership, its characteristics, and the promotion of this mythic theory as it has been defined through engendered language and a Judeo-Christian lens which implies certain values and leaves little space for questioning the theory.

The Palgrave Handbook of Servant Leadership

Indujeeva Peiris

The Twenty-first century is becoming disruptive in many ways; the natural and the man-made world is changing rapidly. Over the past decade, both governmental and business leaders have struggled to earn the trust, commitment and support of followers and society at large, and business “ethics” has repeatedly been labeled an “oxymoron.” Leaders may influence their followers using questionable tactics that can be unethical and pursue goals that are not right, not for shareholders, employees, customers, communities, nor for themselves. Therefore, the aim of a leader must be to engage in leadership practices that are not only effective but also ethical and moral. In this chapter, we highlight that witethics, moral character, ability to listen with the intent to understand and empathize with others, trust, and the ability to assess the consequences that lead to a greater good, leadership becomes ineffective. In that regard, servant leadership offers a unique perspective and a solution to shift our current thinking and converge our worldview into a universal value system that can serve humanity and the natural world. Servant leadership qualifies as a holistic leadership approach which focuses on stakeholder development in rational, relational, ethical, emotional, and spiritual dimensions.

International Journal of Servant-Leadership

Jeffrey McClellan

Adobi Timiyo

Long Range Planning

Canadian Institute for Knowledge Development Publishing

The Palgrave Handbook of Servant Leadership (pp. 1-24).

Indujeeva Peiris , I.K. Peiris , Prof. Rohana Ulluwishewa

The Twenty-first century is becoming disruptive in many ways; the natural and the man-made world is changing rapidly. Over the past decade, both governmental and business leaders have struggled to earn the trust, commitment and support of followers and society at large, and business “ethics” has repeatedly been labeled an “oxymoron.” Leaders may influence their followers using questionable tactics that can be unethical and pursue goals that are not right, not for shareholders, employees, customers, communities, nor for themselves. Therefore, the aim of a leader must be to engage in leadership practices that are not only effective but also ethical and moral. In this chapter, we highlight that without ethics, moral character, ability to listen with the intent to understand and empathize with others, trust, and the ability to assess the consequences that lead to a greater good, leadership becomes ineffective. In that regard, servant leadership offers a unique perspective and a solution to shift our current thinking and converge our worldview into a universal value system that can serve humanity and the natural world. Servant leadership qualifies as a holistic leadership approach which focuses on stakeholder development in rational, relational, ethical, emotional, and spiritual dimensions.

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