… our followership, how we respond to those above us on the organizational chart, reveals much about our potential as leaders.
Schools operate within hierarchical systems, where each individual, regardless of their role, is part of a structured chain of command. Teachers report to department chairs, department chairs to assistant principals, principals to presidents, and so on, creating a clear organizational structure. This is a familiar reality for those working in educational settings, as we find ourselves fitting into established organizational charts. Our position within this hierarchy should influence not only how we lead but also how we follow.
Effective leadership – consultative, collaborative, or directive – rests on an expectation of being followed. However, even the most skilled leaders encounter challenges in the real world, where conflicts, friction, or unintended confusion may arise. No process, system, or leader is flawless, and not every endeavor unfolds as intended.
Competent leaders, on the journey to becoming exceptional leaders, possess the ability to navigate these challenges, restoring faith and trust in the process. Yet, the success of this restoration hinges significantly on the willingness of our followers to grant leaders their attention, respect, and good will. The reservoir of faith and trust built over time directly correlates with the effectiveness of our leadership.
Crucially, our followership, how we respond to those above us on the organizational chart, reveals much about our potential as leaders. When those in higher positions make mistakes or exhibit behavior that falls short, how do we, as educational leaders, react? Do we presume good will, attentively listen to explanations, and give the benefit of the doubt? Are we willing to reflect on our own role in the situation? Do we actively seek resolution and positive outcomes, or do we succumb to persistent complaining, gossip, or venting?
As educational leaders, our approach to modeling followership is as vital as our leadership style. By demonstrating patience, understanding, and a commitment to constructive resolution, we not only contribute to a healthier organizational culture but also inspire a positive cycle of leadership and followership. In navigating the challenges of hierarchical structures, we showcase not only our leadership skills but also our capacity to be effective followers, fostering a culture of respect, collaboration, and growth within the educational community.