In his article, "Heroes and Sidekicks: Ensuring Proper Followership", Bruno Neal (2010), states that in most workforce situations, there is a need for "another training program with plenty of resources that could give our sidekicks their own gadgets and tools to help them support the heroes and win the fight for quality and performance excellence" (p. 76). I’m completely in agreement with the author’s statement, but I can attest that this does not practically take place in the organizations I have worked in.
In my professional experience, I know this would have been an essential aspect of the support system, but it has rarely been the case where I can honestly say that it was prevalent or practiced saying the least. Many times, we as leaders can assume as to what our followers should be doing. If we make sure that the proper training and backing is provided not just to the leaders, but also to our team members to ensure they have the tools and the skills needed to live up to our expectations without merely imposing our expectations on them then that would make their jobs much easier. Neal (2010) writes “I have noticed that in …show more content…
2011) assert, “Leaders cannot succeed on their own…Authentic leaders build extraordinary support teams to help them stay on course. [The] teams [help] [each other] times of [crisis], [and] in times of difficulty and celebrate with [each other] in times of success…[Everyone] must give as much to their supporters as they get from them so that mutually beneficial relationships can [continue]” (p. 172).
I don’t know of an organization that delivers such training or programs for development to support the leaders, certainly not the kind of training mentioned in this article. The only training and development in this capacity are for leaders to support their teams. The focus has always been to provide the subordinates through coaching and supporting them to meet their
In my professional experience, I know this would have been an essential aspect of the support system, but it has rarely been the case where I can honestly say that it was prevalent or practiced saying the least. Many times, we as leaders can assume as to what our followers should be doing. If we make sure that the proper training and backing is provided not just to the leaders, but also to our team members to ensure they have the tools and the skills needed to live up to our expectations without merely imposing our expectations on them then that would make their jobs much easier. Neal (2010) writes “I have noticed that in …show more content…
2011) assert, “Leaders cannot succeed on their own…Authentic leaders build extraordinary support teams to help them stay on course. [The] teams [help] [each other] times of [crisis], [and] in times of difficulty and celebrate with [each other] in times of success…[Everyone] must give as much to their supporters as they get from them so that mutually beneficial relationships can [continue]” (p. 172).
I don’t know of an organization that delivers such training or programs for development to support the leaders, certainly not the kind of training mentioned in this article. The only training and development in this capacity are for leaders to support their teams. The focus has always been to provide the subordinates through coaching and supporting them to meet their