Introduction
The leadership is about the effective person who is able to create an inspiring vision of the future, motivate and inspire the people to engage with that vision (Bligh et al, 2011). There is a proper management delivery of the vision, coaching and building a team so that there is effective achievement. The creation is an inspiring vision of the future with dynamic, exciting and inspiring factors.
Leadership theories & Followership
The leadership and the followership are a supportive bond where people like Napoleon were bold and ambitious as well. The project bosses and the other subordinates also could not follow a parade. The focus is on being a leader and directed attention which is away from the importance of following. The different leadership theories of charismatic leaders like Obama, focus on the transformation leadership with focusing on bringing meaningful change in the life of the people. The people are able to influence, confident and have strong moral values too. The transformational and the transactional type of leadership works over the growth with increased number of the consultancy firms. The idea is about the radical changes through charisma. The factors include the inspirational motivation with certain corrective actions. The example for this is Lesley Hayes who has been able to work over moral dimensions with evidence supports and applications. Here, the authentic leadership works on focusing over self-awareness with gained prominent with unethical and ineffective leadership patterns. The example for this is Bill George. (Howell et al., 2005). The high-quality work cannot be done without any good followers.
The Gallup organisation defined the employee engagement to be the involvement, commitment with work. The employers need to focus and be concerned for the employee welfare, perceptions of the job importance and the career advancement opportunities. This helps in improving the quality of working relationships. The leadership is important with followership where one can ask about less power, authority, influence than the other superiors (Kelley, 2008).
As per the assumptions, there are different sources which could be effective and helpful for the different styles of followership and to match with the levels of engagement, active or passive in the organisation. The exhibits are also set to a minimal level of independent thinking and engagement. Kelley model focus on the followers with the organisation working over the ability to recognize with different perceptions and the negative connotations (Uhl-Bien et al., 2014). The conceptualisation is to include the ability of followers to management oneself. The exposure is to the individual to the new people and ideas, with enhancement to the personal and professional development. The example is about active network with others inside and outside the organisation.
Conclusion
The followers need the leaders to communicate on the team and project where there is a need to create an inspiring image which is considered to be a major setting. The majority of people are the followers till the time there has not been any inherent valuable positions or the roles with specialised sets of skills. Hence, the major focus is on teamwork with effective followership to build effective leadership.
References
Bligh, M. C., Kohles, J. C., & Pillai, R., 2011. Romancing leadership: Past, present, and future. The Leadership Quarterly, 22(6), 1058-1077
Howell, J. M., & Shamir, B., 2005. The role of followers in the charismatic leadership process: Relationships and their consequences. Academy Of Management Review, 30(1), 96-112
Kelley, R. E., 2008. Rethinking followership. The art of followership: How great followers create great leaders and organizations, 5-16.
Uhl-Bien, M., Riggio, R. E., Lowe, K. B., & Carsten, M. K., 2014. Followership theory: A review and research agenda. The Leadership Quarterly, 25(1), 83-10
