Supporting Followership for Cultural Change Does your organizational culture feel rigid, with leadership bias stifling collaboration and adaptability? If so, you’re not alone. Many organizations struggle to balance leadership and followership in a way that empowers teams to act effectively and innovate dynamically. One powerful tool to address this challenge is Commander’s Intent, a concept […]
The Essence of Strategic Followership in Leadership Leadership isn’t simply given from above; it’s granted from below, by the followers. While management might come from a title or authority, true leadership emerges from the trust and alignment of those who choose to follow. As the saying goes, “Leadership is not about being in charge; it’s
Leadership is Granted, Not Given Read More »
Leveraging Strategy and Followership Accountability is often viewed as a top-down process—a tool for leaders to ensure employees meet expectations. But what if we reframed accountability as a shared culture rooted in trust? A culture where both leaders and followers take responsibility for success, collaborate openly, and engage meaningfully in achieving organizational goals. To create
Trust Through Accountability Read More »
“But I NEED to be there.” Oh boy, this CEOs FOMO was kicking in hard. But it was more than that. This is how he has ALWAYS done things. He has always been at the conventions. He has always been at the meet and greets. He has always been at the events. But his company
From FOMO to Strategy Read More »
You may need to help your leaders transition between abstract and concrete thinking. Their ability to move between these is important for your team. And you can help them. First – Are you picking up on problems that others are missing? By providing solutions rather than just focusing on the problem, you are encouraging the
Make the Abstract Concrete Read More »
Ever seen a team crumble from the inside? Katlyn turned to me because she was certain that her team was falling apart. The pebble that started this avalanche was when a talented junior team member (Jane) requested a transfer. Jane loved the company and the work. but she felt unsupported by other members of the