Followership as a Role
Student 2025
3.2Responses-Discussion.FiveDimensionofCourageousFollowership.docxPlease respond to 3.2 Five Dimensions of Courageous Followership post:
Scott:
As with most things, how we do things depends on how we are as a person and a leader. Each of us has different strengths and weaknesses, which helps move the mission forward. Everyone can use what they are good at to help pick up where others are not.
I would rank them take moral action if needed, assume responsibility for a common purpose, support leader and group energetically, participate in personal and organizational transformation, and lastly, constructively challenge counterproductive policies and behaviors. These could be in any order based on yourself as a leader/follower and who you’re following as a follower. I have a strong moral code and have always been able to speak up when needed, which goes along with assuming responsibility. As I went down this list, I saw that it got more difficult because it depends on what kind of leader, you’re under. Being energetic with someone who isn’t motiving can be hard to find the energy to be energetic when they change the mood of where you work. The same goes for constructively challenging counterproductive policies. I have been around a few leaders who would make counterproductive decisions and were not open to new ways.
I like the idea of being a part of changes. Helping make changes for the better of everyone is why I want to participate in personal and organizational transformation. I want to learn how to take that next step as a leader or follower and be in the lead for changes being made. I plan to volunteer for more responsibilities and be involved more with shop policies.
Alicia:
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The five behaviors of courageous followership ranked from least difficult to most difficult are the courage to support the leader, the courage to participate in the transformation, courage to assume responsibility, the courage to take a moral stand, the courage to challenge unproductive behaviors or policies of the leader. The most difficult would be the courage to challenge unproductive behaviors and policies of the leader, the courage to take a moral stand, and the courage to assume the responsibility.
It takes courage and boldness to. have the intensity to approach your boss and tell them that you don’t agree with the policies and procedures that have put in place for the company. It would also take great passion to challenge your boss to express to them that the plans that they implemented are unproductive. There are many fears when it comes to employees speaking up in the workplace. If you work for a great company, voicing your concerns should be encouraged and highlighted in meetings and trainings. Most people would choose not to speak up because they are afraid of retaliation of the manager or company, bully tactics, and even fear of loosing their jobs. Years ago it was a rare thing to have a boss encourage you to take ownership of their work. But lately, a great emphasis has been placed on employees to taking responsibility and ownership of their work. By taking ownership of the task, the focus shifts from management to employees ensuring the task is carried in the most the most efficient way.⁶
The least difficult form of courageous followers are for employees to support the leaders of the company and having the courage to participate in transformation. Many may think of their ability to support their leaders as minor or non burdensome. For many followers who just show up to receive a paycheck with no other goals or motives in mind, find it easy to support their leaders, respect their leaders, and follow the leader’s decision-making. They understand the role of the leader and respect them even to the degree of complete transformation, because they understand that the responsibility of things turning out right or not, is not on them, but on the leader.
Please respond to
3.2 Five Dimensions of Courageous Followership
post:
Scott
:
As with most things, how we do things depends on how we are as a person and a leader. Each
of us has different strengths and weaknesses, which helps move the mission forward.
Everyone can use what they are good at to help pick up where others are not.
I wo
uld rank them take moral action if needed, assume responsibility for a common purpose,
support leader and group energetically, participate in personal and organizational
transformation, and lastly, constructively challenge counterproductive policies and be
haviors.
These could be in any order based on yourself as a leader/follower and who you’re following
as a follower. I have a strong moral code and have always been able to speak up when needed,
which goes along with assuming responsibility. As I went down
this list, I saw that it got more
difficult because it depends on what kind of leader, you’re under. Being energetic with
someone who isn’t motiving can be hard to find the energy to be energetic when they change
the mood of where you work. The same goes f
or constructively challenging counterproductive
policies. I have been around a few leaders who would make counterproductive decisions and
were not open to new ways.
I like the idea of being a part of changes. Helping make changes for the better of everyone
is
why I want to participate in personal and organizational transformation. I want to learn how to
take that next step as a leader or follower and be in the lead for changes being made. I plan to
volunteer for more responsibilities and be involved more wi
th shop policies.
Alicia
:
Subscribe
The five behaviors of courageous followership ranked from least difficult to mos
t difficult are
the courage to support the leader, the courage to participate in the transformation, courage to
assume responsibility, the courage to take a moral stand, the courage to challenge unproductive
behaviors or policies of the leader. The most di
fficult would be the courage to challenge
unproductive behaviors and policies of the leader, the courage to take a moral stand, and the
courage to assume the responsibility.
It takes courage and boldness to.
have the intensity to approach your boss and
tell them that
you don’t agree with the policies and procedures that have put in place for the company. It
would also take great passion to challenge your boss to express to them that the plans that they
implemented are unproductive. There are many fears w
hen it comes to employees speaking up
in the workplace. If you work for a great company, voicing your concerns should be encouraged
and highlighted in meetings and trainings. Most people would choose not to speak up because
they are afraid of retaliation o
f the manager or company, bully tactics, and even fear of loosing
their jobs. Years ago it was a rare thing to have a boss encourage you to take ownership of their
work. But lately, a great emphasis has been placed on employees to taking responsibility and
Please respond to 3.2 Five Dimensions of Courageous Followership post:
Scott:
As with most things, how we do things depends on how we are as a person and a leader. Each
of us has different strengths and weaknesses, which helps move the mission forward.
Everyone can use what they are good at to help pick up where others are not.
I would rank them take moral action if needed, assume responsibility for a common purpose,
support leader and group energetically, participate in personal and organizational
transformation, and lastly, constructively challenge counterproductive policies and behaviors.
These could be in any order based on yourself as a leader/follower and who you’re following
as a follower. I have a strong moral code and have always been able to speak up when needed,
which goes along with assuming responsibility. As I went down this list, I saw that it got more
difficult because it depends on what kind of leader, you’re under. Being energetic with
someone who isn’t motiving can be hard to find the energy to be energetic when they change
the mood of where you work. The same goes for constructively challenging counterproductive
policies. I have been around a few leaders who would make counterproductive decisions and
were not open to new ways.
I like the idea of being a part of changes. Helping make changes for the better of everyone is
why I want to participate in personal and organizational transformation. I want to learn how to
take that next step as a leader or follower and be in the lead for changes being made. I plan to
volunteer for more responsibilities and be involved more with shop policies.
Alicia:
Subscribe
The five behaviors of courageous followership ranked from least difficult to most difficult are
the courage to support the leader, the courage to participate in the transformation, courage to
assume responsibility, the courage to take a moral stand, the courage to challenge unproductive
behaviors or policies of the leader. The most difficult would be the courage to challenge
unproductive behaviors and policies of the leader, the courage to take a moral stand, and the
courage to assume the responsibility.
It takes courage and boldness to. have the intensity to approach your boss and tell them that
you don’t agree with the policies and procedures that have put in place for the company. It
would also take great passion to challenge your boss to express to them that the plans that they
implemented are unproductive. There are many fears when it comes to employees speaking up
in the workplace. If you work for a great company, voicing your concerns should be encouraged
and highlighted in meetings and trainings. Most people would choose not to speak up because
they are afraid of retaliation of the manager or company, bully tactics, and even fear of loosing
their jobs. Years ago it was a rare thing to have a boss encourage you to take ownership of their
work. But lately, a great emphasis has been placed on employees to taking responsibility and
