Can Followers Influence Upward?

Characteristics of Followers

Two characteristics of followers that influence the leadership process are respect for authority and interpersonal trust. People who respect authority figures and have a trusting nature are led more easily than people who disregard authorities and are suspicious of others.

A general decline is evident in the level of trust employees have in leadership personnel in American society. The tendency to withhold trust and be self-guarded can be traced to a number of factors: (1) breakdown of the traditional family structure; (2) decline of a wide range of social structures, such as schools, churches, and neighborhoods; (3) lack of shared values and a sense of community as the society has focused on individual advantage and self-absorption; and, perhaps most importantly, (4) case after case in which highly visible and influential leadership figures are discovered putting self-interest over the public good—clear evidence that too many leaders violate the trust that they have been given.

Attitudes toward authority have been changing in Western society, and effective leadership today requires adjustment to the ideas and expectations of a new generation of followers. In the past, the leader in the work setting typically was a taskmaster who ruled with a strong arm and forced employees to obey or face the consequences. If employees failed to show respect or follow orders, they were threatened with dismissal or other punishment. Over the years, employees have developed defenses to protect themselves. They have organized unions to represent their interests, and labor legislation has been created to protect workers from arbitrary firing or mistreatment. In addition, management has learned that people who feel oppressed usually respond in negative ways—slowing down production, producing poor-quality work, and being uncooperative.

Today's effective leaders do not use the power tactics of the past. Modern managers find that the practice of threatening employees is usually counterproductive. Instead, they view their task as one of motivating employees to do their best. In adopting this approach, leaders function as facilitators and teachers as opposed to enforcers and disciplinarians, believing that trust and respect should be earned, not demanded.

The Importance of Trust

Management authors Stuart Levine and Michael Crom write about building trust in the workplace. They identify six principles of trust for leadership effectiveness:
1. Deal openly with everyone. Hidden agendas will erode people's trust in you, while also showing that you don't trust them.
2. Consider all points of view. See situations from the other person's perspective. Show that although you may not agree with them, you do respect the views of others.
3. Keep promises. Never say you will do one thing and then do another. If you can't do what you have promised, explain why; don't try to hide the fact that you couldn't keep your word.
4. Give responsibility. As a leader, you have bottom-line expectations. Explain your expectations to employees; then let them use their talent, education, and experience to achieve results.
5. Listen to understand. Situations may arise that at first appear as though someone is untrustworthy. Missed deadlines, unreasonable expenses, and deviations from standard practices are examples. By simply asking what is happening instead of assuming the worst, you will build a trusting relationship.
6. Care about people. This principle will have a major impact on how people react to you and to situations. If they know you care about them, they will be honest with you and will do all they can to meet your expectations.

After reading that, answer the following question: can followers influence upward?