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Typologies of Followership

1. The document outlines four typologies of followership: Zaleznik's impulsive typology, Kelly's exemplary typology, Chaleff's implementer typology, and Kellerman's diehard typology. Each typology describes different types of followers based on their behaviors. 2. Transformational leadership is discussed as the most effective leadership style for many of the followership types. It encourages followers to be innovative, take initiative, and strive for excellence. 3. Kellerman's diehard typology specifically describes loyalist followers who are highly committed and dedicated. Transformational leadership is suited for these loyal followers as it inspires and motivates them to help achieve organizational goals.

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169 views

Typologies of Followership

1. The document outlines four typologies of followership: Zaleznik's impulsive typology, Kelly's exemplary typology, Chaleff's implementer typology, and Kellerman's diehard typology. Each typology describes different types of followers based on their behaviors. 2. Transformational leadership is discussed as the most effective leadership style for many of the followership types. It encourages followers to be innovative, take initiative, and strive for excellence. 3. Kellerman's diehard typology specifically describes loyalist followers who are highly committed and dedicated. Transformational leadership is suited for these loyal followers as it inspires and motivates them to help achieve organizational goals.

Uploaded by

Bayan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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Typologies of followership

Followership is the willingness of individuals to obey and support a leader to achieve


a shared goal. Followership typologies refer to the different ways of following a leader,
depending on the context and the individual's understanding of the situation and their
relationship with the leader. Northouse (2022, p. 354) outlines four followership typologies:
Zaleznik, Kelley, Chaleff, and Kellerman. Each typology has associated behaviours that are
characteristic of followers. From each typology, I have selected one behaviour that defines a
follower.

Zaleznik’s Impulsive typology

According to Zaleznik's Impulsive typology, followers who display impulsive


behavior can be identified as those who tend to act before thinking and are often quick to
react. In the organizational setting, this behavior can be seen in employees who are eager to
take on new assignments and take risks without considering the potential consequences.
Transformational leadership is the most appropriate in terms of which leadership style is best
suited for these types of followers (Gallaher, 2022). Transformational leadership is focused
on inspiring and motivating followers to become more creative and innovative, which is
precise what impulsive followers need. A transformational leader can provide the guidance
and support that impulsive followers need to ensure that their actions are beneficial to the
organization. Furthermore, transformational leaders will be able to create a positive
environment where impulsive followers can thrive and reach their full potential. Finally,
transformational leaders can recognize the unique talents that impulsive followers possess,
which can be used to further the organization's goals. Transformational leaders can also help
impulsive followers become more self-aware and understand their potential impact on the
organization.

Kelly's Exemplary typology

Kelly's Exemplary typology of followership includes the following four types of


followers: the conformist, the passive follower, the active follower, and the innovator
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(Williams, 2021). The conformist type of follower complies with the leader's wishes without
question. They follow instructions without challenging or questioning authority. This type of
follower would be beneficial in an organizational setting where tasks must be completed
quickly and efficiently. The passive follower follows instructions but does not take the
initiative to make suggestions or offer ideas. This type of follower would be beneficial in an
organizational setting where tasks must be completed accurately and quickly, without any
outside influence. The active follower is one whom both follows instructions and offers ideas
and suggestions to the leader. This type of follower would benefit an organizational setting
where tasks must be completed accurately and quickly but with outside influence and ideas.
The innovator type of follower takes the initiative and always looks for ways to improve.
This type of follower would benefit an organizational setting where tasks must be completed
accurately, quickly, and with outside influence and ideas. Transformational leadership is the
best leadership style for these types of followers (World of Work Project, 2021).
Transformational leadership is a type of leadership that focuses on inspiring followers to take
the initiative and strive for excellence. It encourages followers to be innovative and take risks
while providing guidance and support. Transformational leadership is the perfect style to
motivate and inspire followers to take the initiative and be creative.

Chaleff's implementer typology

Chaleff's implementer typology focuses on how followers interact with their leaders.
It suggests that followers can be classified into four categories: independent, dependent,
passive, and active. The independent follower takes the initiative and acts without being
asked. They are self-directed and can work without supervision. This type of follower is best
for organizations that value creativity, innovation, and independent thinking. The dependent
follower requires direction and structure from their leader. They are not self-directed and
need to be told what to do and when to do it (Riggio, 2022). This type of follower is best for
organizations that need to be organized and structured. The passive follower follows their
leader but does not take the initiative or express opinions. They are not self-directed and do
not take risks. Instead, they do what they are told. This type of follower is best for
organizations that value stability and stability over risk-taking. The active follower follows
their leader but is also willing to challenge them. They are not afraid to voice their opinions
and are willing to take risks. This type of follower is best for organizations that value
creativity, innovation, and risk-taking. Based on Chaleff's implementer typology and the
associated behaviors, the best leadership style for this type of follower behavior is
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transformational leadership. Transformational leadership focuses on inspiring followers to


take initiative and act independently. It encourages followers to take risks, thinks creatively,
and be innovative. This type of leadership is best suited for active followers because it
encourages them to take the initiative and express their opinions while also challenging their
leader.

Kellerman’s Diehard typology

Kellerman’s Diehard typology is a type of followership that includes four different


categories of followers: conformists, pragmatists, loyalists, and activists (Chapter 13). The
related behavior associated with it includes compliance, commitment, dedication, and
engagement. The Diehard typology best suits the loyalist followership type in an
organizational setting. Loyalists are characterized by their commitment and dedication to
their leader, even under challenging circumstances. They are willing to go beyond their
expected obligations and demonstrate high reliability and trustworthiness. This type of
followership is best suited for an organizational setting because it ensures that the employees
are dedicated to their job and are willing to put in extra effort to help the organization achieve
its goals. The leadership style that is best suited for loyalist followers is Transformational
Leadership (Northouse, 2022). This type of leadership focuses on inspiring, motivating, and
empowering followers to achieve their goals. Transformational Leaders can create an
environment in which followers are motivated to do their best and strive for excellence. This
type of leadership recognizes the potential of its followers and focuses on developing their
skills and capabilities. By leveraging their skills and abilities, Transformational Leaders can
create an environment where loyal followers can work together to achieve the organization's
objectives.
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References

Gallaher, S. (2022). Psychodynamic leadership: It is all about followership. Penn State.

Leadership: Theory and Practice: Chapter 13: Followership

Northouse, P. G. (2022). Leadership: Theory and practice (9th ed., pp. 354). Sage
Publications.

Riggio, R E. (2022, March 13). 5 leader behaviors guaranteed to de-motivate you.


Psychology Today.

Williams, B. (2021, May 16). When Leaders Need To Be Followers. Forbes.

World of Work Project. (2021, July 21). Vroom’s expectancy theory of motivation.

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