Another iteration of the Brindley Sessions:
The Article
Followership by Leung, Lucas, Brindley et al.
The Table
Figure 1: Robert Kelley’s Followership dimensions and styles, adapted from Kellerman (2008)1
in the podcast, the passive followers are described as yes-people
from: https://www.medicalprotection.org
More Sparks for Ideas
- Kelley's followership model with discussion
- A related discussion we published in BMJ
- A discussion on culture (including nations) by Geert Hofstede
- And a darn good book about cultivating “eulogy virtues” rather than “resume virtues”
- NOLS 4 leadership roles
Listen to the Rest of the Brindley Sessions
Now on to the Session…
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An ED Intensivist from NY. No conflicts of interest (coi).
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Thank you for bringing forward this key element in small group dynamic leadership competency that is necessary to all clinical situations yet is underrepresented by the quest for dominance within the designate leadership role.
The National Outdoor Leadership School (www.nols.edu) has been teaching Active Followership as an integral part of leadership roles for decades as a part of their 4:7:1 approach (four roles, seven skills and one style).
The Active Follower is as described in the article here and is able to adeptly shift roles when required of them to ‘Serve the Mission’ and as supported by idea is that one shouldn’t abdicate all responsibility just because you aren’t currently the designated leader. Serve the mission -for us the patient; craft the team and shift roles as required to use its attributes where and when needed.
‘An active follower is a supportive and involved team member who asks questions, offers ideas, participates in discussions, is vocal about their needs without being demanding and is willing to modify personal goals for the sake of the group. An active follower is also able to say no or refuse to follow when he or she thinks a leader is making a bad or dangerous decision’.
Tyson. is there any link to any of their coursework, I’d love to read more about this. couldn’t find much in my search.
Just wanted to leave a link to a youtube video on the importance of the first follower. While leaders are needed at many levels, they can’t go it alone. It takes the followers to make things happen. In this video, the narrator clearly outlines the various roles of each follower and why they are integral to a movement. So even though the leader may start a movement, it won’t catch until the first follower shows himself. Thanks for listening!
fantastic!!
lads, fantastic wee.
on followership and your airway/surgeon example, and how to handle a leader who is edgy and about to explode, i’d argue good followership should anticipate and pre-empt, rather than simply react to an explosive personality.
specifically, rather than responding to “I NEED THIS PATIENT INTUBATED NOW” with “OK”, i would suggest:
“acknowledge, we will move ahead with intubation. brief outline of the plan is: ______. estimated time to completion is ______. we will connect with you when the task is complete.”
add, if necessary:
“in the interim, can you continue to lead the resuscitation and coordinate next steps in care?”
upsides:
-sets clear expectations re: timeline
-establishes a shared mental model of team and task processes
-outlines roles
-leverages the upside of semi-autonomous sub-teams
this is how you set up implicit coordination, the core feature of high performing teams.
lovingly,
hicks