Follower-Centered Stewardship

One of the largest similarities of follower-centered stewardship that is exhibited throughout all of the seven characteristics is communication and appreciation. Both parties feel that communication and appreciation goes a long way in making valued and cared for in the organization. Moreover, both parties want employees to enjoy their work on a daily basis and this will make them more loyal to the organization. If this attitude and culture is accurately ingrained in each employee, the organization can then count upon each employee working hard to complete their tasks in an efficient manner. Both Chrissy and Martha want work to be enjoyable and meaningful on a daily basis. Thus when employees feel connected they will be more willing to buy into
Moreover, Martha wants to be show appreciation for her efforts and compassion and empathy for her mistakes. She believes that compassion is essential to her growth and evolution as a follower. Thus, both parties feel that inclusion in the decision making process that employee/s directly will make them feel valued and appreciated. Employees should have a voice about what affects them. Conversely, the main differences are seen in the attitudes of how Retina consultants leads and directs the staff. Chrissy feel that Retina inspires and empowers employees to want to work hard, while Martha feels that leadership is sorely lacking in the clinical department. In fact she feels that there is a great division of leadership that leads to a hostile clinical work environment in Retina. Martha acknowledges that Chrissy is a caring and effective leader, but wishes that the clinical department were just as blessed. This attitude is what Martha ascribes to the high clinical turnover rate that will continue until the management team is majorly
It seems that one of the biggest ways this can be achieved is by allowing employees to become a part of the decision making process. People want to know that they matter and a simple and effective way to do this is by asking about their thoughts and opinions. Just asking an employee what they are thinking can be an understated way in making a positive difference in their day. We all want to be part of something that is bigger than us but we also want to be appreciated for our efforts along the way. I believe that follower-centered leadership can be an effective way to ensure this happens. Moreover, I have learned that follower-centered leaders are willing to work harder and put in longer hours than they expect of their employees. They want to be seen as pulling their weight and not sloughing off. Thus, follower-centered leaders only ask their employees to do what they are willing to do themselves. By working hard and appreciating the work from employees, they prove that everyone has value and that all work is important to the success of the organization. Consequently, follower-centered leadership is one of the best decisions that a business can make in the twenty first century. Employees that work for a company that they care while contributing to a meaningful life are more willing to go above and beyond for the organization its self. A purpose driven life is organic to human nature and