I recently read an interesting article in the November issue of Coaching World entitled, “Leadership Dilemma: The American Leadership Paradox.” For me it was a reminder that effective “followership,” which I discussed in two previous posts, is a difficult concept in the American workplace.
The author, Keith Lawrence Miller, states the issue succinctly: “Society demands a powerful altruistic leader…. However, America is a nation of individualists who strive to be the leader, and are ashamed to be categorized in the role of follower.… American culture frowns upon the follower and the omnipotent leader is exaggeratedly admired.”
He then goes on to discuss some of the ways he believes this plays out in our culture:
- Americans want community and togetherness, but also want capitalism and individual freedom.
- Americans value family, but love the rebel.
- Americans scoff at and criticize leaders – believing they could do better – instead of following them.
- Americans tolerate highly imperfect leaders because the imperfections enable individuals to feel superior and better qualified.
Thought-provoking stuff. Does it apply in the workplace? Not as much as in the political arena, but it does explain to some degree the disrespect and distrust many employees have for their supervisors and managers – even for those who are good at their jobs. It also explains, perhaps, why workplace change initiatives are so fraught with difficulty and resistance.
Keith Miller’s solution? Leadership coaching that is cognizant of these attitudes. I think that’s a good starting point. Another solution may be training that addresses and fosters respect for the role of followers. Also important is to remember that the attitudes of employees from other countries and cultures toward leadership may be different than those of US-born employees.
What other ways do you see American attitudes toward leadership and followership play out in the workplace? Do you have any other ideas on how to address these attitudes? ~Amy Stephson