What are some common myths or misconceptions about authentic followership?

1 Myth 1: Followers are passive and submissive

One of the most prevalent myths about authentic followership is that followers are passive and submissive, who simply obey orders and do not question or challenge the leader. This is a false and outdated view of followership, which ignores the dynamic and complex nature of modern organizations and teams. Authentic followers are not passive and submissive, but active and engaged, who take initiative, offer feedback, and collaborate with the leader and peers to achieve the best results. They also have the courage and the skill to speak up and dissent when necessary, without being disrespectful or rebellious.

2 Myth 2: Followers are less important than leaders

Another common myth about authentic followership is that followers are less important than leaders, who have more power, influence, and recognition. This is a false and harmful view of followership, which creates a sense of inferiority and resentment among followers, and a sense of superiority and arrogance among leaders. Authentic followers are not less important than leaders, but equally valuable and essential, who have their own expertise, insights, and contributions to the team's success. They also have their own power and influence, which they use responsibly and ethically to support the leader and peers, and to advance the team's mission and vision.

3 Myth 3: Followers are followers all the time

A third common myth about authentic followership is that followers are followers all the time, who do not have any leadership aspirations or opportunities. This is a false and limiting view of followership, which denies the reality and the potential of followers, who can and do assume leadership roles in different situations and contexts. Authentic followers are not followers all the time, but flexible and adaptable, who can switch between following and leading depending on the task, the team, and the environment. They also have their own leadership aspirations and opportunities, which they pursue with confidence and competence, while maintaining their followership skills and values.

4 Myth 4: Followers are followers by default

A fourth common myth about authentic followership is that followers are followers by default, who do not have any choice or control over their followership status or style. This is a false and disempowering view of followership, which ignores the agency and the autonomy of followers, who can and do choose and shape their followership role and behavior. Authentic followers are not followers by default, but by design, who consciously and intentionally decide to follow a leader and a team, based on their own goals, values, and expectations. They also actively and continuously adjust and improve their followership style, based on the feedback, the context, and the outcome.

5 Myth 5: Followers are homogeneous and uniform

A fifth common myth about authentic followership is that followers are homogeneous and uniform, who share the same characteristics, preferences, and motivations. This is a false and simplistic view of followership, which overlooks the diversity and the complexity of followers, who have different personalities, backgrounds, and perspectives. Authentic followers are not homogeneous and uniform, but heterogeneous and diverse, who bring their own strengths, weaknesses, and interests to the team. They also respect and appreciate the differences among themselves and others, and leverage them for creativity and innovation.

6 Myth 6: Followers are fixed and static

A sixth common myth about authentic followership is that followers are fixed and static, who do not change or grow as followers or as individuals. This is a false and pessimistic view of followership, which neglects the learning and the development of followers, who can and do change and grow as followers and as individuals. Authentic followers are not fixed and static, but dynamic and evolving, who seek and embrace opportunities for learning and development, both as followers and as individuals. They also reflect and act on their feedback, challenges, and achievements, and strive for excellence and fulfillment.