Interview with Rupert M. Pearse, MD, author of Effect of a Perioperative, Cardiac Output-Guided Hemodynamic Therapy Algorithm on Outcomes Following Major Gastrointestinal Surgery: A Randomized Clinical Trial and Systematic Review

Interview with Mads E. Jørgensen, MB, author of Time Elapsed After Ischemic Stroke and Risk of Adverse Cardiovascular Events and Mortality Following Elective Noncardiac Surgery

Interview with Freddie C. Hamdy, MD, FRCSEd(Urol), and Jenny L Donovan, PhD, FMedSci, authors of Patient-Reported Outcomes Following Treatment for Localized Prostate Cancer: Helping Decision Making for Patients and Their Physicians

Cottingham, Alan, author

Agency urges the chemical industry to better prepare for extreme weather

Agency urges the chemical industry to better prepare for extreme weather

This webinar introduces you to a relatively new social science paradigm, Followership. For many years followership was viewed as an appendage to leadership and in many business schools, the focus has been on leadership. Why? The answer is really very simple. Leadership has always been viewed as the foundation of organizational power and influence. Did you know that leaders really spend 20 to 30 percent of their time leading, and 70 to 80 percent of their time following, but that following has never been viewed as an essential activity?

Most people have a rather negative perception of followers. Children’s games of Follower the Leader, automotive manufacturer Audi’s bold declaration of “Never Follow” and parent’s warning to their children if “”Johnny is going to jump off of a bridge, are you going to follow him? ; reinforce the negative societal perception of sheep –like followers who are easily influenced, molded and are of little worth. Like with leadership,  there are specific  and distinct followership styles and associated behavioral attributes that certainly have an effect on organizations and their performance.

Leadership model’s like the Hersey-Blanchard Situational Leadership Model, focuses on leadership style based on the follower or group maturity level. Though this particular model has much research to support the premises of the theory, the focus is still on leadership influence and power based on a follower maturity level, versus a behavioral interaction and follower influence on the leader. What you will learn during this webinar is the use of a behavioral based leadership model that focused on the development and power-sharing relationship with organizational followers that is essentially a mutually beneficial symbiotic relationship where the leader and follower grow and learn from each other where leaders learn to become Transformational Leaders and followers learn to become what is termed Exemplary Followers. This will not be an attempt to conduct a comparative study of various leadership styles.

The concepts behind Exemplary Followership and Transformational Leadership become essential in organizations that are focusing on becoming self-directed team based organizations. Unfortunately, organizations that bandy the team word around and say: We are going to be a team! Or We have a team based organization, when in reality; the teams are just miniature versions of the larger rigidly formal hierarchy of the larger organization. At that point, the team concept becomes a joke and sinks beneath the waves of failure. In order to successfully implement these concepts in your organization, major organizational cultural change will become necessary in order to adopt and integrate e

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