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We live in a leader-centric culture. We're constantly bombarded with advice on how to achieve leadership positions or how to lead well once we get there. We've made leadership out to be the mark of success.But what if leadership isn't our goal? What if we want to do well where we are? Can we use our skills to perform with excellence--as followers?In Embracing Followership, Allen Hamlin Jr. shares from his own experience how you can succeed as a follower without anyone reporting to you. You offer unique contributions to every group you're a part of, and you don't need to be a leader to make a difference.
- Sales Rank: #1298102 in Books
- Brand: Lexham Press
- Published on: 2016-02-24
- Original language: English
- Number of items: 1
- Dimensions: 8.40" h x .70" w x 5.40" l, .65 pounds
- Binding: Paperback
- 256 pages
About the Author
Allen Hamlin Jr. has served with an international Christian non-profit organization since 2006, providing team-development training and consultation, along with mentoring and member care, to multiethnic teams serving around the world. He and his wife Lindsay have been members of three different teams, participated in numerous working groups and facilitation committees for various global initiatives, and have lived in Europe, the Middle East, and Asia. Allen currently provides leadership and support for a number of teams operating in southern England, Wales, and Ireland. He has previously worked as an adjunct math instructor at Richland College in Dallas, Texas, during which time he completed a Master's degree in theology at Dallas Theological Seminary. He also has a Master's degree in mathematics from the University of West Florida and undergraduate degrees in religion and mathematics from the University of Florida.
Most helpful customer reviews
3 of 4 people found the following review helpful.
A Helpful Introduction to Following Well
By Jvalenti
I’m a follower by trade. On a regular basis I can be found grinding away at my desk while my boss is in meetings that I would loath being a part of. I thank him regularly for being the boss and allowing me to function within my gift set. I’m also a youth pastor and I am often asked about my plans for the future – there always seems to be an underlying expectation that some day I am going to grow up and be a “real pastor.” For the time being I’ll choose not to jump up on my soapbox and start preaching on the importance of youth ministry, but I will say that I was glad to read on the first page of Embracing Followership that this work is purposeful in “treating followership as its own endeavor, not as a style of leadership or a way to build your career.” I resonate with this view of followership. I follow because following allows me to use my gifts most fully. I follow because I have a boss worth following. I don’t have some grand scheme to be the leader and sometimes (in a culture that elevates leadership) it feels as if I’m off my rocker for being willing to spend my career as a follower.
Hamlin does a good job debunking some of the myths concerning followership and explains that, “if followers were of inherently poor quality, then no excellent leaders would ever have the appropriate human resources available to accomplish the vision, projects, and tasks of the organizational team.” Being a follower is good, acceptable, and honorable. Leaders need followers and, I’ll be honest, while I know this in my heart, it feels really nice to hear someone say it!
Nevertheless, embracing our follower role is not enough. Embracing the role of follower is only the first step in the process – we need to be excellent followers, and Hamlin spends the majority of his time detailing the methodology of good followers. Hamlin offers much practical advice for follower – time management, rest, stewardship, respect, etc. He also is thorough in highlighting the potential obstacles to following well. But at the core of Hamlin’s approach are the areas of communication and relationship with one’s leader. He notes that as we get to know our leaders and understand them as fellow human beings, we tend to be more forgiving, understanding, and helpful instead of always pointing out the flaws.
I do think, however, that Hamlin lets leaders off the hook a bit too much. He has done a good job of elevating the importance of the role of the follower and offering helpful advice for becoming a better one, but the truth is that there are bad leaders out there – lots of them. One issue with being a follower is that it can be very easy to see the flaws of a leader and their decisions. While I agree with Hamlin that it is important to support our leaders, I fear that Hamlin puts too much pressure on followers to support the leader no matter what. Leaders should be held to higher expectations – it is not the job of the follower to coddle a poor leader. He explains that our leaders are not perfect – they have areas of poorness where they need support. However, if the leader does not recognize those areas of weakness, what is the follower to do? Hamlin provides a ton of helpful information, but the truth is that sometimes leaders are simply bad and even the best followers in the world can’t help them if they will not listen and will not help themselves by growing and learning.
Organization:
While the table of contents seems to organize the information in this book well, the organization of information in this book is lacking. It doesn’t build from chapter to chapter as smoothly and effectively as one might hope. One could also open to any chapter and read it as a standalone. This is not necessarily bad, but I found a lack of a clear thesis running through the entirety of the book to be distracting.
Why three stars?
While I do not rank books on my blog, I do rank on both the Amazon and Goodreads platforms. I believe that this book would be a 4 star read were it not for the following.
The content in this book is very good, but many of the sections that I found myself highlighting were quotes and references from other books that Hamlin referenced. One can easily see from the myriad quotations and full bibliography that followership is not a subject that has been neglected in the business world. Why then another book on followership? My hope was that Hamlin was going to offer insight from a biblical worldview – that we would see what God has to say about followership. Sadly this is not the case.
This book is scripturally barren and I am saddened that Hamlin chose to make this book religiously neutral. My frustration led me to contact the author and he confirmed that he omitted Christian content in order to make the book accessible to a wider audience. I’m disappointed that Hamlin chose this route and am even more disheartened by the fact that Kirkdale chose to publish a book that is quite clearly not Christian. There are lots of great books out there that are not inherently Christian, but when I read a bookpublished by a Christian publisher (especially one under the umbrella of Faithlife), I expect it to be Christian in content. Hamlin offers no biblical affirmation of any of his opinions, which leaves his book a series of, well, his opinions and thoughts. Were his main points supported by Scripture (I still believe they are, he just never pointed this out!!), I think this book would have carried much more authority than it does in its current form.
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0 of 0 people found the following review helpful.
Following Well in a Leadership World
By James R. V. Matichuk
Leadership is something of a cottage industry. There are books, motivational posters, podcasts, TED Talks, and conferences designed to help you grow your leadership and lead well. A smaller amount of literature exists on the idea of followership (mostly published by leadership experts). Allen Hamlin Jr. has worked in the non-profit sector, training, mentoring and consulting for multi-ethnic teams for a Christian non-profit. In Embracing Followership: How to Thrive in a Leader-Centric Culture he critically engages the literature and offers insight and advice on how to follow well (and nurture followership).
Hamlin explores the topic under six headings. In Part 1, he addresses misconceptions regarding followership. These include both misconceptions followers have about following ( leadership is the goal of followership, following is for cowards, followers have no influence and lack dignity, and followership is for lemmings) and misconceptions leaders have about followers(i.e. followers are unqualified to lead, following is the polar opposite of leadership, followers just follow to get ahead). He also discusses the misconceptions followers have about their leadership (leaders are superior, that they must be perfect, hierarchy is inhibiting, and that followers don't really need leaders). Against these misconceptions, Hamlin underscores the intrinsic value of following well, and the ways in which leaders and followers form a mutually beneficial relationship.
The concept of followership is sharpened in Part 2. In chapter five he describes the obligations of good followership such as participating, stewarding resources well, and honoring and submitting to leadership. Additionally, followers follow well when they have the right attitude and are committed to their own personal development (62-65). Chapter six outlines the significant contributions followers make by giving credence to an endeavor, providing a network of support, helping provide guidance, and contributing the leader's development. Chapter seven discusses the concept of ownership, where both followers and leaders feel invested in their organization and the task at hand.
Part 3 explores the obstacles to following well. These include internal challenges (i.e. the need to be original, the desire for acknowledgement, and the inherent difficulty in taking risks), relational challenges (the break down of communication, personality differences, misaligned and unspoken expectations), and cultural challenges (organizational structures, labels and vocabulary, and cross-cultural differences). Hamlin suggests several resources for overcoming these difficulties including tools like the Ennegram and MBTI (and other resources for understand personal and group dynamics), mentoring and coaching and training in cross-cultural awareness (Chapter 11). Followers also thrive when their vision and role are clarified (126-132) and there is space for healthy rhythms of work and rest (135). The final three sections of the book explore the relationship with leaders (Part 4), other followers (Part 5) and what leaders can do to nurture good followership (Part 6).
Hamlin illustrates the book with personal stories and plenty of quotes. He provides a comprehensive and critical reading of the literature, mindful of dynamics and opportunities for good followership. One of the insights I came away with was the common charactersitics of booth good leaders and good followers. Good leaders and followers are both concerned about their personal development, are good stewards of resources, enact and support the corporate vision, and exhibit ownership. It is true leaders and followers occupy different roles and functions, but both of them are essential to the success of an organization.
Another overlooked aspect of followership that Hamlin shines a light on is the influence of followers. Followers have tremendous capacity to support and give legitimacy to a leader's vision, and influence their leader and offer input into the over all vision (156-57). Every follower who buys into the corporate vision is also a small "l" leader, influencing their peers towards excellence (181-82).
As a Christian, followership is more fundamental to my identity than leadership. Hamlin shares my Christian worldview, as does his publisher (Kirkdale Press); however this isn't a Christian book in the sense that only Christians will benefit from Hamlin's insights. Hamlin's context is the not-for-profit world, but his message is broadly applicable for non-profits, churches and businesses. Followers will find plenty of food for thought on how to pursue vocational excellence wherever they are (or somewhere with a leader worth following). Leaders will find encouragement and insights for nurturing followers and the the environment of those they lead. I give this book four-and-a-half stars.
Note: I received this book from the publisher in exchange for my honest review. Embracing Followership is available via Amazon or direct from the Kirkdale Press.
0 of 0 people found the following review helpful.
In Some Sense We Are All Followers!
By Bryan Kurty
This book helps to fill a gap that is glaringly large on the bookshelves--followership. While leadership has enjoyed perhaps unprecedented popularity among readers, the concept of followership has received very little treatment. Ironically, almost all of us are followers, while not nearly as many of us are leaders. The very fact that Hamlin starts with a "primer on followership" proves that most of us don't even know what animal we are dealing with. I know when I first picked up the book, I didn't even really know what was meant by followership. I've since realized that this book would be a wise read for nearly every person who finds themselves following any type of leader, whether formally or informally. The author addresses common misconceptions about followership, and gives helpful advice for all types of follower relationships--with other followers, with leaders, and as a leader.
Perhaps the most helpful concept that I found in the entire book was Hamlin's explanation and advocation that followership is an end in and of itself. So many times (and in so many books), we speak of leadership as the target. The ultimate end goal. As if following is simply a pre-cursor to leading. As if followership is always a stepping stone to leadership. It's almost like we say, being a follower is not good enough--you have to progress to being the leader. Hamlin makes it very clear that followership is an end in and of itself. Following well is a noble pursuit. Following well can lead to leadership without ever leading to a title, but it doesn't necessarily lead there. Followership, and understanding what it means to follow well, is a life-long calling on all of us who follow any type of leader. Perhaps we should be content in our followership, spending more time learning to be the best follower, rather than constantly striving to climb the leadership ladder. Hamlin has convinced me that my followership skills are worth another look.
As a leader in a church, I picked up this book not even realizing that I needed it. Once I got into it, I realized how much I had neglected to think about followership, both as a leader and a follower.
I recommend this book to anyone who is in a leadership position, officially or unofficially, and anyone who follows anybody. I think that pretty much covers everyone!
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