Happy New Year, and welcome to 2026!
It is fascinating how much our understanding of effective teamwork has evolved in recent years. For decades, the spotlight was firmly on the leader: their vision, their strategy, their charisma. And while strong leadership remains absolutely vital, I believe we are missing a trick if we don’t start talking more about the power and responsibility of followership. An article in Psychology Today, Do Followers Matter More Than Leaders?, states, “There Is no leadership without followers. It is crystal clear that leadership is not something that leaders do. It is created through leaders and followers collaborating. In fact, the term that surfaced, both from an academic perspective, but also from those who work to develop followership, is that leadership is co-created by leaders and followers working together.”
When I work with teams, I often see that the most impactful change comes not just from the top, but from individuals who actively shape their roles. In 2026, this is not just a nice-to-have – it is a strategic imperative. We need to move beyond the idea of passive obedience and cultivate what I call “leader-ready” followership.
The evolving landscape of work: why passive followership no longer serves us
Think about the pace of change we are experiencing. AI is doing more than just automating tasks. It is shifting the decision-making process. Global markets are more interconnected yet also more volatile. In such an environment, waiting for instructions from a single leader can be a recipe for stagnation. What we need are team members who are not just competent, but also proactive. They need to anticipate needs, identify emerging problems, and, crucially, feel empowered to step up and take the initiative. This is not about usurping authority – it is about distributed intelligence and collective responsibility. A truly effective team acts like a neural network, with information and insights flowing in all directions, not just top-down.
Click here to watch Kerstin Jatho talk on the nature of followership – and how to create exemplary followers.
Defining “leader-ready” followership: more than just being a good soldier
So, what does “leader-ready” followership actually look like? It is far more nuanced than simply being a “good soldier” and executing orders. It involves:
- Proactive contribution: Not just doing what is asked, but actively looking for ways to add value, improve processes, or solve nascent problems before they escalate.
- Constructive challenge: Having the courage and skill to respectfully question assumptions, offer alternative perspectives, and highlight potential blind spots. This is critical in diverse teams where different viewpoints bring invaluable insights.
- Situational leadership: Recognising when a gap exists, even a small one, and being prepared to temporarily step into a leadership role for a specific task or moment, then seamlessly returning to a follower role. This fluidity is a hallmark of truly agile teams.
- Shared accountability: Understanding that the success or failure of the team is a collective outcome and taking personal responsibility for one’s contribution to that outcome.
This kind of followership transforms teams from reactive groups into proactive, problem-solving units.
Cultivating courage and competence: practical steps for leaders
A Medical Protection article titled, Followership: the forgotten part of leadership points out, “Alienated followers have high levels of critical thinking but are disengaged from their organisation and task. These followers usually come across as sceptical or cynical. When the leader, or team, tries to move forward, they will voice the reasons why it shouldn’t happen. They may have good ideas but do not put these forward. Indeed, they may be negative and undermine the group. In comparison, the exemplary follower will apply constructive critical thinking and interact with the group and the leader. If they agree with the current course of action, they will back the leader 100%. Alternatively, if they disagree, they will challenge the leader, offering constructive alternatives in order to help the leader and organisation achieve their aims.”
As a leader, how do you nurture this dynamic within your team?
- Model the behaviour: Show vulnerability. Admit when you do not have all the answers and actively seek input. Demonstrate that challenging perspectives are welcomed, not just tolerated.
- Create psychological safety: This is paramount. Team members must feel safe to speak up, make mistakes, and offer unconventional ideas without fear of retribution or humiliation. Regularly check in on team dynamics and address any signs of fear or silence.
- Delegate with intent: Do not just delegate tasks; delegate ownership. Give individuals problems to solve, rather than just instructions to follow. Provide the necessary resources and boundaries but then step back and allow them room to innovate.
- Invest in followership skills training: Just as we train leaders, we need to train followers. This includes skills in critical thinking, effective communication (especially upward communication), problem-solving, and constructive conflict resolution.
Click here to read our blog on how our skilled team development workshops turn trench workers into team leaders.
Practical application points for your team:
- Pose “What If?” scenarios: During team meetings, regularly pose open-ended “what if?” questions that encourage proactive thinking and problem-solving, without a predefined solution. For example, “What if our key competitor launches a similar product next month? How would we respond before they did?”
- Rotate meeting facilitation: Empower different team members to lead meeting agendas and discussions, even if they aren’t the designated project leader. This builds confidence and provides opportunities to practice “situational leadership.”
- Run “Challenge the status quo” sessions: Dedicate a portion of team meetings to openly discussing processes, tools, or assumptions that could be improved. Emphasise that no idea is off-limits and praise genuine attempts to improve.
In conclusion
In an increasingly complex world, the traditional hierarchy of leadership and followership is outdated. The future belongs to adaptive, agile teams where every member understands their role in driving success, not just by following orders, but by embracing active, “leader-ready” followership. It is about creating a culture where contribution is expected, initiative is rewarded, and every individual understands they are an indispensable part of the team’s engine for change. Let’s empower our teams to own their impact!
Is your team in trouble? Then book a discovery call with Kerstin Jatho.
About the Author: Kerstin Jatho
Kerstin is the senior transformational coach and team development facilitator for 4Seeds Consulting. She is also the author of Growing Butterfly Wings, a book on applying positive psychology principles during a lengthy recovery. Her passion is to develop people-centred organisations where people thrive and achieve their potential in the workplace. You can find Kerstin on LinkedIn, Soundcloud, YouTube and Facebook.