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Would your team follow you if they didn't have to?
The best leaders don’t demand loyalty—they earn it. But here’s the real test: If your team had a choice, would they still follow you? True followership isn’t about titles—it’s about trust, authenticity, and advocacy. The best leaders don’t just execute strategy—they champion people. On the flip side, people don’t leave companies; they leave bad leaders.
Question: Think about a leader you admired. Did they have to be your boss for you to follow them? Chances are, they earned your loyalty through how they showed up, led, and made you feel.
Leadership Without Authority
Followership isn’t about hierarchy—it’s about how people choose to align with a leader. Some leaders have direct reports who won’t go beyond their job description. Others have no formal power, yet people seek their guidance and rally behind them. Which type of leader are you? Some of the most influential leaders have no formal authority yet still command deep respect.
Three Ways to Build Followership Through Advocacy:
Self-Check – answer these honestly:
- Do people seek your input even when they don’t have to?
- Are you influencing decisions beyond your direct authority?
- Have you actively helped someone else grow or advance in their career?
- Would your peers or direct reports describe you as someone who lifts others up?
If you hesitated on any, it’s time to rethink how you build followership.
- Create value, not just directives – People follow those who help them grow.
- Be someone worth following – Lead by example, with integrity and authenticity.
- Invest in others’ success – Advocate for people even when they’re not in the room.
Founder Personal Story:
Throughout my career, I was often a team of one, leading transformational projects. Because senior leaders asked for this work, colleagues assumed I would bulldoze my way in—disrupting without consideration.
But instead of dictating change, I led with curiosity. I met with key players, listened before recommending actions, and built trust through transparency. More importantly, I became known as a truth teller—unafraid to highlight organizational blind spots while pushing for the best long-term outcome. Not everyone liked me, but when a business redesign was happening, leaders wanted me at the table. They knew I would ensure the right thing was done, even if it wasn’t the easiest or most popular path.
Think of someone you followed voluntarily—maybe a mentor, a peer, or a past boss. What made them stand out?
The Power of Advocacy in Leadership
Leaders who advocate don’t just push their teams forward; they invest in their success.
Advocacy-driven leaders:
- Champion others instead of just managing them.
- Build trust through transparency and real conversations.
- Ensure their people are seen, valued, and empowered.
Advocacy builds a culture where people don’t just work for a paycheck—they work because they believe in the leader and the vision.
Reflection Prompt: Think of the best leader you've ever had. What did they do that made you trust them, follow them, and feel invested in?
Why People Leave Leaders, Not Companies
People don’t quit jobs—they quit leaders who fail them. The question is: Are you unknowingly one of those leaders?
Be honest: When someone leaves your team, do you immediately ask yourself what you could have done differently? Or do you assume they just got a better offer? If it’s the latter, you may be missing a crucial opportunity for growth. But not all ineffective leadership is intentional—sometimes, well-meaning leaders can create disengagement, burnout, or mistrust.
Common Inadvertent Leadership Pitfalls:
- Failing to provide clarity and direction, leaving employees uncertain about expectations.
- Prioritizing tasks over people, leading to feelings of being undervalued.
- Assuming silence means agreement or satisfaction, rather than checking in regularly.
- Neglecting to advocate for the team’s needs due to competing priorities.
Warning signs of a leader people don’t want to follow:
- Takes credit instead of giving it.
- Doesn’t invest in growth opportunities.
- Micromanages instead of empowering.
- Stays silent when their people need advocacy.
Real Talk: You might think your leadership is strong, but ask yourself: Are people staying because they believe in you, or because they haven’t found a way out yet?
How Leaders Earn Followership Through Advocacy
People don’t just work for a paycheck—they work for leaders who create opportunities.
Three Ways to Advocate for Your Team:
1. Make Them Visible
- Ensure their contributions are recognized by senior leadership.
- Nominate them for high-profile projects and growth opportunities.
- Publicly acknowledge their work in meetings and company communications.
2. Develop and Support Their Growth
- Advocate for training, promotions, and mentorship.
- Encourage them to take smart risks and back them up when they do.
- Provide honest, constructive feedback that helps them grow.
3. Protect and Empower Them
- Shield them from bureaucracy, misaligned priorities, and unnecessary politics.
- Create a safe space where people can speak up without fear.
- Advocate for fair pay, reasonable workloads, and career mobility.
Example: Imagine you have a high-potential team member who struggles to self-advocate. How can you help amplify their work and make their contributions more visible? What’s one opportunity you can advocate for on their behalf this week?
Advocacy and Followership Beyond the Org Chart
You don’t need direct reports to be a leader worth following. Followership happens in every direction—leaders exist above, beside, and even below you in the org chart.
What followership looks like outside of formal leadership:
- A peer who speaks up for you in meetings.
- A mentor who invests in your growth even if they don’t manage you.
- A team member who buys into your vision and takes initiative to drive it forward.
True advocacy isn’t tied to titles—it’s tied to trust.
Call to Action: Think of one person in your sphere of influence (whether they report to you or not) who deserves more visibility, support, or opportunity. How can you advocate for them today?
Final Check-In: Leadership, Followership and Legacy
You don’t need a title to lead. But if you have a title, you need to ask yourself: Are people following you because they want to—or because they have to? If your team had another option, would they still choose you?
True leadership isn’t about power—it’s about impact. And your legacy as a leader isn’t what you accomplish, it’s the leaders you build.
So here’s the final test: In the last 30 days, what have you done to make someone else better? If nothing comes to mind, it’s time to change that—starting now.
- Would your team follow you if they didn’t have to?
- If not—what will you change to become the leader they deserve?
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