The Folly of Followership

no followerIn a New York Times article from yesterday, Susan Cain argues that college admissions offices are overemphasizing “leadership” and should give more attention to “followership.” (She also gives a nod to teamwork and independent thought.) In the comments, people spoke up against this concept of “followership”; to many, including me, it poses as the next bad Big Idea. Instead of seeking “leaders,” “followers,” “team players,” or “solo thinkers,” colleges should seek young people with intellectual accomplishment, promise, and interest. The challenge is to identify them properly; the concept of “followership” will not help.

To begin with, Cain frames the problem incorrectly. It isn’t that admissions offices have come to emphasize leadership above all else. Rather, when looking over thousands of applications, they seek qualities that stand out. Leadership is one of them; knowing this, students emphasize their leadership roles, often to excess. But leadership takes many forms; when writing college recommendations, I have sometimes emphasized a student’s intellectual leadership in the classroom or outside. Some students lead through their work; to write an outstanding essay (that goes beyond any “rubric” into the subject itself) is to exercise leadership.

One problem is that students face pressure to stand out in some way. They have no guarantee that their desired colleges will single them out. Even outstanding grades and test scores are no guarantee; many students are now entering college with two years of calculus, or with experience in a biomedical lab, or something else beyond the usual school curriculum. Some worry about whether they will have a chance if, say, they choose to play in a youth orchestra instead of enrolling in the intensive calculus course that their peers are taking.

As a result of such pressure (as Cain duly notes), students begin shaping their resumes for the sake of being seen. This is nothing new; I remember such a tendency in graduate school. I was often told that I should attend this or that conference because it would look good on the resume; that was one of the reasons that I decided not to go into academia. But it is especially painful to see teenagers under such pressure. A possible solution would be to limit the number of applications per student and to limit the Common App itself. Also, colleges could send clearer messages to students about what they seek.

But “followership”–even understood subtly–is misleading and potentially harmful. Cain quotes Robert Kelley, who in 1988 listed some qualities of good followers, including dedication to “a purpose, principle or person outside themselves” and being “courageous, honest and credible.” But as you read on, you see that what he describes is not so much “followership” as “a life of integrity outside of leadership.” “Paradoxically,” he writes, “the key to being an effective follower is the ability to think for oneself—to exercise control and independence and to work without close supervision.” (It’s paradoxical because “follower” is the wrong word and concept. He’s really talking about people who, in the workplace, occupy positions other than those at the top–but who contribute thoughtfully, independently, and honorably to the larger endeavor.)

Many commenters on Cain’s article brought up problems with the leader-follower dichotomy. It can be limiting and patronizing; it casts even solo thinkers as “followers” (just because they aren’t “leaders” on paper), and it does nothing to solve the problem at hand. I would add that it’s geared toward a kind of workplace (often but not always corporate) that practices social engineering. Many firms try to engineer success by combining personalities effectively: by identifying employees as “types” (leaders, followers, introverts, extraverts, and whatever it might be) and then adjusting the staff proportions. This trend is neither necessary nor universal. There are other ways to work and lead one’s life.

Are professional orchestra musicians “followers”? Not quite. True, they follow the directions of the conductor. But for music to occur, each musician must have excellence, soul, and a musical life. It isn’t just a matter of coming to rehearsal and doing what the conductor says and shows. Each member of the orchestra is dedicated to music; this includes hours of solo practice, chamber music, teaching, and much more. All of this contributes to the orchestra’s work and performance. Without each member’s independent musicianship, the orchestra would turn mediocre.

Is a professor (other than department chair) a “follower”? No–even those who teach the standard courses bring their own thoughts, research, and questions into the classroom. On their own, they conduct research in areas of interest. As they advance, they may teach more courses of their choosing or branch into new areas. Many professors I know perceive “leadership” positions as an encumbrance; they would not want to be department chairs, even less administrators. There is plenty of leadership in what they do.

Even in corporate settings, the “leader/follower”opposition fails to characterize the situation at hand. Many outspoken editors, software engineers, and others help shape the company’s work and direction, even though they are not formally “leaders.” Sometimes it is those in lower positions who exercise the intellectual leadership of a company.

Most of us, in our everyday lives and work, combine leading, following, participation, and independent action. We may tend toward one or the other; different projects may bring different qualities out of us. As Helen Vendler notes in a memorable essay (which Cain cites but misinterprets), a young poet or artist may have less-than-stellar grades; her talent and excellence may show not through all-around achievement, but through a special brilliance and intensity. So instead of crudely categorizing ourselves and others, we can instead look at what we do, say, choose, think, and desire, and how this changes over time.

Back to college admissions: I doubt that many admissions officers swoon over hollow tokens of leadership. Still, there are ways to strengthen and dignify the application process. Typecasting is not one.

Image credit: I took this photo in Gill, Massachusetts.

Note: I made a few changes to the sixth and ninth paragraphs after posting this piece.

Where Personality Quizzes Go Wrong

Sometimes I take an online personality quiz for fun. It isn’t a good idea. Even flattering results leave me discouraged; I question the quiz’s authority but can’t talk back to it.

Of course some quizzes are meant for amusement, but others pretend to reveal some truth about your nature–even in ten or fewer questions. They even claim a scientific basis.

Here’s where such quizzes miss the mark. First, their claims far exceed their capabilities; they are crude instruments, yet their authors suggest that they can tell you something useful. There’s an inherent discrepancy between the pretension and the actual capability of such a quiz.

Second, the assumed categories (such as personality types) have inherent limitations. Such quizzes, by their very contents, tell only part of the truth. You might find out that you are “an” introvert when in fact you have a mixture of introverted and extraverted tendencies. (Now that Jonathan Cheek and colleagues are positing four kinds of introverts, there are quizzes to tell you which kind you are, as though you had to be one.)

Third, many such quizzes ask you what is “usually” true, when in fact your exceptions may play a large role in your life. For instance, I score low on neuroticism tests, because I do not worry much on the whole. When I do worry about something, I though, I can worry intensely. A quiz’s emphasis on “usual” or “average” behavior doesn’t capture this.

Fourth, the multiple-choice options may not apply to you at all. Sometimes they are directed at a different demographic from yours. Sometimes the authors didn’t consider all the possibilities. I find myself choosing the “least wrong” option instead of one that really suits me.

Fifth, many responses are contextual. Whether or not I enjoy a party really depends on the party. Whether I feel energized by others’ company depends largely on who they are and what else is going on. Sometimes it isn’t possible to give a true general response, yet the quiz requires it.

Sixth, the quiz may rest on shaky theoretical principles. For example, the MBTI was once standard fare but has come under heavy criticism. I will not be surprised if other tests come to a similar end.

Seventh, a questionnaire of this sort has value only when the results are analyzed intelligently. Doctors give questionnaires to help them with preliminary diagnoses; they treat the responses as a starting point, not the last word. No questionnaire should stand on its own as an arbiter of human nature.

Eighth, none of this comes close to the descriptions and characterizations found in literature. No personality test can approximate Pushkin’s poet, Melville’s Ahab, Gogol’s Chichikov, or Bellow’s Tamkin. The difference? In literature, you meet characters who may remind you of people you know, including yourself, but at the same time resemble no one. They let you do the same; when reading, you can find both affinity and liberty; you wake up into imagination.

Psychology has much to offer, but its quizzes tend toward hubris. Annie Murphy Paul says it well in The Cult of Personality Testing: “Personality tests take wildly different forms–questionnaires, inkblots, stories, drawings, dolls–but all make the same promise: to reduce our complicated, contradictory, changeable selves to a tidy label. These tests claim to measure not what we know, but what we’re like; not what we can do, but who we are.”

Even if they seem just silly, they make their way into workplaces, schools, and language. They play to the desire for “interactive” science and quick results; it seems cool to go online, take a test, and find something out about yourself in five minutes. They are basically the candy of self-knowledge, candy that too often gets served up as the main course.

Self-knowledge is much more than “I am this” and “I am that.” It requires long study of things outside the self; it requires participation in the world. A series of clicks won’t get you there.