Leader/Follower Relationships- Nysa Stiell

Within NYLAG the organization is structured in units. Each unit, such as the immigration and housing unit, has its own leaders who directly partners with the pro-bono attorneys at New York law firms. These liaisons work directly with clients as well as attorneys to ensure that client’s cases are properly documented and put into the right unit. The direct liaison has a team that works closely under the supervision of the lead. For the most part, because of remote work, projects are self-directed and supervision is given when needed. While this is the case, there are still standardized procedures required to maintain communication with both parties. 

Leadership styles within the organization differ from the senior leadership to interns. Within my unit, my supervisor maintains a lenient leadership style, allowing myself and my intern partner to work at our own pace to finish the projects we were assigned. This is the same for my other supervisor who does not directly work with us but is present at our Friday team meetings. This is not the case for all units within the organization as I’m sure higher leadership may be a bit more formal. 

Due to the independent nature of work projects, there is a high level of trust between leaders and followers. Once a task is assigned, supervisors expect that if there is an issue or a topic that needs clarification, the follower will reach out to get the help they need, in order to finish the task successfully. 

Reflecting on the way these relationships work within the organization, I think the leader/ follower dynamics allow each level of workers, down to interns, to have their own independence and are trusted to finish the tasks they are assigned. This allows employees to feel like they are valued and their creative contributions have a place within the company. I think a way to develop and enhance these relationships would be to have regular meetings between leaders and followers to ensure there is constant communication and clear goals. These changes would allow relationships to develop both professionally and personally, making a better work environment.