Without followers there are no leaders, and without leaders there can be no followers. When a group decides that one person is to be in charge, they have picked a leader. That leader needs to have a dyadic relationship with their followers. This relationship can cause people to feel like they are part of the in-group or part of the out-group.
People that are part of the in-group work more closely with the leader. They are more willing to do more. Also, they look for ways to advance the group’s overall goals (Northouse, 2016). The leader is able to use a transformational leadership style with the in-group. The close working relationship between the leader and the in-group allows the leader to satisfy the needs of the in-group. Also, a transformational leader will be more “concerned with emotions, values, ethics, standards, and the long-term goals” of the in-group (Northouse, 2016, p. 161).
People that are part of the out-group do just enough to get by. Their relationship with the leader would be a transactional one. The leader pays the out-group for the work they do. There is no motivating the out-group members to do more. Also, there is no emotional exchange between the follower and leader. The leader will focus less time and energy on the out-group, while focusing more on the in-group. This focus will lend the leader to be more transactional with the out-group. The leader will have to make “deals” or transaction with the out-group to get them to do more.
Leadership can and does go hand-in-hand with what type of followers they have. If the leader has followers that fall into the in-group, he can be more transformational with that group. They will respond to the extra focus, emotions, and standards the leader will give them. The out-group will only respond to a transactional leadership style. They are only at their job for a pay check and do just what is required of them (Northouse, 2016).
Again, without followers there are no leaders, and without leaders there are no followers. The type of followers will dictate the type of leadership style. In-group followers will dictate a transformational leadership style. This style allows for the in-group to grow and to do more. Out-group followers will dictate a transactional leadership style. Out-group members are not interested in growing. They only do what they need to keep their job and to receive their paycheck. Followers, whether they are part of the in-group or the out-group, dictate the style their leader will need to use.
Reference:
Northouse, P. G. (2016). Leadership: Theory and Practice (7th ed.). Thousand Oaks, CA: SAGE Publications.
slu107 says
Hi Brad,
Thanks for your post on LMX leadership and using transactional or transformational leadership. You did a fine job explaining the differences between the in-group and the out-group. Additionally, it was interesting to hear your thoughts on utilizing transactional and transformational leadership as methods to manage out-groups and in-groups although I personally do not agree with the idea. The post reads as a prescriptive way to manage members of the in-group and the out-group; however, the LMX theory is not just focused on defining those two group types but it is focused on creating a strong leadership-member exchange with all team members (Northouse, 2016, p. 141).
When considering the out-group; the leader should focus on ways to make them part of the in-group rather than utilize a specific leadership methodology to manage them. For example, since those in the in-group are more willing to do more work and are more creative and innovative, would it not be logical for the leader to bring those from the out-group to the in-group to achieve even more (Northouse, 2016, p. 143)? You mention that there is no way to motivate those in the out-group, however, there is! By building trust and respect with all followers and by providing opportunities for those in the out-group to take on new responsibilities or new roles; those in the out-group can be motivated to be part of the in-group and grow in the relationship with their leader (Northouse, 2016, p. 143).
Many times out-group members are interested in growing if they feel part of something bigger than themselves. I would encourage you to consider utilizing transformational leadership with all your team members when you find yourself in a leadership situation. As Northouse (2016) explains, the initial formation of leader-member exchange can feel unfair and discriminatory due to the in-group and out-group split (p. 146). Your job as an effective leader is to bring your entire team into close relationship.
Thanks again for your thoughts,
Stacey
References
Northouse, P. (2016). Leadership Theory and Practice (7th ed). Thousand Oaks, CA: SAGE Publications, Inc.