Public Comment for
Hurricane Management

As I read this article about the “wisdom of crowds” I thought back to some classes on statistics that I took in undergrad at the University of Maryland. In those classes the wisdom of crowds was a frequently discussed topic as were things like mean, median, mode and other statistical principles. However, discussions of the wisdom of crowds often came with a caveat that I think is critical for understanding the purpose of this article. That caveat was what I have nicknamed the follow the leader principal.

At its core, the follow the leader principal is that if someone is aware of another’s thoughts on the matter they will tailor there own personal view to more closely align with the first person’s view. This chain reaction continues down the line leading to opinions that are all directly influenced by the first opinion expressed. While this principal can be helpful if the first person to speak is making a good decision evidence shows the decisions are best made if people develop their opinions independently of one another and then come together afterwards or submit their opinion anonymously in some way.

As it relates to the government at large, in theory, the ideal process for decision making what be to have each advisor or group develop their own opinion and then present it unfiltered and uninfluenced which leaves more room for critical evaluation and once a consensus is built it more closely aligns with the true wisdom of the crowd.

This article is a great example of how effective a team can work together and how things get done is through collaboration. Often we see this focus on larger projects the leadership has the vision and she/he relies heavily on their followers to get things done. Each follower focuses and manages the expectations based on their talents.

You are correct, bigger is not better, especially at times when the challenges that are put forth are larger than we can imagine. If you do not have the right group/team and no clear vision it will not matter. I look at the organizational chart in my own work and know that X Y and Z could not execute their goals and work without their “little platoons.” We often hear those praised and thanks from the top, “I could not get this done/ or reach the goal if it was not for my innovation and hardworking team.” I appreciated the section on subsidiarity, taking initiative for action is very important on executing for the follower. It helps the leaders to think like David and ensure that while one plan is being executed other options are also being evaluated in order to complete the full task. This is a great example of collaboration and the cycle of effective leadership and follower relationship.

Hi Professor,
I thought your article was very interesting. There are a few key points that I thought got the core of how to respond in times of crisis or disaster. I think the emphasis on teamwork could not be overstated when considering the impact it can have in the event of a disaster. In recent years hurricanes have struck the United States and I am always so moved to see not just Coast Guard and Police, but everyday citizens and neighbors doing their part to help the community. I think this is something that, unfortunately, is lost in day to day life. People do not extend a helping hand in a normal day, however, disaster can sometimes bring out the best in humanity. For people put aside their differences and remember that we are all neighbors. I also thought your point of community groups, or “little platoons” was very important. Winston Churchill once said, “give us the tools, and we will finish the job.” I think this rings true when it comes to helping those who have been effected by disaster. Whoever can help must provide relief in the form of water and food, but when the community helps in the distribution and rebuilding then the faster people receive aid. I think each of these points show that in broader sense that leaders who include the help of everyone tend to more successful. This helps create a sense that we are all working towards a common goal, and in my experience there is nothing more powerful than that.

I found Professor Yoest’s analysis on a variety of world issues to be extremely important and impactful. First, I found that often, the most important instances of leadership come in times of crisis when many people cannot or do not want to help. The example of the hurricane in Puerto Rico shows that leaders must be swift and understanding of how their actions will play out as time moves on. Along with this, the concept of subsidiarity is important to the scope of business and relates greatly to ethical values. I did not know the origination of the word, but believe each organization must understand its definition and application to operate a successful company. Anticipating an event, shift, or transition, is what continues to keep successful companies at the top year-in and year-out. These companies are able to understand that in an ever-changing world where new companies are continuously popping up, that they must adjust their product or service often. The concept of subsidiarity allows companies to be ready for any circumstance that may occur and is essential for employee success and morale as well. Employees who are knowingly ready for anything can use more energy on being productive each day with the confidence that they will be to adjust.

After reading this article, I was able to gain much perspective and insight throughout. There were many great points made within the article that were significant to my understanding of leadership. Within the article it states that some of the best leaders send the decision making through an organizational chart, towards the individuals who are completing the work. I absolutely agree with that statement, because it takes individuals to form an organization, and each and everyone within the organization contributes to ensuring the organization is successful and progressing. When organizations have great leaders, the followers observe and see the determination from the leaders and work to emulate the same energy, effort, devotion and time into all that they do within the workforce environment. I firmly believe that a great leader sets the tone for a successful organization and positive work environment. After reading this article I truly gained much knowledge, a true understanding of what great leadership and followership entails. This article was very informative and beneficial for me to read.

This is a great article! Individually we need to understand the individual impact we can have on a community and the importance of working together as a community. We all have influence; we all need to find productive ways to use our influence. It’s too easy to sit back and think something is someone else’s responsibility however we all have the ability to step up find common ground and work together for the benefit of the community.

The other important reminder from this article was preparing for failure or incorporating methods to deal with obstacles in the planning process. We are all going to run into challenges. How we react to those challenges is going to determine our success. Creating a plan is going to allow us to adequately deal with the obstacle is essential. It could be easy to give up when there is an obstacle.

The success of seen in Puerto Rico was because the people were able to overcome an obstacle. They found the common ground and worked together for a solution. This is something we should think about more often and find ways to work together to find solutions to common problems. If we commit to these steps great things will be seen.

There is some sense of importance when it comes to big groups or companies involvment in disasters such as the hurrican in Puerto Rico. The biggest need from groups/organizations of that size is to gather the bulk of the supplies that are needed to help with such an awful disaster. The steps for these organizations, mostly goverment to decide when is the right time or what are the right steps can take logner than communities in disaster can take. That is when these small groups of leaders and people that care come in to make a much bigger impact than these organizations ever could. The most impactful people to any situation is the community of people that have drive and passion to help any way they can. In this case with the hurricane Big Goverment gathered what was needed but it was basically useless if there was no way for the cargo to get to where it needs to and quickly, without these “little platoons” stepping in to help these supplies would have no use to anyone. Everyone can possess different forms of eladership and skills for any situations no matter the size of the problem and being able to gather even in the smallest of groups to problem solve can create positive change.

I think one of the beautiful things about tragedy and hard times is how it brings people together. In times of loss, we provide comfort and show extra love to share the positive things from that person or situation. In times of struggle, we help to pick each other up around us. In the case of hurricanes and leaders, someone needs to facilitate this movement. Change and relief don’t just happen, and I believe in situations like this, the best leaders emerge. After all, I believe the best leaders are those who know how to bring a group together when things are hard. It is easy to lead when everything is easy and good.
One quote that resonated with me was that ‘Followership takes the initiative for action.” People must be able to help others and know how to benefit a group when times are tough. One person can make a small impact, but when 100 people make a small impact and so forth, the impact becomes bigger!

When it comes to change management, the concept of subsidiarity is important because it calls for people to become engaged in the change process (Yoest, 2017). People are encouraged to take ownership of the issues that they face. Leaders and managers who are leading the change need to be able to understand how people (their employees) and the organization they lead functions. From the perspective of the Four-Frame Model, which helps to better understand the functional components of an organization, the political frame has to do with advocacy whereas the human resource frame has to do with empowerment (Palmer, Dunford, & Buchanan, 2017). Leaders and managers have the authority and influence to initiate change (political frame) while employees and followers are empowered to make the change.

Palmer, I., Dunford, R., & Buchanan, D. (2017). Managing organizational change?: a multiple perspectives approach (3rd ed.). McGraw-Hill Irwin.

Yoest, J.W. (2017, October 15). Hurricane management: leadership and followership in dealing with disaster. The Stream. https://stream.org/hurricane-management-leadership-followership-dealing-disaster/

This article presents a unique angle when dealing with crises and potential crises. The buildup to dealing with these issues is understanding the dynamics of leadership as a whole. The author explains this by contending that the federal government, though it has an immense role in cleaning up and helping after hurricane, that leadership cannot be held solely with them. The first part in leadership during a crisis is utilizing the “Wisdoms of Crowds.” This is the idea that a group of people who are motivated and persistent are better judgement than an individual would. This leads into the next idea of a decentralized management. This will help with followership even in the absences of direction. The last and most important idea during a crisis is subsidiary. Subsidiarity is crucial to getting things done. Whether it’s in a crisis or not, the ability to have a staff or group of people come together and address issues. Working at a job, one has to put out a lot of little fires every day. This means not only have the ability to fix the issue but being empowered to do so. If an employee had to come to a central command for every action nothing would ever get done. If all the tools at our disposal during a crisis, big or small, are the same page managers can then empower those within a community not only fix the problem but help the community begin the healing process.

I really enjoyed this article about leadership, followership, subsidiarity, and the wisdom of the crowds. There are timeless truths about management here worth learning from and imitating! When I have asked people if they know what subsidiarity is, they say they don’t know, but then they immediately understand it when I explain that it is the catholic social principle about the freedom families and communities should be the first to address their social issues prior to elevating them to higher social units. We live in a society that habitually falls into the trap of the entitlement attitude because of government handouts and people set on gaining power and controlling others. What should be, “It’s our responsibility to keep each other fed, clothed, sheltered, protected, and thriving,” becomes perverted into, “It’s someone else’s job,” or “socialism will solve our woes,” and both mindsets are destructive to the family and society.

It’s so empowering, to take on that ownership of your role in the community. I do not claim to be perfect at doing so, but I try. As a current example at work, I started a donation drive for Anna’s house, a shelter for victims of domestic violence and homeless people. The reason I thought to do this is to engage and unite my coworkers and my practice’s patients in charitable giving to a local shelter in need of household cleaning supplies and nonperishables. As I have given my “plug” for the drive to patients, practically everyone has been very open to considering taking part and it is so heartening. As this article mentioned, healthy communities will be quick to respond to issues charitably, having the others in mind. I’ve seen that firsthand! I can’t wait to take all of the goods we have collected and bless these families next weekend.

Community doesn’t exist without people and their roles in it. With leadership, there is followership. But with followership, doesn’t always mean there is leadership. In times of turmoil and disaster, a leader will emerge out of a community to direct and coach. People will look up to the person who knows the answers and has guidance. Managers will be responsible for funneling the emotions and reactions of the community up towards the leader. With these functions and traits, the leader is looked at as the beholder of information and the one who can keep calm under pressure. Followers of the community cease to his or her wisdom to overcome challenges. In return, the community is supposed to react in a disaster. They will heed to any advice or influence that will carry them forward. Even when no leader is present, followers will follow anything or anyone else. For example, social media creates the image of an influencer. Followership is created for an influencer who has a reason why many people follow them. But influencers are not leaders. Therefore, in the a community of many members, they will find themselves also reacting in the absence of a leader. A strong and resilient community will have these types of leaders, managers, and followers. We create a sense of responsibilities that each of us do that it naturally will fall into everyone’s duties to fix or solve a problem. In a perfect world, everyone would follow the leader. But there are good leaders as there are bad leaders. Followers will find a way in the absence of a good leader. A community can exist without a good leader, but an even better community can exist with its followers in it.

I remember hurricanes Maria and Irma. I was at Fort Benning, Georgia for Army basic combat training. We did not feel many effects except a couple days where the winds were so strong, we couldn’t go to the range or field that day. We did have other recruits that had family in Puerto Rico at the time and were worrying day in and day out about any news that would come in. We were isolated from the world at BCT and didn’t get much of current events beside letters from loved ones. The drill sergeants kept us updated as much as possible and, thankfully, all the recruits’ family got off the island safe. The U.S. and the inhabitants of Puerto Rico came together in a great way in response to such a devastating tragedy. I like the idea of bottom-up management. Where the employees who see the processes, every day get input on how to make improvements. We see this in start-ups that yield large and quick growth. After a while, they grow into a top-down corporation and growth eventually slows. The idea that 2 heads are better than 1 is an age-old adage and one that is somewhat argued such as in politics. Can the people really make better decisions through a popular vote, or do they need representatives to speak for them? What a conundrum.

when weathering a storm, it is important to not only remain clam but also default to training and what you know. Just as when puerto rico was recovering from a hurricane disaster, it relied on its small communities to deal with some issues prior to the big help arriving. these people had to default to what they knew in order to help increase each other’s odds of survival and safety. This is the same case as for sports teams when they face an seemingly insurmountable opposition. In sports, coaches ask their players to exxagerate motions and techniques in drills, this is due to the reasoning that when “the bullets are flying” players will split the difference between a loaf and the exxagerated technique and find a good balance that works for them to get the job done. training with this method in mind helps to prepare an athlete to focus how to react in an in game scenario so that when the going gets tough, the athlete can meet that tough with open arms and pin it to the ground.

I really enjoyed reading this article! I think that it brought up a lot of valuable points and I appreciated how it cited so many examples. As someone who has studied Classics for many years and has read Aristotle’s Politics a couple of times before, this reference stood out to me. It stood out to me in two ways, one being the message. What Aristotle says in addition to the example given beforehand in this article about the loss of the US submarine bring up an important point. This is the wisdom in crowds and the power in numbers. The lost submarine was able to be found because so many people united and worked together. I think often it can be easier for leaders to say they’ll just do things themselves. But if this is done they are missing out on an incredible amount of wisdom that comes from a larger group.

I also appreciate this specific part of the article because of the historical ties and reference to Classics. So often people ask why study Latin or Greek or texts from that far in the past. However, it is critical to learn from history. It is also important to consider what has not changed over time, and what things remain the same throughout human civilization even as technology continues to evolve.

This is an incredible article that shows leadership during an incredibly hard time. It is true that inspiration, execution, and recommendations. Not only does the leader need to make decisions, but in a major destructive hurricane, there needs to be help from others. Sometimes these hurricanes are not expected. They may do damage that is really not expected to happen. The article shows that many efforts need to be taken. There needs to be many different leaders in different sections. Many recommendations can lead to the best recommendations as a whole. There also needs to be execution as a group and inspiration from many. 10 minds are better than one mind. The collaboration with organizational change will allow the best success. There needs to be collaboration and teamwork within the group. A leader will always shine and then those will follow the leader to help execute change and lead to success.

This article focused mainly on how having an effective team is just as important as having an effective leader is. The article also focused on the importance of collaboration between a leader and their team as well as being able to communicate and collaborate with other teams. Being able to communicate and share ideas in an open and effective manner is what will make each team successful. In some cases, bigger is not better and a smaller group may establish trust faster than a large group would because there are less people to convince and get on board with the plan. Working in a smaller group such as a “little platoon” allows everyone to be on the same page and hold each other accountable for what they are responsible for. It is easier to build trust in smaller groups.

This is a great article that articulates many great points and several that I hadn’t really even thought twice about. The idea of big government and small organizations responding to disaster relief in different ways is an eye-opening experience. Having lived through a hurricane and seen the help that is sent, there is definitely a way to do things that would allow for the most help to get to the people they need it the most. Yes large organizations in the government are able to send the supplies to the areas that are affected but it really is the small organizations and those leaders in the small organizations that really rally around the communities and get the equipment or supplies to those in need. The idea of being prepared for the situation even when you are not sure of what’s gonna happen in the case of David and the Giants, is one that really speaks true to what many organizations need to see and have in their own plans. A disaster relief plan, if you will, is something that every organization should have in the instance that their systems are overtaken or there is a physical/natural disaster that affects many of their employees. Having management with the foresight to plan for these events versus just reacting is something that should not and cannot be overlooked.

This is a very interesting article and has some interesting points about leadership. When an organization is in trouble, it’s good to include team members when solving the issues rather than one person figuring out everything independently. The thoughts of many are stronger than individual thoughts. A leader should trust his team and give them opportunities to express their ideas. He/She should motivate his/her team to express their ideas and suggestions for the solution. This help both the leader and the team members to learn from each other while solving some organizational issues. It’s a leader’s responsibility to create trust in the team. The leader should be able to trust his team and each team member should trust one another.