Imagine someone steps out onto a dance floor alone. Dances a little whacky. A little bold. Somewhat weird.
Then someone else joins in. Now it’s not weird. It's funny, entertaining.
Does the follower transform the weird-bold-odd person into a leader? Or is the follower the leader here?
Let’s unpack this idea* - what it means, why it matters, and how you might harness it in your world.
*This blog was inspired by Derek Sivers’ short video, “How to Start a Movement,” which illustrates how the first follower transforms a lone act into a movement. Watch the video:
Why “first follower” matters
The visionary often takes the risk of being unconventional. But without someone joining, they stay just that - a person with a vision.
It's the first follower who legitimizes the action: “Yeah, I’m with you. We’re doing this together.” That sends a powerful social signal. Once that signal exists, others see “not just the leader but a group”, lowering risk for them to join. The momentum builds.
The first follower is a leader in their own right: shifting from follower to co-creator, co-champion of the movement.
Most people think leadership = being first, bold, or charismatic. But this video challenges that assumption and introduces the idea that the first follower often creates the real movement.
What this looks like in practice
Consider how this plays out in real teams, projects or organizations:
- You launch a new initiative.
- Someone else - perhaps quietly - aligns with you, supports you, shows up. That endorsement changes how others see the initiative.
- With that first follower, you shift roles: you as originator, they as champion. Together you carry the message.
- Others begin to sense, “Oh - this is a thing. There's merit to it. We can join.” And they do. The movement grows.
Key behaviour of the first follower:
- They believe in the vision/reflection of the leader.
- They step in early, accept risk, and visibly support.
- They help others feel safe to join.
- They don’t stay passive - they help shape the next steps.
For the originator/leader, their role shifts when the first follower arrives:
- They must recognise and celebrate that first follower (not just the idea).
- They must invite others, making it safe, attractive, and communal.
- They must be willing to share leadership - the hero moment shifts to we-moment.
Leadership is not just a top-down act: it’s relational. Social proof, validation, and early adoption matter. It's a collective process, not a solo effort.
Why organizations often mis-apply “leadership”
We tend to glorify the solitary hero - the charismatic founder, the bold innovator. But movement culture teaches another truth: Hero + First Follower = Momentum. Without the first follower, the bold act may stay an isolated performance.
In organizations, this means:
- If you change a process, it helps if someone early adopts it. They become the catalyst.
- If you roll out culture change, the early adapters matter more than the top execs posting memos.
- If you invite others to step in, you shift from “I am leading” to “we are building”.
So leadership isn’t just “be the first” - it’s “invite the first follower, enable others to follow”.
Three strategic questions to apply this in your world
-
Who is the first follower?
In your project/team/initiative: identify someone who can join early, visibly, and help legitimize the effort. -
How will they be empowered and recognised?
Give them a role, a voice, a visible stamp of participation. Let others see them, not just you. -
How do you invite the next followers?
Use language of invitation: “We’re doing this together.” Align the movement to shared values. Lower the barrier to join. Create visible signs of participation (badges, early wins, social proof).
Pitfalls & how to avoid them
- Ignoring the first follower. Overlook them, you lose momentum. And they might feel used or sidelined.
- Waiting for perfection before others join. Start imperfectly; the first follower helps make it real.
- Relying only on top-down direction. Movements are social dynamics. Peer adoption matters.
- Failing to scale the identity of the movement. The first follower shifts identity: “We are doing this”. If you keep it “just me”, others hesitate.
A suggested narrative to tell your team
“We often think leadership means being first. But what actually creates real change is when one of us steps up - not just the founder - and then we become the movement.
In this initiative, I’m the spark. I’m inviting you to lead: to be the first follower. Together we’ll show others what's possible. Then watch: others will join because they see you and me; they’ll join because they see us.”
The video above is powerful. It flips our assumption about leadership. The one who starts is important - but the one who first follows might be the real leader in effect.
Whether you’re launching a new way of working, building culture, starting community, or just trying to get people aligned on a project: find your first follower, empower them, and invite the rest. Leadership becomes less about solitary heroism and more about social dynamics.
Practical Takeaways
- Recognize first followers in real life: learn to identify who among your colleagues or team members helps initiatives gain traction.
- Empower and celebrate early adopters: validate and support first followers, which helps change actually happen.
- Apply in everyday leadership: Through exercises or reflection, start practicing shared leadership immediately - in meetings, projects, or organizational change.
- Concrete takeaways for teams: 9 practical activities with actionable leadership development exercises - see downloadable booklet below.
FREE DOWNLOAD: Self-directed leadership development workshops for your team.