Servant Leadership

Life’s most persistent and urgent question is, ‘What are you doing for others?'
-Dr. Martin Luther King, Jr.

The modern era calls for a new kind of leader: one who focuses not just on performance metrics but on people. That's where servant leadership comes in—a transformative approach to leadership that changes the dynamics of the professional landscape.

If you're an aspiring leader, a manager looking to refine your skills, or simply someone intrigued by effective organizational psychology, this ultimate guide to servant leadership is for you. In this comprehensive article, we'll delve into the origins, core principles, benefits, and real-world applications of this influential leadership style.

What Is Servant Leadership?

Servant leadership is a leadership style that focuses on serving others—whether they are employees, customers, or the community. Unlike traditional leadership styles, where leaders are primarily concerned with the bottom line, servant leaders prioritize the well-being of their team and encourage collaborative, trust-based relationships.

Key Takeaway: Servant leadership turns the conventional power structure upside down; instead of people serving the leader, the leader serves the people.

The History of Servant Leadership

The term "servant leadership" was coined by Robert K. Greenleaf in his seminal essay, "The Servant as Leader," published in 1970. However, the idea has ancient roots, seen in religious texts and historical accounts of visionary leaders like Gandhi and Martin Luther King Jr., who embodied the principles of serving first and leading second.

Key Takeaway: Though formally conceptualized in the 20th century, the essence of servant leadership has been around for centuries, transcending cultures and geographies.

Core Principles of Servant Leadership

Greenleaf wrote in his original essay:

The servant-leader is servant first [...]. It begins with the natural feeling that one wants to serve, to serve first. Then conscious choice brings one to aspire to lead. That person is sharply different from one who is leader first, perhaps because of the need to assuage an unusual power drive or to acquire material possessions.

To truly grasp the essence of servant leadership, it's important to understand its core principles, which include:

• Empathy: Understanding the needs and feelings of others.
• Listening: Actively listening to the concerns and suggestions of your team.
• Awareness: Recognizing your own strengths and weaknesses.
• Persuasion: Influencing others through moral authority rather than coercion.
• Stewardship: Taking responsibility for your role and the well-being of your team.
• Growth: Encouraging personal and professional growth for yourself and others.
• Community Building: Fostering a sense of belonging and interconnectedness.

Key Takeaway: The principles of servant leadership go beyond task management; they delve into the heart of effective human connection.

Why Choose Servant Leadership?

Studies suggest that servant leadership is better for long-term organizational success.

• Increased Productivity: Teams led by servant leaders tend tend to display more proactivity, leading to higher productivity.
• Greater Job Satisfaction: Servant leadership results in increased job satisfaction and employee engagement.
• Reduced Turnover: Happy, engaged employees are less likely to leave, reducing recruitment and training costs.

A 2002 study emphasized the role of humility, empathy and empowerment in particular, when it comes to effective leadership and organizational outcomes.

Servant leadership fosters a culture of humility, empathy and empowerment. Leaders prioritize the growth and well-being of their team members, encouraging open communication and shared decision-making. This approach not only boosts employee morale but also enhances problem-solving and innovation, as individuals feel valued and motivated to contribute their best.

It also plays increases trust and loyalty. By placing the needs of the team above their own, leaders demonstrate authenticity and integrity. This builds strong relationships founded on mutual respect, leading to increased engagement and a sense of belonging among team members. As trust flourishes, often so does productivity, as employees are more likely to follow a leader they believe genuinely cares for their success.

Additionally, servant leadership promotes long-term success. Leaders who prioritize the development of their team members create a sustainable pipeline of capable future leaders. This succession planning ensures continuity and growth within the organization. Moreover, this leadership style encourages a focus on the greater good, aligning teams around shared values and common goals, ultimately contributing to the organization's overall mission and vision.

Studies also suggest that it leads to a positive work environment. When leaders exhibit humility, empathy, and a willingness to serve, they set a tone that encourages positive interactions and cooperation. This harmonious atmosphere reduces conflicts, absenteeism, and turnover, resulting in a more stable and productive workplace where individuals thrive and contribute effectively to the organization's success.

Key Takeaway: Servant leadership isn't just good for people; it's good for business.

Differences Between Traditional and Servant Leadership

There are quite a few differences between stereotypical old-school idea of leadership and servant leadership.

Looking at the above, it might be misinterpreted that servant leadership is not concerned about goals at all. That is far from true.

Bill Walsh, one of the most successful coaches in NFL history, said the following in his book The Score Takes Care of Itself:

I had no grandiose plan or timetable for winning a championship, but rather a comprehensive standard and plan for installing a level of proficiency — competency — at which our production level would become higher in all areas, both on and off the field, than that of our opponents. Beyond that, I had faith that the score would take care of itself.

Key Takeaway: The primary difference lies in the orientation—traditional leadership is goal-oriented, while servant leadership is people-oriented. This doesn't mean that servant leadership isn't concerned about goals, but the approach is that if you invest in people the right way, then they will will end up achieving their goals.

How to Implement Servant Leadership

Servant leadership is investing in people, and as such, is an approach for the medium-to-long term.

The first thing to keep in mind when implementing it for the first time is patience. Patience with the approach, patience with others, and patience with yourself.

The second thing to think of is needs. What are the needs of the people who you're serving? They may be explicit needs (mentioned out loud by them) or implicit needs (not actually communicated by them, but you sense it). The only way you would get to know all that is to spend time thinking about it.

Sometimes people just need to vent, sometimes they need to be challenged, sometimes they would need to be connected to someone else to work on something together, sometimes they might need a a stretch assignment to grow beyond their existing skillset. Sometimes they might need a vacation, sometimes they might need some advice, and sometimes they might need to be just left alone and do their thing.

The only way you will properly recognize people's implicit and explicit needs is by listening and reflecting. Practice Active Listening, to get their explicit needs. Reflect upon what they said, along with verbal and non-verbal cues, and what people around them have said about them to come up with their implicit needs. All of this requires investing time and keeping track.

If you're looking for a good way to keep track of all this when it comes to servant leadership, try Voohy. It allows you to add a notebook for every person you're serving. In their notebook you can use the AERIS model to keep track of their explicit and implicit needs.

Key Takeaway: Implementing servant leadership in the best way requires patience, empathy, and a way to keep track of people's implict and explicit needs. Voohy makes it easier to implement it.

Challenges and Limitations

Drawbacks of servant leadership are similar to that of transformational leadership.

• Time Intensive: Building strong inter-personal relationships takes time.
• Misinterpretation: The concept can be misused to justify ineffective leadership which doesn't challenge people.
• Not One-Size-Fits-All: May not be suitable for all organizations or industries. Especially for environments where there is a lot of time pressure with very high cost of error.

Key Takeaway: Like any leadership model, servant leadership has its limitations but they can be mitigated with conscious - effort and contextual adaptation.