What is Servant Leadership?
Photo Credit: Christina @ wocintechchat.com, via Unsplash
By Jenn Rockefeller
When you think of a leader in a large company or nonprofit organization, what do you think of? Do you think this leader is one who takes charge and adheres to strict rules and guidelines? Is this leader one who micromanages responsibilities in order to accomplish tasks at hand?
That’s how things traditionally played out. However, in recent years, companies and nonprofits are taking a more servant leadership-type of approach to their operations.
What is servant leadership and why has it been so successful?
First coined by Robert Greenleaf in 1970, the phrase servant leadership refers to putting the employees/staff first, according to the Robert Greenleaf Center for Servant Leadership. According to the article:
“A servant-leader focuses primarily on the growth and well-being of people and the communities to which they belong. While traditional leadership generally involves the accumulation and exercise of power by one at the ‘top of the pyramid,’ servant leadership is different. The servant-leader shares power, puts the needs of others first and helps people develop and perform as highly as possible.”
Why does the servant-leader method work and what are its benefits? This method works primarily because the leader is not putting themselves first. They believe that they serve those who work for them. These leaders put in the effort to ensure their staff feels appreciated, motivated, encouraged, and productive. Servant leadership is effective because:
· Employees become more empowered.
· Employees are more engaged and motivated.
· Morale within the organization will be higher.
· Employees feel like they matter.
· Overall productivity will increase.
A servant leader is a purpose-driven leader. According to Collingwood, a purpose-driven leader has the following qualities: “self-awareness, relational building skills, drive and determination, resilience and grit, confidence, positivity, organisational [sic] capability, flexibility, innovation” and “vision with a goal orientation.”
Why have things changed?
Gone are the days when business people focused solely on financial aspects and are driven by numbers. The business paradigm changed because staff and employees are speaking up. They are voicing their opinions on what works and what doesn’t. And the business-only approach is not working. Employees are not feeling appreciated and valued. And when employees and staff don’t feel appreciated and valued, they begin to do the bare minimum, which reduces output and results in poor feedback from management. This in turn doesn’t give the employee much motivation to be productive and, therefore, will continue to underperform. So, the only alternative is that leaders needed to switch their focus onto something that would benefit both the employees and the company.
When companies and nonprofits have energy-driven staff, they will see their longevity become a reality. Employees will stick around longer because they have management who cares enough to invest their time in their staff.
Why does servant leadership work more than the way things were?
Before, leaders were often “ruling with an iron fist” and exercised their power at every turn. The workplace was governed by “strict rules and procedures with little deviation,” according to St. Thomas University. All they cared about was the bottom line and the output to make the organization successful.
Servant leadership works because this leader doesn’t lead from the front--they lead from the back. They lead with their employees in mind. According to an article by Jim Haudan on Root Inc., there are six reasons why servant leadership works best:
1. These leaders encourage their employees to run with their own ideas. This creates and fosters trust because the employee will come to learn that the leader cares enough to hear what they think.
2. When people feel like they matter, their productivity increases. They care more about the work they are doing and make every effort their best.
3. Servant leaders hire someone who will one day move up in the company, someone who shows potential. These leaders aren’t threatened by the employee’s resume and will play to the employee’s talents.
4. Servant leaders care about building a good rapport and trust with their employees. This leader will devote their time and energy into assisting the employees with improving their skillset.
5. Leaders who rule “with an iron fist” never take the time to explain the reasoning behind their actions and decisions. Servant leaders, on the other hand, do. These leaders are teachers. They want their employees to gain knowledge on why something is the way it is. They accept that their employees may have more insight and seek to advance their knowledge.
6. Servant leaders want to help. They ask their employees, “What can I do to help you?” in order to achieve positive results. On the opposite side of the coin, the stricter leader doesn’t care about helping – they are micromanagers who refuse to hear the voice of the employee.
If you are a leader of an organization or nonprofit, how will you adopt the servant leader lifestyle to help your employees/staff?
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