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The Ultimate Guide to the Servant Leadership Model - When I Work

How to become a Servant Leader

  1. Be a good listener. Try to determine what the desire of the group or individuals are. 
  2. Practice empathy. Empathy allows you to get past surface issues and to discover what is going on.
  3. Embrace concepts of healing. The servant leader recognizes the brokenness of people and looks for ways to make broken people well.
  4. Be aware of the obvious and the subtle, both in your own life and in other’s lives.
  5. Be persuasive. Use the power of persuasion to help people choose the right path as needed instead of demanding the path.
  6. Be able to conceptualize. Servant leaders are big-picture thinkers, thinking of what their team needs to do to accomplish everything, not just the one thing in front of them.
  7. Be a good steward. A steward is someone who holds onto something and keeps it in good condition for others who need it down the road.
  8. Love the community.

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The Ultimate Guide to the Servant Leadership Model - When I Work

The Ultimate Guide to the Servant Leadership Model - When I Work

https://wheniwork.com/blog/the-ultimate-guide-to-the-servant-leadership-model/

wheniwork.com

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Key Ideas

Servant Leader

A servant leader is someone who serves others first, before anything else. 

Traditional leadership tends to be about systems and structures that make repetitive work and authority a foundation. 
Servant leadership, on the other hand, tends to be about people.

Servant leader traits

  • Isn’t concerned about acquiring or holding onto power.
  • Isn’t focused on maintaining a certain reputation above all else.
  • Isn’t obsessed with staying ahead of everyone else on the ladder.
  • Doesn’t fear employees gaining skills and knowledge beyond their own.
  • Doesn’t use domination or fear to control people
  • Doesn’t think in terms of controlling people at all, really.
  • Places high value on the community.
  • Is committed to the growth and improvement of those being led.

How to become a Servant Leader

  1. Be a good listener. Try to determine what the desire of the group or individuals are. 
  2. Practice empathy. Empathy allows you to get past surface issues and to discover what is going on.
  3. Embrace concepts of healing. The servant leader recognizes the brokenness of people and looks for ways to make broken people well.
  4. Be aware of the obvious and the subtle, both in your own life and in other’s lives.
  5. Be persuasive. Use the power of persuasion to help people choose the right path as needed instead of demanding the path.
  6. Be able to conceptualize. Servant leaders are big-picture thinkers, thinking of what their team needs to do to accomplish everything, not just the one thing in front of them.
  7. Be a good steward. A steward is someone who holds onto something and keeps it in good condition for others who need it down the road.
  8. Love the community.

Servant Leadership Work

Studies have shown that servant leadership and the empowerment and teamwork that accompay it trickle down. Higher level managers who turn from selfish leadership to selfless leadership end up creating lower-level managers and other employees who then do the same.

Pros And Cons Of Servant Leadership

  • Servant leadership requires dedication to the concept. You can’t make people trust you overnight. It’s something you build.
  • Servant leadership might take too much time for companies that need to be turned around quickly for financial or other reasons.
  • Companies that rely on hierarchy and complex organization in order to function in their industry may not find the servant leadership model useful.

EXPLORE MORE AROUND THESE TOPICS:

SIMILAR ARTICLES & IDEAS:

The concept of servant leadership
The actual term for a leader who upends the power pyramid to put others' needs first was introduced by Robert Greenleaf in his influential 1970 essay "The Servant As Leader" in 1970.
The 6 main principles of servant leadership
  1. Empathy. Give trusted co-workers the benefit of the doubt by assuming the good in them. It goes a long way toward instilling loyalty and trust in you from your team.
  2. Awareness. Care deeply about the welfare of the team members. Don't view them only as cogs in a machine.
  3. Building community. Build community where both employees and customers can thrive.
  4. Persuasion. Rely on persuasion rather than coercion to create internal motivation required to complete the task effectively.
  5. Conceptualization. Servant-leading entrepreneurs focus on the big picture and don't get overly distracted by daily operations and short-term goals.
  6. Growth. Care passionately about the personal and professional growth of each member of the team.
Servant leadership

Is a leadership philosophy that is built on the belief that the most effective leaders strive to serve others, rather than accrue power or take control. 

Servant leadership vs. other leadership styles

The authoritarian leadership style:

  • The authoritarian style of leadership requires leaders to have total decision-making power and absolute control over their subordinates. Servant leadership upends the top-down power structure.

Similar leadership styles:

  • Ethical leadership urges leaders to show respect for the values and dignity of their subordinates. Servant leadership's emphasis on taking responsibility for the needs and desires of others.
  • Participative leadership style requires leaders to involve subordinates in setting goals, building teams and solving problems but keep the final decision-making in their own hands. Servant leadership includes some of these elements.
Attributes of a servant leader
  • Listening. A servant leader seeks to identify the will of a group and helps to clarify that will.
  • Empathy. A servant leader assumes the good intentions of co-workers and does not reject them as people.
  • Healing. Understand part of their leadership responsibility is to help make whole employees whose sense of self is precarious.
  • Awareness.
  • Persuasion. Servant leaders rely on persuasion not positional authority or coercion, to convince others.
  • Conceptualization. Balancing between thinking big and managing everyday reality.
  • Foresight. The ability to understand the past and see the present clearly to predict how the future will unfold.
  • Stewardship. CEOs, staffs and trustees all have a responsibility to hold the institution "in trust" for the greater good of society.
  • Commitment to the growth of people. Feel a responsibility to nurture the growth of employees.
  • Building community. Find ways to build community in their institutions.
The servant-leader
The servant-leader

Servant leadership is a very social leadership style.

While traditional leadership is about the accumulating, hoarding and exercising (which often degenerates into abusing) of power by...

Servant leadership as a powerful management style
Research consistently reveals:
  • Servant leadership has a significant effect on employee commitment to a supervisor.
  • Servant leadership and employee satisfaction are strongly correlated.
10 traits of servant leaders
  • Self-awareness. It helps to view situations from a holistic position rather than being self-centred.
  • Empathy. People need to be accepted for their special one-of-a-kind spirits.
  • Listening and reflecting upon what your team says is essential to the growth of the servant-leader.
  • Healing. Many people walk around with a variety of hurts. Good servant-leaders endeavour to support those with whom they come in contact.
  • Foresight. Seeks to understand the lessons from the past, the realities of the present, and the possible outcome of a decision for the future.
  • Conceptualisation. Visualising the big picture and thinking beyond day-to-day realities.
  • Relying on persuasion rather than hierarchical dominance.
  • Stewardship. It requires a commitment to serving the needs of others first and taking responsibility for the actions and results of your team.
  • Team growth. Commitment to the personal growth of every individual.
  • Community building. Human beings have an innate need to belong to a “tribe” of some kind.

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