Reversing traditional perceptions of leadership
When we say that being a leader is the gift of serving others, we reverse the traditional perception of leadership as power or domination. Instead, we can emphasize that it is about caring for, supporting, and guiding others in ways that enable them to grow and achieve their goals.
What is servant leadership?
This concept is close to the idea of „servant leadership„, which implies that a leader should first and foremost serve his or her team or community.
In such a leadership model, the well-being of others is paramount, and success is measured primarily by how well a leader supports and uplifts those he or she leads.
Foundations of servant leadership
Authenticity, empathy, and a commitment to the well-being of others are the foundations of effective and sustainable leadership.
In 1970, Robert Greenleaf introduced the concept of „servant leadership” to leadership analysis. This concept redefines the role of a leader, portraying him or her as a person who primarily serves others, rather than pursuing his or her own ambitions for power or material gain. The servant leader is fundamentally different from the traditional manager, who may be driven primarily by his or her own interests and control over the team.
The idea of this type of leadership encourages leaders to adopt a management style based on supporting and inspiring team members to excel. Such a leader listens deeply to the needs of his or her team, demonstrating empathy and understanding for the uniqueness of each team member. He or she also has great self-awareness, which allows him or her to act authentically and lead others effectively.
Rather than relying on direct direction and control, a servant leader cajoles and inspires, guiding the team toward common goals. He builds organizational culture and links strategic vision (including at the corporate level) to day-to-day operations, anticipating the consequences of decisions (or lack thereof) through foresight and reliable data.
He is also committed to the development of other team members, helping them to reach their full potential by providing honest and constructive feedback. Creates a collaborative environment by building trust and a sense of community. Encourages the people he leads to take responsibility and make decisions.
Challenges of servant leadership
While inspiring, servant leadership leadership presents a number of challenges that can be difficult to overcome. These include:
⚖️ Striking a balance between serving and enforcement-the leader still has to make tough decisions, enforce rules, and sometimes challenge his or her team.
😰 High risk of burnout – focusing on helping others can lead to forgetting one’s own limits or needs.
🥶 Frequent lack of recognition – leaders may face a lack of support, especially in organizations or teams that value or are used to a more controlling and dominant leadership style.
🎯 Complexity of prioritization decisions – for example, when the needs of one person may conflict with the goals of the team or even the entire organization.
🤕 The possibility of being perceived as a „weak leader” – the emphasis on empathy, cooperation, and caring increases the risk that others will perceive this type of leader as „too soft” or „weak,” especially in work cultures or among people who value or grew up with an authoritarian approach.
The role of relationships in servant leadership
Servant leadership is deeply rooted in building strong, authentic relationships with others. These leaders understand that the success of an organization depends on the people who make it up, so they invest in developing bonds based on trust, respect, and mutual support.
People-centered leadership is a beautiful but challenging model of collaboration. It requires great self-awareness, the ability to manage one’s emotions, and the ability to plan, prioritize, and maintain a balance between the needs of others and the goals of the organization.
It is also worth noting that this type of leadership is primarily embedded in a matrix of relationships. It is strongly linked to interactions between the leader and team members, partners, superiors, and other stakeholders. It must take into account various aspects of the relationship, with a strong emphasis on building trust, communication and collaboration.
Benefits of using servant leadership
Servant leadership has many benefits for both the organization and its employees. The „Servant Leadership and Non Servant Leadership” study by Walden University ScholarWorks, which compares organizations that use this management model with those that do not, shows significant positive effects in several areas of operations.
A key aspect is the impact on the triple bottom line (TBL), which includes economic, social, and environmental outcomes. While the research did not find statistically significant differences in direct financial outcomes between organizations, it did find that servant-leader companies have five key benefits of this leadership model:
📈 Higher employee retention – Organizations using this type of leadership achieve a 50% higher retention rate compared to traditional management models.
⚡ Increased engagement and satisfaction – employee morale increases by up to 82.5%.
😊 Improved customer service – Companies report an 8% increase in the quality of customer service.
💬 Better collaboration and communication – promotes effective teamwork and efficiency, which increases productivity.
🎗️ Higher ethical standards and social responsibility – Organizations led in this style set higher ethical standards, which builds a positive corporate image and increases stakeholder trust.
Summary
Servant leadership is not only a style of management, but also a beautiful model and philosophy of cooperation. It requires a leader to have a deep commitment to the well-being of others, an ability to empathize, and a willingness to put the needs of the team first. Although it presents challenges and can lead to professional burnout if not used properly, the benefits of this approach are invaluable.
Servant leadership is the way to create workplaces where people feel valued, motivated, and want to stay.
I agree with the idea of servant leadership, I try to be that kind of leader myself, but it is worth noting that the success of this style depends largely on the kind of people you have on board. People who don’t have enough knowledge, self-discipline, or accountability can quickly burn out a leader who is focused on helping others. There have been many times in my life when I have said enough is enough.
This style also requires a lot of respect from the people you work with. A company’s HR department needs to understand this type of leadership when hiring, so they don’t inadvertently bring in someone who becomes a Trojan horse.
I definitely agree with what you write about HR/People departments. It is good when the whole company lives such a supportive culture. However, if an organization doesn’t have that, there is a chance that such a culture can, to some extent, germinate from the bottom up as more and more such leaders emerge.
Great thoughts as always. I agree that servant leadership builds trust and loyalty, and a leader who can serve their team creates space for everyone to grow. I have only had one such leader in my life. A great rarity. Fortunately, I’m still working with him today, because I don’t want to change that completely. I just have to pay more attention to my own behavior, because if he really feels undervalued, that’s not good. Thank you very much.
Thank you!