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A good objective of leadership is to help those who are doing poorly to do well and to help those who are doing well to do even better. - Jim Rohn, American entrepreneur.

Everyone on Samit's team knows that he's "there for them." He checks in with them often to see how they are, and he helps them develop the skills they need to advance their careers, even if this means that they may move on.

Samit also makes an effort to see situations from others' perspectives. He makes decisions with the team's best interests in mind, and ensures that everyone has the resources and knowledge they need to meet their objectives.

As a result of this, his team is one of the most successful in the department, with low staff turnover and high engagement.

Samit is an example of a "servant leader." In this article, we'll explore what servant leadership is, and the advantages it can bring you as a leader. We'll also look at situations where it isn't appropriate.

What Is Servant Leadership?

Robert K. Greenleaf first coined the phrase "servant leadership" in his 1970 essay, " The Servant as a Leader." However, it's an approach that people have used for centuries.

As a servant leader, you're a "servant first" - you focus on the needs of others, especially team members, before you consider your own. You acknowledge other people's perspectives, give them the support they need to meet their work and personal goals, involve them in decisions where appropriate, and build a sense of community within your team. This leads to higher engagement, more trust, and stronger relationships with team members and other stakeholders. It can also lead to increased innovation.

However, servant leadership is problematic in hierarchical, autocratic cultures where managers and leaders are expected to make all the decisions. Here, servant leaders may struggle to earn respect.

Important:

Remember that servant leadership is about focusing on other people's needs - not their feelings. Don't avoid making unpopular decisions or giving team members negative feedback when this is needed.

Also, do not rely on it exclusively - use it alongside styles like Transformational Leadership, where you develop an inspiring vision of the future, motivate people to deliver this, manage its implementation, and build an ever-stronger team.

How to Become a Servant Leader

According to Larry C. Spears, former president of the Robert K. Greenleaf Center for Servant Leadership, these are the 10 most important characteristics of servant leaders:

1. Listening.

2. Empathy.

3. Healing.

4. Awareness.

5. Persuasion.

6. Conceptualization.

7. Foresight.

8. Stewardship.

9. Commitment to the growth of people.

10. Building community.

Once you've decided to prioritize other people's needs over your own in the long term, you can work on developing your skills in each area. Let's look at how you can do this.

1. Listening

2. Empathy

3. Healing

This characteristic relates to the emotional health and "wholeness" of people, and involves supporting them both physically and mentally.

4. Self-Awareness

You can become more self-aware by knowing your strengths and weaknesses, and asking for other people's feedback on them. Also, learn to manage your emotions, so that you consider how your actions and behavior might affect others.

5. Persuasion

There are many tools and models that you can use to be more persuasive, without damaging relationships or taking advantage of others. You should also build your expert power - when people perceive you as an expert, they are more likely to listen to you when you want to persuade or inspire them.

6. Conceptualization

This characteristic relates to your ability to "dream great dreams," so that you look beyond day-to-day realities to the bigger picture.

7. Foresight

Foresight is when you can predict what's likely to happen in the future by learning from past experiences, identifying what's happening now, and understanding the consequences of your decisions.

You can use tools such as SWOT Analysis and PEST Analysis to think about your current situation and environment, while Scenario Analysis helps you understand how the future could play out. Use the ORAPAPA checklist when you make a decision, to learn from experience and make sure that you've considered all the angles.

Also, learn to trust your intuition - if your instinct is telling you that something is wrong, listen to it!

8. Stewardship

Stewardship is about taking responsibility for the actions and performance of your team, and being accountable for the role team members play in your organization.

9. Commitment to the Growth of People

Servant leaders are committed to the personal and professional development of everyone on their teams.

10. Building Community

The last characteristic is to do with building a sense of community within your organization.

You can do this by providing opportunities for people to interact with one another across the company. For instance, you could organize social events such as team lunches and barbecues, design your workspace to encourage people to chat informally away from their desks, and dedicate the first few minutes of meetings to non-work-related conversations.

Encourage people to take responsibility for their work, and remind them how what they do contributes to the success and overall objectives of the organization.

Tip:

See our article on Leadership Styles to explore popular leadership approaches and the advantages and disadvantages of each one.

And see this Expert Interview for a valuable discussion on the misconceptions and realities of servant leadership.

Key Points

You are a servant leader when you focus on the needs of others before you consider your own. It's a longer-term approach to leadership, rather than a technique that you can adopt in specific situations. Therefore, you can use it with other leadership styles such as Transformational Leadership.

You can become a servant leader by working on these 10 characteristics:

1. Listening.

2. Empathy.

3. Healing.

4. Awareness.

5. Persuasion.

6. Conceptualization.

7. Foresight.

8. Stewardship.

9. Commitment to the growth of people.

10. Building community.

Servant leaders are likely to have more engaged employees and enjoy better relationships with team members and other stakeholders than leaders who don't put the interests of others before their own.

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Servant Leadership: Putting Your Team First, and Yourself Second

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A good objective of leadership is to help those who are doing poorly to do well and to help those who are doing well to do even better. - Jim Rohn, American entrepreneur. Everyone on Samit's team knows that he's "there for them."

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Everyone respects Molly. She inspires and encourages her team members, while expecting and demonstrating the highest standards. In return, her people are fiercely loyal, and they're highly successful - as individuals, and as a team. In short, Molly is a Transformational Leader.

By contrast, other leaders in the organization report that their people seem disengaged. They experience high staff turnover, and their results are often disappointing. So, what does Molly do that other leaders don't?

To begin with, Molly regularly reminds her team members of the purpose of their work. And she knows that she's a role model for her team, so she acts with integrity in all of her working relationships.

In this article and video, we'll explore what transformational leadership is, and discover what it takes to become a transformational leader.

What Is Transformational Leadership?

Leadership expert James MacGregor Burns introduced the concept of transformational leadership in his 1978 book, "Leadership." He defined transformational leadership as a process where "leaders and their followers raise one another to higher levels of morality and motivation." [1]

Bernard M. Bass later developed the concept of transformational leadership further. According to his 1985 book, "Leadership and Performance Beyond Expectations," this kind of leader displays the following characteristics. [2]

Transformational Leadership Characteristics

A transformational leader:

Is a model of integrity and fairness.

Sets clear goals.

Has high expectations.

Encourages others.

Provides support and recognition.

Stirs the emotions of people.

Gets people to look beyond their self-interest.

Inspires people to reach for the improbable.

More than 25 years after Bass' book, transformational leadership is often argued to be one of the most important ideas in business leadership.

Note:

See our article on leadership styles to explore other ways to lead, and to select the one that's right for your situation.

Click here to view a transcript of this video about Transformational Leadership.

How to Become a Transformational Leader

We've distilled Bass' ideas into a process that you can use to become a transformational leader. This involves you:

1. Creating an inspiring vision of the future.

2. Motivating people to buy into and deliver the vision.

3. Managing delivery of the vision.

4. Building ever-stronger, trust-based relationships with your people.

Note:

As you can see, our process doesn't map directly onto Bass' list. However, it does translate the traits that he set out into clear and actionable steps.

Use these steps, along with the tools we outline below, to develop your transformational leadership skills.

Step 1: Create an Inspiring Vision

People need a compelling reason to follow your lead, and this is why you need to create and communicate an inspiring vision of the future.

Your vision sets out your team or organization's purpose - why you all get up in the morning to do what you do. You develop this partly by understanding the values of the people you lead, partly by understanding the capabilities and resources of your organization, and partly by conducting an intelligent analysis of your environment, and selecting the best way forward within it.

This is the subject of business unit strategy, and developing a coherent strategy takes a lot of hard work and careful thought.

If you're developing a vision for your organization, use Mullins' Seven Domains Model to analyze your environment. Then, use tools such as Lafley and Martin's Five-Step Strategy Model to develop your strategy. This is usually then expressed in a business plan, and summarized in a mission statement.

If you're developing a vision for your team, start with the company's mission and vision, and explore the ways in which your team can contribute directly to it.

Step 2: Motivate People to Buy Into and Deliver the Vision

Now, starting with your mission statement, you need to appeal to your people's values, and inspire them with where you're going to lead them, and why.

Then, talk about your vision often. Link it to people's goals and tasks to give it context, and help people see how they can contribute to it.

Step 3: Manage Delivery of the Vision

A vision is no use on its own: it needs to become reality. However, many leaders make the mistake of developing a vision, but of not putting in the hard and often mundane work of delivering it.

To manage the delivery of your vision, you'll need to combine effective project management with sensitive change management. This will help you deliver the changes you need with the full support of your people. Communicate each person's roles and responsibilities clearly, and connect these to your plans. Everyone should fully understand what they're responsible for, and know how you will measure their success. Next, set clear, SMART goals for everyone, including some short-term goals that will help people achieve quick wins and stay motivated. Use management by objectives to link short-term achievement to your longer-term goals.

Tip:

Clear communication is essential to transformational leadership.

Take time to make sure that your communications are heard and understood, and give clear, regular feedback, so that your people know what you want.

Step 4: Build Ever-Stronger, Trust-Based Relationships With Your People

As a transformational leader, you need to focus your attention on your people, and work hard to help them achieve their goals and dreams.

It also underlines the fact that leadership is a long-term process, and that, as a leader, you need to work constantly to build relationships, earn trust, and help your people grow as individuals.

Transformational Leadership Image

Click on the image below to see our infographic on Transformational Leadership

Key Points

Leadership expert James MacGregor Burns defined transformational leadership as a process where "leaders and their followers raise one another to higher levels of morality and motivation."

Transformational leaders inspire great loyalty and trust in their followers, and the characteristics they display include demonstrating integrity and fairness, having high expectations, and encouraging their people to reach their goals.

You can become a transformational leader by following these steps:

1. Create an inspiring vision of the future.

2. Motivate people to buy into and deliver the vision.

3. Manage delivery of the vision.

4. Build ever-stronger, trust-based relationships with your people.

Keep in mind that, to succeed as a transformational leader, you'll need to work on your own skills, and set aside time and space for personal development.

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Everyone respects Molly. She inspires and encourages her team members, while expecting and demonstrating the highest standards. In return, her people are fiercely loyal, and they're highly successful - as individuals, and as a team. In short, Molly is a Transformational Leader. By contrast, other leaders in the organization report that their people seem disengaged.

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pgcps mess -   Reform Sasscer without delay.

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★★Daily Leadership Meme★★#Leadership #LeadershipQuotes https://t.co/zbrLGPlMZ3 pic.twitter.com/yBtCeKVo02
— Leadership Memes (@LeadershipMemes) February 26, 2017

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