# data[].attributes.attachment_link.readable_text
What is Leadership

Leadership is a process by which an executive can direct, guide and influence the behavior and work of others towards accomplishment of specific goals in a given situation. Leadership is the ability of a manager to induce the subordinates to work with confidence and zeal.

Leadership is the potential to influence behaviour of others. It is also defined as the capacity to influence a group towards the realization of a goal. Leaders are required to develop future visions, and to motivate the organizational members to want to achieve the visions.

According to Keith Davis, "Leadership is the ability to persuade others to seek defined objectives enthusiastically. It is the human factor which binds a group together and motivates it towards goals."

Characteristics of Leadership

1. It is a inter-personal process in which a manager is into influencing and guiding workers towards attainment of goals.

2. It denotes a few qualities to be present in a person which includes intelligence, maturity and personality.

3. It is a group process. It involves two or more people interacting with each other.

4. A leader is involved in shaping and moulding the behaviour of the group towards accomplishment of organizational goals.

5. Leadership is situation bound. There is no best style of leadership. It all depends upon tackling with the situations.

Authorship/Referencing - About the Author(s)

The article is Written By "Prachi Juneja" and Reviewed By Management Study Guide Content Team. MSG Content Team comprises experienced Faculty Member, Professionals and Subject Matter Experts. We are a ISO 2001:2015 Certified Education Provider. To Know more, click on About Us. The use of this material is free for learning and education purpose. Please reference authorship of content used, including link(s) to ManagementStudyGuide.com and the content page url.

# data[].attributes.attachment_link.description
Leadership is a process by which an executive direct, guide and influence the behavior and work of others. Study in detail about the basics as well as advanced concepts of leadership.

# data[].attributes.attachment_link.title
Leadership – When It Matters Most :: Leadership & Life Lessons from My Father (Part 1)

# data[].attributes.attachment_link.readable_text
While servant leadership is a timeless concept, the phrase "servant leadership" was coined by Robert K. Greenleaf in The Servant as Leader, an essay that he first published in 1970. In that essay, Greenleaf said:

"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...The leader-first and the servant-first are two extreme types. Between them there are shadings and blends that are part of the infinite variety of human nature.

"The difference manifests itself in the care taken by the servant-first to make sure that other people's highest priority needs are being served. The best test, and difficult to administer, is: Do those served grow as persons? Do they, while being served, become healthier, wiser, freer, more autonomous, more likely themselves to become servants? And, what is the effect on the least privileged in society? Will they benefit or at least not be further deprived?"

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.

# data[].attributes.attachment_link.title
What is Servant Leadership? - Greenleaf Center for Servant Leadership

# data[].attributes.attachment_link.description
While servant leadership is a timeless concept, the phrase "servant leadership" was coined by Robert K. Greenleaf in The Servant as Leader, an essay that he first published in 1970. In that essay, Greenleaf said: "The servant-leader is servant first... It begins with the natural feeling that one wants to serve, to serve first.

# data[].attributes.attachment_link.readable_text
Satisfied employees work harder and better. This adage has been repeated over and over again in business psychology courses across the US. Yet, many companies continue to fail at the task of creating satisfied employees.

At Etech, we take this principle seriously. Through trial and error, we have determined the following is the key to creating happy employees: Servant Leadership. Etech invests significantly every year to ensure that our entire leadership team is trained and challenged on the principles of Servant leadership. As with the anything, the proof is the outcome. Our results speak for themselves!

What is Servant Leadership?

Servant leadership first made its emergence as a leadership style when the term was coined in 1970 by Robert K. Greenleaf. Since then, it has grown to an internationally accepted leadership style because it creates unmatched performance results.

Servant leaders put their employees first. The revolutionary leadership style flips the traditional power hierarchy of a company upside down. Instead of a leader sitting isolated at the top, employees are placed at the top, and the leader is held responsible for serving them.

Leaders are tasked with putting employees first and considering how to uplift and empower the employees that work for them. Their role as a leader is redefined, and instead of commanding or intimidating employees, they show humility and work to develop the potential of their employees to create a higher sense of purpose.

As an employee, this may sound like a highly desirable situation, but what's in it for the leader? CEO of the Robert K. Greenleaf Center for Servant Leadership Pat Falotico describes it as "magic." When you put the employee first, their performance increases exponentially.

For decades researchers in knowledge management and business psychology have been preaching that valued employees perform better. The proof is in the data. Study upon study shows that employees that are supported and valued return the favor with high rates of satisfaction and performance. Servant leadership positively impacts employees and allows them the freedom to reach their career performance goals.

How Do You Create Servant Leaders?

The process of creating serving leaders does not happen overnight. Etech began this journey in 2009 and continues. Many people who have achieved leadership roles were trained in competitive atmospheres. Creating Servant leaders is a process that requires retraining and adopting a new approach to interpersonal relations.

It is not impossible, but it does require looking within to identify how you can alter your personal qualities to become more dedicated to service in the workplace. Former president of the Robert K. Greenleaf Center for Servant Leadership, Larry C. Spears identified ten qualities of a Servant Leader. They are an excellent place to start if you want to learn how servant leadership impacts employees.

10 Qualities of a Servant Leader

Studying the ten qualities of a Servant leader helps a leader learn how to prioritize employees' needs over their own. Short term, the focus is on serving employees better, long term, the goal is to increase satisfaction levels and performance goals.

It's not enough to listen to what your employees are saying, you need to hear what they are telling you truly. Servant leaders are committed to giving their employees their full attention and demonstrating that they understand the importance of what they are being told. While listening, show you are considering their information by taking notes, looking at their body language, and offering immediate feedback.

To be useful as a leader or an employee, people need to be emotionally healthy and whole. Not all employees will come to you in a fully healed state. Servant leaders are aware that people may need to support mentally and physically. Have a directory of resources in place to offer people the support, resources, and knowledge they need to do their job effectively. In addition, Servant leadership requires leaders to ensure their workplace is a healthy and engaging environment for employees to prosper within.

Servant leaders understand that perspectives and viewpoints can differ widely, so they put aside their thoughts while listening to others. This allows them to be more empathic and gain a deeper understanding of their employees' intentions.

Conceptualization

Conceptualization is a quality that allows you always to see the bigger picture. It is easy for leaders to get caught up in the day-to-day shuffle, but it is more important to understand the long term mission and vision of your company. Etech reminds its leadership team to stay focused on our long-term objectives to make sure that our employees' and teams' daily work align with the vision. A long-term focus helps everyone remain motivated and avoid unnecessary distractions.

Self-Awareness

Before becoming a Servant leader, an employee needs to be able to look deeply at their behavior and emotions to see how they affect others. Many people in the modern world are only concerned with how they feel, but a servant leader is more concerned with how their behavior is affecting others.

As part of self-awareness, servant leaders readjust their behavior to be sure that it affects employees positively. This ensures that their actions and emotions remain aligned with deeper values. Developing emotional intelligence is an invaluable tool for a Servant leader.

Persuasion

A Servant Leader does not demand that their employees fall in line but instead encourages people to work towards a group consensus. Everyone must believe in decisions for them to become useful tools in the workplace.

Building Community

A cornerstone of Servant leadership is that the organization is not a place of business, but instead a unique community. As a leader, it is your job to create a community that your employees want to be a part of. You can do this by offering plenty of interactive experiences such as social events and daily social chat before meetings are underway. Many employees will spend more time at work than they will with their family; the goal of a servant leader is to build a second work family that welcomes and comforts its members.

Commitment to Employees Growth

While a Servant leader is dedicated to serving others and enhancing their personal qualities, they are even more focused and committed to encouraging the professional and personal development of their employees. Training assessments and personal meetings are a great way to find out what personal and professional goals your employees have so that you can more effectively help them reach their goals.

No one has 20/20 vision when it comes to business. Still, you can learn to more accurately predict what will happen in the future by carefully evaluating past experiences, learning from them, and then identifying patterns that are still present in the workplace. Intuition is also a large part of foresight, learn to trust your gut, and let it lead you in your decisions.

Stewardship

Servant leaders understand they need to take responsibility for the performance their team displays, and the actions of individual team members. You are accountable for what happens in your workplace, whether or not you played a role in the final result. If you don't like the way something occurs, it is up to you to readjust behaviors so that the same event does not happen in the future.

Do you like the idea of working in a team environment where you are more significant than the job? Join us at Etech, where servant leadership is not only our ideology but also the basis for all of our business decisions. Experience what true employee satisfaction feels like at Etech.

# data[].attributes.attachment_link.title
Servant Leadership: An Ideal Approach to Enhance Job Satisfaction in Employees

# data[].attributes.attachment_link.description
Satisfied employees work harder and better. This adage has been repeated over and over again in business psychology courses across the US. Yet, many companies continue to fail at the task of creating satisfied employees. At Etech, we take this principle seriously.

# data[].attributes.headline
Steps to writing a Leadership Philosophy

# data[].attributes.subject
Steps to writing a Leadership Philosophy

# data[].attributes.attachment_link.title
Why you should have a written leadership philosophy

# data[].attributes.headline
School Counselors as Educational Leaders

# data[].attributes.subject
School Counselors as Educational Leaders

# data[].attributes.attachment_link.title
School Counselors as Educational Leaders

# data[].attributes.attachment_link.title
Counselors as School Leaders - Your Most Important Role - Link for Counselors

# data[].attributes.attachment_link.description
A school counselor does more than meet with students - they are uniquely qualified to bridge gaps in communication and understanding between administration, students and parents.

# data[].attributes.attachment_link.readable_text
Let's look at how you can develop good skills in each area.

Self-Awareness (Questions 1, 8, 11)

In his 1995 book "Emotional Intelligence: Why it can Matter More Than IQ," Goleman explained that people with high self-awareness are "aware of their moods as they are having them." [2]

To increase self-awareness, learn about mindfulness. This involves focusing on the present moment - including how you're feeling. And keep a journal in which you write about and analyze the emotional situations you experience from day to day.

Self-Regulation (Questions 2, 4, 7)

Motivation (Questions 6, 10, 12)

Self-motivation is strongly affected by your emotions. When you're distracted by your emotions, you may find it hard to see tasks through.

Boost your motivation levels by developing self-discipline, and by looking for and celebrating small wins - simple jobs that, when you've completed them, give you a sense of achievement.

Empathy (Questions 3, 13, 15)

Empathy is the ability to recognize other people's emotions and understand their perspectives. Goleman calls this aspect of EI "the fundamental people skill."

Social Skills (Questions 5, 9, 14)

Even if you're not a natural "people person," it is possible to develop better social skills.

Start by taking our quiz to see which communication skills you need to improve on. Then, find out how you can develop trust and rapport with people - this is an essential part of building good working relationships.

Five Ways to Show Emotional Intelligence Infographic

# data[].attributes.attachment_link.title
How Emotionally Intelligent Are You? - Boosting Your People Skills

# data[].attributes.attachment_link.description
Take this quiz to find out how strong you are in five areas of emotional intelligence, and learn what you can do to boost it.

# data[].attributes.attachment_link.provider_name
True Colors Intl. | Personality Assessment Training

# data[].attributes.attachment_link.readable_text
Orange, Gold, Green, and Blue.

Each color represents a different primary personality type, and all four lay the foundation of True Colors' fun and insightful personality-identification system. Designed to uncover key social information about yourself and others, True Colors is a tool that fosters an environment of understanding and collaboration.

How? The True Colors methodology helps individuals understand how different personality types best interact with each other. Understanding this dynamic can be very powerful, especially when the success of an organization depends on the effective communication between-and collaboration among-its employees.

Our system takes the most important concepts presented in the Myers-Briggs Type Indicator (MBTI) and distills them into a user-friendly, fun, and-most important- practical tool.

But what does each color mean? And how do they interact with each other? Read on to learn more.

# data[].attributes.attachment_link.title
The Four Color Personalities | True Colors Intl. | Personality Assessment Training

# data[].attributes.attachment_link.description
Each color represents a different primary personality type, and all four lay the foundation of True Colors' fun and insightful personality-identification system. Designed to uncover key social information about yourself and others, True Colors is a tool that fosters an environment of understanding and collaboration. How?

# data[].attributes.attachment_link.readable_text
Skip to main content

Register for Five Dysfunctions of a Team LIVE : A Virtual Conversation with Pat Lencioni

The Five Dysfunctions of a Team

By Patrick Lencioni

$24.95

The Five Dysfunctions of a Team has become the world's most definitive source on practical information for building teams. The book's impact extends beyond business schools, churches, non-profit organizations, professional sports teams and the military. The Five Dysfunctions of a Team has sold over three million copies and continues to be a fixture on national best-seller lists week after week.

Purchase from our website or your favorite retailer:

The Concept

The Five Dysfunctions of a Team outlines the root causes of politics and dysfunction on the teams where you work, and the keys to overcoming them. Counter to conventional wisdom, the causes of dysfunction are both identifiable and curable. However, they don't die easily. Making a team functional and cohesive requires levels of courage and discipline that many groups cannot seem to muster.

Download PDF

DYSFUNCTION #1: ABSENCE OF TRUST

The fear of being vulnerable prevents team members from building trust with each other.

DYSFUNCTION #2: FEAR OF CONFLICT

The desire to preserve artificial harmony stifles productive ideological conflict within the team.

DYSFUNCTION #3: LACK OF COMMITMENT

The lack of clarity and/or buy-in prevents team members from making decisions they stick to.

DYSFUNCTION #4: AVOIDANCE OF ACCOUNTABILITY

The need to avoid interpersonal discomfort prevents team members from holding each other accountable for their behaviors and performance.

DYSFUNCTION #5: INATTENTION TO RESULTS

The pursuit of individual goals and personal status erodes the team's focus on collective success.

Characteristics of High Performing Teams

Teams willing to address the five dysfunctions can experience the following benefits. High performing, cohesive teams:

Are comfortable asking for help, admitting mistakes and limitations and take risks offering feedback

Tap into one another's skills and experiences

Avoid wasting time talking about the wrong issues and revisiting the same topics over and over again because of lack of buy-in

Make higher quality decisions and accomplish more in less time and fewer resources

Put critical topics on the table and have lively meetings

Align the team around common objectives

Retain star employees

Free Tools & Resources

Download our free tools and resources that will supplement your understanding of the five dysfunctions model.

# data[].attributes.attachment_link.title
Five Dysfunctions Products | The Table Group

# data[].attributes.attachment_link.description
Skip to main content Register for Five Dysfunctions of a Team LIVE : A Virtual Conversation with Pat Lencioni By Patrick Lencioni $24.95 The Five Dysfunctions of a Team has become the world's most definitive source on practical information for building teams. The book's impact extends beyond business schools, churches, non-profit organizations, professional sports teams and the military.