Leadership, as a parameter for evaluation of the success of organizations has long attracted the attention of theorists. The latest buzz in the domain of leadership is that of servant leadership.
Lets take a tour of history. On 1–3 July 1863, more than 158,000 soldiers fought near the market town of Gettysburg, Pennsylvania in what proved to be a turning point of the American Civil War (1861–1865). On 19 November 1863, President Abraham Lincoln dedicated the battlefield as a national cemetery. He gave the Gettysburg Address, one of the most quoted speeches in the history of the United States, in 10 sentences and about 2 minutes. Its last words - government of the people, by the people, for the people - have come to define democracy. Lincoln's address can be thought of as one of the oldest references to servant leadership.
Lets take a tour of history. On 1–3 July 1863, more than 158,000 soldiers fought near the market town of Gettysburg, Pennsylvania in what proved to be a turning point of the American Civil War (1861–1865). On 19 November 1863, President Abraham Lincoln dedicated the battlefield as a national cemetery. He gave the Gettysburg Address, one of the most quoted speeches in the history of the United States, in 10 sentences and about 2 minutes. Its last words - government of the people, by the people, for the people - have come to define democracy. Lincoln's address can be thought of as one of the oldest references to servant leadership.
The philosophy and practice of servant leadership was coined and defined by Robert Greenleaf in the 1970s. The general concept is ancient, with roots in China (Lao Tzu) and India (Chanakya). Jesus of Nazareth urged his followers to be servants first, and became a messenger of a great religion. It begins with the natural feeling that one wants to serve, to serve first. Then, conscious choice brings one to aspire to lead. Servant leadership seems to touch an innate need in many and probably harks back to the beginning of time
• Definition and Best Test. Servant leadership is about moving people to a higher level of individual and communal self-awareness by leading people at a higher level. Its principal tenet is that it is the duty of a leader to serve followers, his or her key role being to develop, enable, and support team members, helping them fully develop their potential and deliver their best. From this perspective, in a world of organizations, servant-leaders are considered humble stewards of their organization’s resources and capabilities. In a 1970 essay, The Servant as Leader, Greenleaf explained:
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.
This is no pie in the sky: the proof of the pudding is in the eating and the test of a servant-leader is one of pragmatism based on visible outcomes. Greenleaf continued:
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 he benefit, or, at least, will he not be further deprived?
Indeed, servant-leaders turn leadership into a territory, a field of endeavour in which people can operate—each leveraging individual abilities and capacities—to serve the mission of the organization and the people who make the organization happen. The objective, to repeat, is to enhance the growth of individuals in organizations and promote teamwork and personal involvement.
Servant Leadership is not a concept or a principle. It is an inner standard of living requires a spiritual understanding of identity, mission, vision and environment.
In the context of leadership styles, the most common division of leadership styles is the distinction between autocratic, participative and laissez-faire leadership style. The authoritarian style of management requires clearly defined tasks and monitoring their execution and results. The decision-making responsibility rests with the executive. In contrast to the autocratic, the practice of a participative leadership style involves employees in decision-making. More extensive tasks are delegated. The employees influence but also their responsibility increases. The laissez-faire style of leadership is negligible in practice.
Servant Leadership can be most likely associated with the participative management style. The authoritarian leadership style does not correspond to the guiding principle. The highest priority of a servant leader is to encourage, support and enable subordinates to unfold their full potential and abilities. This leads to an obligation to delegate responsibility and participative decision-making. The servant leadership approach goes beyond employee-related behavior and calls for a rethinking of the hierarchical characterized relationship between leaders and subordinates. This does not mean that the ideal of a participative style in any situation is to be enforced, but that a focus of management responsibilities to the promotion of performance and satisfaction of employees is set.
Let us now look at some characteristics of servant leadership.
- Listening: Traditionally, and also in servant leadership, managers are required to have communication skills as well as the competence to make decisions. A servant leader has the motivation to listen actively to his fellow men and supports them in decision identification. This applies particularly to pay attention to unspoken. This means relying on his inner voice and find out what the body, mind and spirit are communicating.
- Empathy: A servant leader attempts to understand and empathize with others. Workers may be considered not only as employees, but also as people who need respect and appreciation for their personal development. As a result, leadership is seen as a special type of human work, which ultimately generates a competitive advantage.
- Healing: A great strength of a Servant Leader is the ability for healing one’s self and others. A servant leader tries to help people solving their problems and conflicts in relationships, because he wants to develop the skills of each individual. This leads to the formation of a business culture, in which the working environment is characterized by dynamic, fun and no fear from failure.
- Awareness: A servant leader needs to gain general awareness and especially self-awareness. He has the ability to view situations from a more integrated, holistic position. As a result, he gets a better understanding about ethics and values.
- Persuasion: A Servant Leader does not take advantage of his power and his status by coercing compliance; he rather tries to convince them. This element distinguishes servant leadership most clearly from traditional, authoritarian models and can be traced back to the religious views of the inventor Robert Greenleaf.
- Conceptualization: A servant leader thinks beyond day-to-day realities. That means he has the ability to see beyond the limits of the operating business and also focuses on long term operating goals. A Leader constructs a personal vision that only he can develop by reflecting on the meaning of life. As a result, he derives specific goals and implementation strategies.
- Foresight: Foresight is the ability to foresee the likely outcome of a situation. It enables the servant leader to learn about the past and to achieve a better understanding about the current reality. It also enables to identify consequences about the future. This characteristic is closely related to conceptualization. In contrast to the other characteristics, which can be consciously developed, foresight is a characteristic which one may be born.
- Stewardship: CEOs, staffs and trustees have the task to hold their institution in trust for the greater good of society. In conclusion, servant leadership is seen as an obligation to help and serve others. Openness and persuasion are more important than control.
- Commitment to the growth of people: A servant leader is convinced that people have an intrinsic value beyond their contributions as workers. Therefore, he should nurture the personal, professional and spiritual growth of employees. For example he spends money for the personal and professional development of the people as well as having a personal interest in the ideas form everyone and involving workers in decisions making.
- Building community: A servant leader identifies means to build a strong community within his organization and wants to develop a true community among businesses and institutions.
As a result it has to be emphasized that these 10 characteristics are by no mean exhaustive. They should not be interpreted as a certain manner to behave and they do not represent the best method to gain aims. Rather every person shall reflect, if these characteristics can be useful for his personal development.
What are the advantages of servant leadership?
- This concept is seen as a long-term concept to live and work and therefore has the potential to influence the society in a positive way.
- The exemplary treatment of employees leads to an excellent treatment of customers by employees of the company and a high loyalty of the customers.
- There is a high employee identification with the enterprise.
- An excellent corporate culture is developed.
- Leaders of a company define themselves by their significance to the people.
However, servant leadership does also have some downsides in the sense that its applicability for all industries and markets is questionable, and that it might have to be tweaked in good measure to make sure it still remains potent for other cultures. Also, it is a long term proposition and hence might not be applicable if one is looking for instant gratification.
That's all for now. Until next time.
Cheers!!!
Signing Off
Shauvik.
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