Positives And Negatives Of Servant Leadership

A servant leader must listen to a person fully without interrupting or judging them. While doing my service at the animal shelter there were two other people doing service. They were prisoners wearing the orange jumpsuit. Although most people would assume they are bad and not to talk to them, me and my group had a conversation with them about the dogs. They showed a lot of compassion about what they were doing. Although it was work they were forced to do they gave it their all. I listened and communicated with them the entire time without judging whatever they might have done. This was showing servant leadership in one of the hardest

Simply, servant leaders hold a view as a servant first and leader second (Owens & Hekman, 2012). Moreover, servant leaders emphasize personal responsibility for the organization and all internal and external stakeholders (Peterson, Galvin, & Lange, 2012). As stated, expressing a genuine concern and care for people are a basis of servant leadership. In addition, servant leadership also focuses on the growth of

Servant leadership recognizes a widely accepted truth that leadership is a relationship (Reinke, 2004). According to (Reinke, 2004), “the servant-leader’s behavior is grounded in his or her concept of self as a steward of the organization and its people.” In a policing philosophy, the servant leader’s purpose is to develop relationships, serve their subordinates, and provide them with the necessary tools to accomplish the mission. In addition, the relationship built under this leadership style fosters trust between the leader and subordinate. A servant leadership style shows subordinates that the leader truly cares and is concerned about their well-being. However, a disadvantage of this leadership style could give the impression to subordinates that the leader is weak, soft, or unwilling to make a decision. If that is the case, a subordinate could try to take advantage of the

Many have developed elements that they believe are the foundation of servant leadership. In summary, included in the fundamentals are healing, creating value for community, empowering, empathy, listening, awareness, behaving ethically, and helping others grow and succeed. Healing refers to leaders trying to help solve problems and relationships. Creating value for community refers to leaders serving as an example and encouraging others to also serve the community. Empowering refers to leaders providing followers with autonomy. Empathy refers to leaders understanding others. Listening is a trait all leaders should possess. In order to understand, one should first listen. Awareness refers to leaders attentive to the things happening around them. Behaving ethically refers to the demonstrating of integrity to gain the trust of followers. Helping others grow and succeed refers to leaders providing support to followers to help them develop and accomplish professional and personal goals.

“Culture is to a human collectivity is what personality is to an individual” (Hofstede, 2001). By this, Hofstede means that culture aids in identifying a people group in the same way that a personality identifies a person. This means that in the same way that people with differing personalities but similar values can be servant leaders, unique cultures with the same foundational emphasis on service and leadership can practice servant leadership. This is important to remember when evaluating servant leadership in various cultural

Servant leadership breaks the tradition of top down leadership. According to Schwartes (2015), there are ten characteristics an effective servant leader should follow. The effective leader utilizes active listening and thoughtful responses with their followers. They use empathy; they listen without demonstrating judgement. The environment should be safe and the leader should feel that they are a whole person. The leader is aware of the surroundings; they are the expert in their environment. The leader utilizes persuasion and conceptualization; the followers are free to express their thoughts without repercussions and that problems will be solved proactively. The leader also demonstrates a commitment to their community by showing that they serve the overall need of the servants and environment.

Servant Leadership is not like any other leadership; it is unique in its sense that it does not focus on one being bossy and controlling everyone around but focuses on going down and being the servant of many and an example to the rest of the people. If a leader requires people to go out and offer First-Aid to people who get injured in calamities, then the leader needs to be seen the first in providing the First-Aid services to the wounded. Servant leadership is the best and acquires more respect than any other type of leadership. The kind of

For many generations the concept of servant leader has been used in religious arenas as a positive influence. Since the early 1970’s the actual term was coined as the concept has been applied to the general business world. The characteristic of a leader to show servant type tendencies has been universally held as positive attribute for anyone in a leadership role. But how is a servant leader measured? Are their acid or litmus type tests based on fulfillment of key characteristics that distinguish a leader as a servant leader? In this paper the concept of servant leadership, identification of servant leaders, developing servant leaders, and the impact servant leaders have in organizations will be reviewed. Perspectives will include those

Three attributes a servant leader must have are the abilities to be selfless, respectful, and hard working. Finding ways to help your community through volunteering could be considered selfless. Listening to and valuing others opinions could be considered respectful. Fighting hard to reach a common goal with a sports team could be considered hardworking. Having completed these actions, I would consider myself a servant leader.

Servant leaders are constructive, persistent, and motivating. They are also leaders who see complex, big pictures. (St. Thomas University Online, 2015). This makes them very engaging and full of energy which is a good trait as mentioned by Jack Welch in his 4 Es.

Primarily, servant leadership is not prevalent because current unsupportive leadership environments. According to Heskett, (2013) the current leadership environments tend to breed leadership that is characterized by power, selfishness and control. Such a leadership environment is not supportive of the servant leadership concept because it views this new form of leadership as a hindrance of exercising power and control. As such, the contemporary leadership environment has no room for this type of leadership.

The expression of servant leadership characteristics in service to others is putting other people first. Every leader should have a servant’s heart, show care and concern for others and be mentor minded, that is, have the desire and concern to build and develop others, even at his or her own expense. (p. 25)

Listening. “The servant-leader seeks to identify the will of a group and helps clarify that will. He or she seeks to listen receptively to what is being said. Listening, coupled with regular periods of reflection, is essential to the growth of the servant-leader” (Spears, 2004). In addition, “employees understand a deaf ear equates to a closed mind. Servant leaders understand that listening gains knowledge. Listening is a wonderful benefit, it enables leaders to obtain information and find meaning in what is being said” (Spears, 2004).

The servant leaders who influenced me were specialists at providing service and leadership under unfair conditions. These leaders developed in an environment where no one cared or noticed you as long as you perform the job. An environment where the goal has been just that, not to be noticed, because being notice means you failed. It does not matter how menial the job is, how repetitive, how demeaning, you just get it done. Over time, due to

Servant leadership has been considered especially powerful at a time when corporations have found themselves trying to avoid negative press. The ‘self-serving’ leadership styles have created unhealthy power relations within organisations that many theorists see unattainable. Russell (2001) writes, “Position of power is eroding in many organizations; therefore, leaders must derive their influence from values”.