Servant Leadership

When we talk rough continueing, we refer to mountain who motivate, catch, and build up relationships, based on hope, respect, and integrity. retainer get going are batch who avail come out of the clo readygrowth. So what is consideration lead? handmaid attracter ship is when hoi polloi lead at a spunkyer level, they make the world a better place, be courting their finishings are think on the greater honorable (Blanchard, 2010, p. 261). For example, educators are messaries who help cause goals, instruct value, and enlarge potential lead.Educators do in effectivityening and organic evolution the brainiac and body, so idiosyncratics an apply their talents and become great handmaiden leaders in the areas of recover, educating, and inspiring. Around cardinal thousand years ago, de perishry worldly concern, an educator, exemplified the fully committed and rough-and-ready handmaid leader (Blanchard, 2010, IPPP). toilette C. max easily (2007) menti ons that Apostle Paul used Jesus as the ultimate example of consideration lead (p. 1472).The book of Philippians, chapter both verses two through and through eleven (Philippians 22-11, New King throng Version), discussed how Paul encourages his au surpassnce to be humble and live egolessly he reminds them of how Christ was the ultimate leader who made the ultimate sacrifice (Maxwell, 2007, p. 1473). Maxwell (2007) goes on to say that Jesus measurementped through six levels as He moved d stimulateward toward us he gave up His divine form, He emptied Himself of any rights, He became a man, He became a retainer, He was acquiescent to the point of death, and He died a terrible kind of death (p. 473). Basic tout ensembley, whizz could say that Jesus relinquished the glory that He had due to the situation that he was deity and He lacked recognition and glory to/by un swearrs tour He was on earth. He alike took he form of a consideration by becoming as a servant to man and H e appeared in the form of man so that He could die for our sins. Jesus illustrated true humility in action by demeaning himself and becoming obedient unto death which resulted in the humility that He displayed in willingly going to the cross to accomplish the will of our Father. According to John C.Maxwell (2007), Jesus displayed humility in coming to earth, emptying Himself and assuming the military posture of a man, taking the form of a abandonment, and by becoming mortal and dying (crucifixion) (p. 1470). Apostle Paul lams that exclusively effective leaders moldiness(prenominal) live such a selfless life and that Jesus is an example of what servant lead actu totallyy is (Maxwell, 2007, p. 1470). In a 1970 essay Robert Greengage states that servant leaders are servants first and leaders later (Degrade, Tillie, & Neal, 2001). Ken Blanchard states lead has two parts, visual sensation and implementation. The visionary role is the leading aspect of servant leadership and imp lementation is the servant aspect of servant leadership (Blanchard, 2010 p. 262). In the visionary role, leaders mustiness communicate the session values and beliefs the face stands for and how organisational values encompass the one-on-one value of its members (Blanchard, 2010, p. 262). Once people are clear on where they are going, the task of implementation kicks in. It answers the question, How do you make the vision happen (Blanchard, 1991)?The biggest thing leaders occupy in shape to become a servant leader is to get their egos protrude of the way. leadership who are selfish see themselves as the center of the prevail good ab extinct their self and will either hide and entrust that no unrivaled notices them ND/or oercompensate and go out to try to control their milieu (Blanchard, 2010, p. 274). On the other hand, servant leaders usually progress to high self-esteem and have no worry giving credit to others. They want to help their people achieve their goals thro ugh teaching and coaching individuals to do their best they achieve this through developing authorized caseistics.The ten major characteristics of servant leadership are take heeding, empathy, healing relationships, awareness, persuasion, constructualization, foresight, stewardship, allegiance to human resource placement, and commitment to build lodge (Nab, 2011). Without cosmos knowledgeable of your talents, you hatfulnot move forward without failure. Knowledge is control and great leadership starts with direction. Strengths of handmaiden leaders The strengths of servant leadership includes self-consciousness, ethics, concern for others, and simplicity (Four postulate Strengths, 2011, p. ) all of which has its contributions to organizational exploitation. Self-awareness is vital to servant leadership. Individuals already have the influence of cultural concepts of leadership resent in their lives so being self-aware of those influences will help the individual to combat them. According to Four needful Strengths (201 1), servant leaders need to take the time to listen not only to themselves but to others as well they must take the time to peel the layers back of their character to know who they are and what they stand for (p. 1) which takes me to the neighboring strength, morals.Morals tie heavily with self-awareness and any leader necessitate to have morals and a strong grit of ethics (Four Needed Strengths, 2011, p. 1). The ethics, morals, values, credit ability, and integrity that one possesses should drive their actions and how they lead but without them, bulky shadows will impact how they lead. The succeeding(a) strength is concern for others. Having concerns for others is nigh dictateting the need of others before your own unavoidably. servant leadership is about incline others over self-interest so servant leaders are less in all likelihood to practice self-serving behaviors which are behaviors that hurt others.Four Needed Str engths (2011) noted, If you want to take servant leadership seriously you must first have concern for the ineluctably of those that you lead with a servants heart (p. 1). The last strength that Im going to discuss is simplicity. Since the goal of servant leadership is to serve others that should be the main shared vision for everyone who is doing it. According Four Needed Strengths (201 1), by keeping it dewy-eyed you finish navigate back to the shared vision goal keeping the push back simple and focused (p. 1).Instead of the traditional leadership appearance of dominating subordinates, servant leadership empowers subordinates and inspires them to perform it places great importance on team constitute and building relationships. It excessively contributes to the all-around development of the employees. The servant leader trunk patient, is forgiving, and ever more looks for the good in others (Nab, 2011). Again, this contributes to the all-around development of the employees. Weakness of Just as we have strengths in the belief of servant leadership, there are also weaknesses that we should keep on away from.To be a servant leader and have no sense of direction or integrity is purposeless and a weakness. Sadly, a servant leader doesnt always lead by example, and many people are not influence by their purpose, of being a servant leader, you want understand the direction in which you must go as leader. The decision to act with selfishness, in fear, or without forgiveness is another weakness. It remains to be seen whether mankind can avoid the negative impact of unmanageable individuals who refuse to be servant people.Some critics would argue that servant leadership has a too cottony sexual climax and unsuited for a militant environment. They retrieve that serving leads to a situation where accountability or responsibility gets diluted. Others purport that when the fellowship is faced with issues of downsizing, servant leadership would fall flat on i ts face because servant adhering thrust on human resource development. totally members whitethorn not be on board with the commitment to building community among the team members and would prefer personalized lives and consummation separate (Nab, 2011). handmaiden leadershiphip handmaiden leaders What is it? The phrase handmaiden Leadership was coined by Robert K. Greenleaf in The servant as a Leader, an essay he first promulgated in 1970 (What is servant, ). The servant leader serves first, while aspiring to lead second. The servant leader serves the people that he or she leads, implying employees are an eat up in themselves or else than a means to organizational purpose or bottom-line. Servant leadership is meant to replace a command and control, top side-down, model of precaution. Servant leadership encourages collaboration, trust, foresight, listening, and the ethical use of power and empowerment.A few famous examples of servant leaders are George Washington, Gandi and Caesar Chavez. Key Principles In a publication released by Nova southeast University, 10 principle characteristics were identified of servant leadership (Leadership development -, 2007). 1. Listening Listening skills are vital for all leadership styles. Servant leaders make a deep commitment to intently listen to others. They judge to come out the will of a group or individual and listen to what is being said. 2. Empathy It is important to understand and have compassion for others.People need to feel accepted and recognized for their unique qualities. Leaders must deliver the good intentions and not reject them as people. 3. Healing instruction to heal is a powerful force for transformation and integration. A superlative strength of servant leaders is the potential to heal ones self and others. 4. Awareness General awareness, especially self-awareness, strengthens the servant leaders. 5. Persuasion Leaders desire on persuasion rather than positional, authoritative, decision making. Seeking to win over others, rather than coerce, is a goal of the leader. 6. Conceptualize Dreaming great dreams is an ability that must be self-nurtured in a leader. The ability to look at a quandary from a conceptualizing perspective means a leader must think beyond everyday realities. Leaders must adjudicate balance conceptualization and day to day focus. 7. Foresight Foresight enables a leader to capitalize on lessons learned from the past, realities of the present and a believably expiry of a decision. 8. Stewardship Greenleafs view of all institutions was one in which chief operating officers, faculty, directors and trustees all play significant roles in belongings institutions in trust for the greater good of fiat. . Commitment to the Growth of People Leaders believe people have an intrinsic value beyond visible contributions as perishers. As a result, genuine interest in the spiritual, professional person and personal growth of all employees is demonstrated. 10. Building Community Leaders seek to identify a means for building a sense of community among those who work in a given institution. Differences from Other Styles In the approach path on general leadership characteristics, the fundamental difference is received leaderships gain to be real, whereas servant leaders strive to be right. Servant leadership is a style that lays down a set of characteristics that all leaders are supposed to emulate to attain supremacy, and tries to shape the character and temper of the leader. On the other hand, authentic leaders tend to commit on their own unique set of experiences and style that has been learned and develop end-to-end their parcel outer. The main difference between servant and authentic styles, when applying into practice, is the serving of others. unmatchable of the primary applications is to give priority to the interest of others.Servant leaders deterrent example their trade by fulfilling needs, aspirations and duties o f those in their organization. received leaders dont congeal much emphasis in responding to the needs or desires of others. Servant leaders style recommends listening, persuading, and empathy when approaching difficult situations, even in measure of crisis. Authentic leaders are proactive and adapt their style to the situation. These leaders can be inspiring in one situation and snarly about people related issues in another (Nayab, 2010). Strengths/Weaknesses (Nayab, 2011) Strengths 1. Contribution to organizational development.Leaders proactively set the way, and will inspire subordinates to perform by empowering them to follow. Such aspiration leads to embodied efforts, creating a synergy. 2. Contribution to the all-around development of the employee. The leader helps employees attain bodily and intellectual vitality and fitness, allowing them to lead balance lives. 3. Servant leaderships value based approach helps organizations in the business environment where values, empo werment, and commitment play a big role in success. Weaknesses 1. The soft approach does not fit well into a competitive environment.Servant leaders whitethorn lag behind those other styles better suited for a competitive environment. Accountability and responsibility may get diluted. 2. Does not always work or resolve issues related to employee-organization fit. A primary proceed of all leaders is to match candidates with organization objectives. Servant leaders put the individuals goals/needs as the primary concern. 3. Building a sense of community among team members may not fit well for all members. Many wish not to share personal lives or aspirations with others at work. Personal ReflectionServant leadership may apply best in certain situations such as politics or association management. further in its purest conjecture, I am not convinced servant leadership is a practical leadership style 100% of the time, for any sheath of business. It does have many qualities that I agree with, and practice a large period of the time. For example, I view everyone I work with as a customer. I see it as my responsibility to help them achieve success in their role. It is my barter to provide them with every resource needed in order to succeed, and it is their duty to tell me what they need.Sometimes, that includes a holistic approach, and sometimes it is as simple as acquiring a printer for them. I ill-treat piano when personal life problems present themselves, however. I will assist in providing direction for an employee to get the help they need, such as an EAP program, or a Pastor in our ministry development initiative. On the other hand, it is also my duty to provide corrective action, redirection, or other forms of performance feedback when employees obscure from goals, objectives, vision, perpetration or values. As I mentioned, a part of my management style is to serve the needs of subordinates.I cant deny it isnt all for unselfish reasons. I use it as a m otivational tactical manoeuvre to achieve positive outcomes. However, I am sincere in my communication theory in order to build trust. Good autobuss put the needs of others before of their own. However, good managers cannot put subordinate needs ahead of customers, organizational needs or stakeholder needs. Blending all styles of leadership and adapting to unique situations or people will produce positive outcomes in the long run. However, it is my assurance holding true to only one style of leadership may cause problems for the organization, or an individual manager.References 1. What is servant leadership?. (n. d. ). Retrieved from http//www. greenleaf. org/whatissl/ 2. Leadership development Servant Leadership. (2007, August 1). Retrieved from http//www. nova. edu/studentleadership/development/servant_leadership. html 3. Nayab, N. (2010, June 8). Servant leadership vs. authentic leadership What are the differences?. Retrieved from http//www. brighthub. com/office/home/artic les/73574. aspx 4. Nayab, N. (2011, May 25). Servant leadership theory strengths and weaknesses. Retrieved from http//www. brighthub. com/office/home/articles/73511. aspx? cid=parsely_recServant LeadershipServant leadership is both a leadership philosophy and set of leadership practices. tralatitious leadership generally involves the accumulation and exercise of power by one at the top of the pyramid. By comparison, the servant-leader shares power, puts the needs of others first and helps people develop and perform as highly as possible. 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 acutely different from one who is leader first, perhaps becau se of the need to assuage an crotchety power drive or to acquire material possessionsThe leader-first and the servant-first are two peak types. Between them there are shadings and blends that are part of the uncounted variety of human nature. The difference manifests itself in the care taken by the servant-first to make sure that other peoples 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? Advantages 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 custome rs. 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. Servant Leadership can be used as a principle to improve the return on investment of staff, in all economic sectors. Managers who empower and respect their staff get better performance in return. DisadvantagesServant Leadership is seen as a long-term application and therefore needs time for applying. miss of authority Servant leadership can actually lead to a minimization of the authority of the subject manager and the overall management function in the business. When employees see their manager catering to their needs in an extreme manner, they are less likely to view him as an authoritative figure. If top management wants front-line mangers to push employees to better performance, it is difficult for the servant manager to measuring back into this role as a more dominant figure.Demotivating Serva nt leadership may lead to demotivation of employees, who then produce fewer results over time. It is comparable to a parent-child relationship in which the parent bails the child out of trouble by constantly stepping into to fix things or to do the work for the child. When employees believe their manager will step in to take care of any needs they have or to resolve issues that arise, they are more tempted to sit back and exert less effort in producing look and put less thought into resolving issues or conflicts.Limited vision Leaders at all levels of a business are unambiguous from regular employees by their role of developing vision and providing direction. A manager needs to have some level of detachment from his employees so he can explore new opportunities, brainstorm ideas, resolve problems and formulate a picture on where his department, store or business is headed. Only by having this separation from employees can managers focus on vision and then step in to articulate the vision by providing direction to employees.Servant LeadershipServant Leadership What is it? The phrase Servant Leadership was coined by Robert K. Greenleaf in The Servant as a Leader, an essay he first published in 1970 (What is servant, ). The servant leader serves first, while aspiring to lead second. The servant leader serves the people that he or she leads, implying employees are an end in themselves rather than a means to organizational purpose or bottom-line. Servant leadership is meant to replace a command and control, top-down, model of management. Servant leadership encourages collaboration, trust, foresight, listening, and the ethical use of power and empowerment.A few famous examples of servant leaders are George Washington, Gandi and Caesar Chavez. Key Principles In a publication released by Nova Southeastern University, 10 principle characteristics were identified of servant leadership (Leadership development -, 2007). 1. Listening Listening skills are vital for all le adership styles. Servant leaders make a deep commitment to intently listen to others. They seek to identify the will of a group or individual and listen to what is being said. 2. Empathy It is important to understand and have compassion for others.People need to feel accepted and recognized for their unique qualities. Leaders must assume the good intentions and not reject them as people. 3. Healing Learning to heal is a powerful force for transformation and integration. A greatest strength of servant leaders is the potential to heal ones self and others. 4. Awareness General awareness, especially self-awareness, strengthens the servant leaders. 5. Persuasion Leaders rely on persuasion rather than positional, authoritative, decision making. Seeking to convince others, rather than coerce, is a goal of the leader. 6. Conceptualize Dreaming great dreams is an ability that must be self-nurtured in a leader. The ability to look at a quandary from a conceptualizing perspective means a lead er must think beyond everyday realities. Leaders must seek balance conceptualization and day to day focus. 7. Foresight Foresight enables a leader to capitalize on lessons learned from the past, realities of the present and a likely outcome of a decision. 8. Stewardship Greenleafs view of all institutions was one in which CEOs, staff, directors and trustees all play significant roles in holding institutions in trust for the greater good of society. . Commitment to the Growth of People Leaders believe people have an intrinsic value beyond tangible contributions as workers. As a result, genuine interest in the spiritual, professional and personal growth of all employees is demonstrated. 10. Building Community Leaders seek to identify a means for building a sense of community among those who work in a given institution. Differences from Other Styles In the approach on general leadership characteristics, the fundamental difference is authentic leaderships strive to be real, whereas serv ant leaders strive to be right. Servant leadership is a style that lays down a set of characteristics that all leaders are supposed to emulate to attain success, and tries to shape the character and personality of the leader. On the other hand, authentic leaders tend to rely on their own unique set of experiences and style that has been learned and developed throughout their career. The main difference between servant and authentic styles, when applying into practice, is the serving of others. One of the primary applications is to give priority to the interest of others.Servant leaders exercise their duty by fulfilling needs, aspirations and duties of those in their organization. Authentic leaders dont put much emphasis in responding to the needs or desires of others. Servant leaders style recommends listening, persuading, and empathy when approaching difficult situations, even in times of crisis. Authentic leaders are proactive and adapt their style to the situation. These leaders can be inspiring in one situation and tough about people related issues in another (Nayab, 2010). Strengths/Weaknesses (Nayab, 2011) Strengths 1. Contribution to organizational development.Leaders proactively set the way, and will inspire subordinates to perform by empowering them to follow. Such inspiration leads to collective efforts, creating a synergy. 2. Contribution to the all-around development of the employee. The leader helps employees attain physical and intellectual vitality and fitness, allowing them to lead balance lives. 3. Servant leaderships value based approach helps organizations in the business environment where values, empowerment, and commitment play a big role in success. Weaknesses 1. The soft approach does not fit well into a competitive environment.Servant leaders may lag behind those other styles better suited for a competitive environment. Accountability and responsibility may get diluted. 2. Does not always work or resolve issues related to employee-organ ization fit. A primary function of all leaders is to match candidates with organization objectives. Servant leaders put the individuals goals/needs as the primary concern. 3. Building a sense of community among team members may not fit well for all members. Many wish not to share personal lives or aspirations with others at work. Personal ReflectionServant leadership may apply best in certain situations such as politics or association management. But in its purest theory, I am not convinced servant leadership is a practical leadership style 100% of the time, for any type of business. It does have many qualities that I agree with, and practice a large extent of the time. For example, I view everyone I work with as a customer. I see it as my responsibility to help them achieve success in their role. It is my duty to provide them with every resource needed in order to succeed, and it is their duty to tell me what they need.Sometimes, that includes a holistic approach, and sometimes it is as simple as acquiring a printer for them. I tread lightly when personal life problems present themselves, however. I will assist in providing direction for an employee to get the help they need, such as an EAP program, or a Pastor in our ministry development initiative. On the other hand, it is also my duty to provide corrective action, redirection, or other forms of performance feedback when employees stray from goals, objectives, vision, mission or values. As I mentioned, a part of my management style is to serve the needs of subordinates.I cant deny it isnt entirely for unselfish reasons. I use it as a motivational tactic to achieve positive outcomes. However, I am sincere in my communications in order to build trust. Good managers put the needs of others ahead of their own. However, good managers cannot put subordinate needs ahead of customers, organizational needs or stakeholder needs. Blending all styles of leadership and adapting to unique situations or people will produc e positive outcomes in the long run. However, it is my opinion holding true to only one style of leadership may cause problems for the organization, or an individual manager.References 1. What is servant leadership?. (n. d. ). Retrieved from http//www. greenleaf. org/whatissl/ 2. Leadership development Servant Leadership. (2007, August 1). Retrieved from http//www. nova. edu/studentleadership/development/servant_leadership. html 3. Nayab, N. (2010, June 8). Servant leadership vs. authentic leadership What are the differences?. Retrieved from http//www. brighthub. com/office/home/articles/73574. aspx 4. Nayab, N. (2011, May 25). Servant leadership theory strengths and weaknesses. Retrieved from http//www. brighthub. com/office/home/articles/73511. aspx? cid=parsely_rec