Servant Leadership
The Benefits Of Servant Leadership
By Corazon Sefu Wandimi
Unlike traditional leadership styles , servant leadership is characterized by a focus on being of service to those you lead , prioritizing their growth as well as personal well-being . It ’ s a focus away from self to those around you and consistently asks , “ what can I do for others ?” rather than “ what can others do for me ?”.
Servant leaders are not interested in being treated as the most important person in the room simply because of their title , in fact , this usually leads to deep discomfort for them . This doesn ’ t mean that they don ’ t want to be treated with respect , but rather that they would prefer that respect is distributed equally in the room regardless of role . This leadership style is particularly rare , not just in our day but far into history , due to society ’ s experience with “ served ” leaders who are the exact opposite , that is , those who are to be served , feared and deliberately experienced from afar .
Since the beginning of time , these leaders have been associated with strength and power , while servant leadership is perceived as weak . As a result of these long-held perceptions , society is baffled by the concept of a senior executive who does not command the level of attention demanded by “ served ” leaders . After all , why would anyone work hard to ascend any ladder ( corporate or otherwise ) to simply be treated like everyone else ?
Increased Collaboration
However , there are many benefits to this approach , the first being increased collaboration . The opinions and ideas of a “ served ” leader are usually viewed as final ( not to be challenged ) and few are willing to oppose them out of fear . This dynamic presents a barrier between the leader and the team that hinders the open communication and collaboration required to efficiently achieve results . This is because subordinates have the double task of clearly getting their idea or point across while carefully walking on eggshells . Such scenarios are an unnecessary waste of time for the servant leader whose main objective is to eliminate any barriers , including self-importance , to get the job done . When the focus on hierarchy is removed , and respect is distributed equally in the room , information tends to flow more easily amongst the entire team .
Open & Continuous Feedback
In servant leadership settings , you ’ ll often find that issues and concerns are raised faster and more openly due to higher levels of comfort and trust . When a leader is focused on service , they deliberately make themselves accessible and open to feedback and input while ensuring an environment free of fear and intimidation . They consider such feedback as vital to addressing issues before they escalate into crises . Subordinates are therefore more willing to raise any challenges they ’ re facing or share feedback on areas that may be going in the wrong direction within the business . More importantly , it creates an environment where staff are willing to speak directly to the person with the power to solve or deal with the problem rather than a coworker who can ’ t truly assist .
Data from the 2024 Edelman Trust Barometer Special Report : Trust at Work supports this aspect of open communication with 87 % of Executives ( EVP +), and 78 % of Associates ( entry level and non-manager ) surveyed saying that freely sharing their opinion even if it differs from their boss is a strong expectation or dealbreaker when considering a job . Furthermore , 77 % of Associates say that they want to be able to give feedback and input to management .
Deeper Sense of Value
Thirdly , marketers often take the time to know and understand their customers in detail in order to offer the best service . A servant leader does the same with their staff , taking the time to know and understand the people they work with closely so that they can serve them better .
This is not a one off , but rather a continuous journey that includes paying attention to not just how an individual is doing at work , but also how they are faring in their personal life with an aim to offer support in both spheres . This is driven by the understanding that what happens behind the scenes is just as important as what takes place at work , as the two often play into each other . This is especially important as mental health becomes a growing concern within the workplace .
Edelman ’ s Trust at Work Special Report has uncovered a massive disparity across job levels in this regard with only 41 % of Associates stating that their mental health was good or better compared to 75 % of Executives . A servant leader understands the role they must play for their team regarding well-being , and as a result , staff feel comfortable sharing any personal challenges , including issues related to mental health , as they know they are valued as individuals beyond their work .
In summary , servant leadership seeks to create an environment that brings out the best in everyone . The culture of an organization or unit flows from the top , and a deliberate effort to serve will result in an open and collaborative team that can focus on their work and is eager to offer their best in return
Corazon Sefu Wandimi is the Managing Director of Edelman Kenya . You can commune with her on this or related issues via email at : Corazon . Sefu @ edelman . com .
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