How to make servant leadership work for your company

• June 12, 2017
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Occasionally over the years, I’ve heard some managers proclaim their status as “servant leaders” when, in reality, it was largely for show — only form, not substance. They often used an upside-down organizational chart with the leader placed at the bottom to demonstrate they had their employees’ best interests at heart.

My observation was that such leaders poorly understood servant leadership and few substantive changes resulted that truly benefitted the general employee culture. Regrettably, the upside down triangle usually became a joke to employees — a symbol of insincerity rather than trustworthiness.

In contrast, one servant leader I know started his firm wishing to differentiate his new startup from existing competition. After time and quicker success than expected, he realized that the servant leadership culture that characterized his business was the primary element that fostered consistent value and superior service for clients. It was the differentiation he was seeking. He will tell you that servant leadership works.

Putting employee needs first

Servant leadership manifests itself when an organization has a worthy purpose and a leader who puts the objectives of the organization and the needs of its employees ahead of his or her personal desires. By sincerely serving organizational needs, the leader provides a working environment with the means and resources to accomplish the work. And work toward a worthy purpose offers outcomes that are personally rewarding to employees.

In turn, genuinely serving employee needs reflects the good character of the leader and is the secret sauce in the servant leader’s success. Trust, respect, connection and enthusiasm by employees for leaders are based on the integrity shown by a leader’s good intentions, actions and character. Servant leadership is not a slogan or fad, or an overused organizational chart. Rather, it is a set of beliefs that in practice supports and helps all employees perform at their best.

Employees want leaders who care about them and believe that their welfare is important. Employees want to be valued and have the quality of their efforts recognized. They want to be treated fairly and rewarded. They want guidance, while being enabled to freely do their work. Real servant leaders fulfill these needs with sincerity and with other ways that reflect the virtues in their good character. They don’t show favoritism or promote undeserving people.

Lifting employees up

Servant leaders are not bullies or control freaks, and they don’t tolerate unfair work practices. Instead, they are enabling, visible, likeable and routinely lift employees up. Servant leaders are accessible and need personal connection to listen, observe, communicate and learn from employees. Personal connection cannot exist without sincerity and with it comes trust, respect and a culture of pride.

Servant leadership is not parental, but is instead respectful. Its success is earned through actions that transparently support purpose while valuing employees. In this environment employees believe in their leaders, trust in the organization, and commit to getting things done. In turn, the organization succeeds.

Sincerity is a powerful expression of a leader’s good character. Use it.

This post was written by William Hyslop for The Business Journal, and you can find the original article here.