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Leadership styles fluctuate with trends and societal shifts, but leaders seeking an effective way to develop and empower strong teams often turn towards people-first leadership styles like servant leadership and participative leadership.
The definition of servant leadership has evolved over time, with practical implications in various sectors such as banking and healthcare. Empirical studies have investigated its positive impact on employee outcomes, including creativity and job satisfaction, while differentiating it from other popular leadership styles.
Rooted in the philosophy that a leader’s core responsibility is to serve those they lead, the approach contrasts with traditional leadership modes that prioritize the leader’s vision and authority.
Table of Contents
- What Is Servant Leadership Theory?
- 10 Characteristics of Servant Leadership
- Benefits of Servant Leadership Style
- A 3-Part Framework to Servant Leadership
- Criticism of Servant Leadership
- Becoming a Servant Leader
- Servant Leadership in the Remote Workplace
- Examples of Servant Leaders in Action
- Is Servant Leadership Your Style?
What Is Servant Leadership Theory?
Robert K. Greenleaf first articulated the concept of servant leadership in his 1970s essay, “The Servant as a Leader.” This theory emphasizes that the primary role of a leader is to serve others — particularly team members — so that they can achieve their highest capabilities, satisfaction and effectiveness at work.
According to Greenleaf, “It begins with the natural feeling that one wants to serve, to serve first. Then conscious choice brings one to aspire to lead.” A servant leader, he wrote, is vastly different from one who is leader first.
Servant leadership research has shown a growing prevalence of studies showcasing its impact on organizational outcomes and employee well-being.
The concept has been adopted by many companies, including Zappos and Nordstrom, who have found it to be an effective way to develop strong teams. And particularly in a remote or hybrid workplace, servant leadership can be a valuable asset.
Related Reading: Which of These 13 Leadership Styles Are You?
10 Characteristics of Servant Leadership
“When some people hear the phrase servant leadership, they get confused,” said Ken Blanchard, bestselling author and chief spiritual officer and co-founder of leadership consultancy Blanchard. “They think it sounds like inmates running the prison, managers trying to please everyone or some kind of religious movement. They think you can’t lead and serve at the same time.”
That’s why it’s important to remember the leadership component to servant leadership. That’s especially true in the remote and hybrid workplace.
Some of the key characteristics that define servant leadership include:
- Empathy: Servant leaders strive to understand and empathize with others. They show care and concern for both the professional and personal development of their team members. Servant leaders focus on personal relationships and the continuous growth of their team members, prioritizing long-term goals and the empowerment of others within the organization.
- Listening: Effective listening is central to the servant leadership style. Leaders pay careful attention to the input and concerns of their team and make decisions based on this collective insight.
- Healing: A servant leader recognizes the personal and professional challenges that their team members face and seek to heal and support, fostering a healthy and supportive work environment.
- Awareness: Servant leaders are aware of themselves and the impact of their actions on others and the organization.
- Persuasion: Instead of using authority to command, a servant leadership approach relies on persuasion to influence and encourage others, which builds trust and commitment rather than compliance through power.
- Conceptualization: A servant leader can see the big picture and visualize the future, which helps to plan and set goals that align with the organization’s values and the greater good.
- Foresight: Servant leaders use past experiences, present realities and the likely impact of decisions on the future to anticipate outcomes.
- Stewardship: Those practicing servant leadership take responsibility for the roles entrusted to them and act with a commitment to serve the needs of others. They make sure the organization’s resources are used responsibly for the common good.
- Commitment to Growth: Servant leaders have a commitment to the growth — personal and professional — of each individual within the organization.
- Community-Building: By fostering a sense of belonging and community within the workplace, servant leaders enhance personal involvement and the shared values of the team.
Benefits of Servant Leadership Style
The benefits of the servant leadership style are numerous and well-documented. Some of the most significant advantages include:
- Increased Employee Engagement and Motivation: When employees feel valued and supported, they are more likely to be motivated and engaged in their work. Servant leaders create an environment where team members feel appreciated and empowered, leading to higher levels of engagement.
- Improved Job Satisfaction: Servant leaders prioritize the well-being and happiness of their employees, leading to higher job satisfaction rates. By focusing on the needs of their team, servant leaders foster a positive work environment where individuals feel fulfilled and content.
- Enhanced Collaboration and Teamwork: Servant leaders foster a sense of community and teamwork, leading to more effective collaboration and better outcomes. By encouraging open communication and mutual support, servant leaders create a cohesive and productive team dynamic.
- Increased Trust and Loyalty: When employees feel that their leaders are committed to their growth and development, they are more likely to trust and be loyal to the organization. Servant leaders build strong relationships based on trust and respect, which enhances overall organizational stability.
- Better Decision-Making: Servant leaders involve their employees in decision-making processes, leading to more informed and effective decisions. By leveraging the collective wisdom and insights of their team, servant leaders make well-rounded and strategic choices that benefit the organization.
Related Reading: How to Identify Your Leadership Style
A 3-Part Framework to Servant Leadership
“Servant leadership is all about making the remote workplace feel more connected by building community,” said Michele Reister, VP of marketing at anecdotes. “In the remote workplace, this can be done in many ways, but I look at it through the framework of people, process and technology.”
Here’s a closer look at Reister’s three-part framework in action:
- People: Servant leaders bolster employee interactions across the company. They encourage cross-functional collaboration and facilitate introductions and conversations with co-workers across the organization.
- Process: In the remote workplace, servant leadership focuses on the continuity and productivity of teams by creating and streamlining processes that empower employees to make their own decisions.
- Technology: Effective collaboration and communication becomes more challenging when remote. A servant leadership style ensures employees have the tools necessary to do their job.
Leadership development through servant leadership enhances individual leadership skills and characteristics, fostering a commitment to continuous learning and growth.
Related Article: What Is Authoritative Leadership? Everything You Need to Know
Criticism of Servant Leadership
The servant leadership style, while highly praised for its ethical approach and focus on development and well-being of team members, faces several criticisms.
Let’s break down some of the more negative servant leadership discourse:
Lack of Authority
Scott Mautz, author of “The Mentally Strong Leader” and former VP at Procter & Gamble, has pointed to several problems with servant leadership, one of which is lack of authority.
These leaders might struggle with establishing authority and distinct leadership due to their emphasis on serving others, which can lead to challenges in gaining the resources and support needed from upper management or from leaders with different philosophies.
Incompatibility With Organization Needs
Dr. Eugene Yj Tee wrote for Leaderonomics that servant leadership might not suit every organizational context, especially in environments that demand quick decision-making or where the focus is on meeting immediate financial targets.
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In those types of workplaces, servant leadership behaviors might lead to role confusion or be viewed as too soft and undemanding to garner organizational success.
Risk of Burnout
Burnout is another potential negative of servant leadership, as pointed out by Mautz. The intense focus on the needs of others can lead to compassion fatigue, where servant leaders burn out due to the constant emphasis on putting others first.
Ultimately, Matuz argued, servant leadership could potentially lead to underserving ones own needs or the needs of peers and superiors.
Ethical Limitations
In a 2021 paper, researchers Jan G. Langhof and Stefan Gueldenberg point out that while other traditional leadership styles have been thoroughly examined for their ethical implications, servant leadership has not been as critically assessed.
They raise the concern that servant leadership might not always be the ethical panacea it's often portrayed as, especially because it relies on the moral framework of the leader rather than widely agreed-upon moral standards.
Becoming a Servant Leader
Becoming a servant leader requires a fundamental shift in mindset and behavior. Here are some key steps to take if you decide this practice is right for you and your organization:
- Prioritize the Needs of Others: Servant leaders put the needs of their employees and stakeholders above their own interests. This means actively seeking to understand and address the concerns and aspirations of those they lead.
- Listen Actively: Servant leaders listen carefully to the needs and concerns of their employees and stakeholders. By practicing active listening, they demonstrate empathy and build stronger connections with their team.
- Empower Others: Servant leaders empower their employees to take ownership and make decisions. By providing the necessary resources and support, they enable their team members to grow and succeed.
- Foster a Sense of Community: Servant leaders create a sense of community and teamwork, leading to more effective collaboration and better outcomes. They encourage a culture of mutual respect and cooperation, where everyone feels valued and included.
- Lead by Example: Servant leaders model the behavior they expect from their employees, demonstrating a commitment to serving others. By embodying the principles of servant leadership, they inspire their team to follow suit.
Servant Leadership in the Remote Workplace
With the rise of remote and hybrid work, leaders found they needed to restructure their leadership styles. In some ways, servant leadership adapts perfectly to the remote and hybrid workplace, Blanchard said.
“I can meet with the person right away for a face-to-face Zoom meeting to give them a specific, timely praising,” he said. “Similarly, if someone lets me know they have a concern or need a bit of encouragement, they can schedule a private Zoom meeting where we can talk about their specific struggle, and I can help point them in the right direction. We don’t have to wait for a meeting room to open up or for the other person to plan a trip or even drive to the office.”
Servant leadership promotes a team-oriented culture and values individual contributions, which is essential for cultivating future leaders.
Employee retention is another place where servant leaders can shine in the remote and hybrid workplace. “With new opportunities for employees to work from anywhere, new jobs are suddenly accessible when they weren’t before due to location restrictions,” Reister said. “Good servant leaders can make a big difference in retaining talent.”
The bottom line is, in a remote workplace where immediate access to answers or help isn’t always available, leaders who embrace a servant leader approach ensure employees are well positioned to solve their own problems and feel empowered to do so.
Examples of Servant Leaders in Action
There are many examples of servant leaders in action, both in business and in other fields. Here are a few:
- Mary Barra: CEO of General Motors — Mary Barra is a well-known example of a servant leader. She has prioritized the needs of her employees and stakeholders, leading to significant improvements in the company’s culture and performance. Barra’s commitment to servant leadership has driven innovation and growth at General Motors.
- John Wooden: Former UCLA Basketball Coach — John Wooden gained notoriety not only for his success in leading UCLA to 10 NCAA national championships in a 12-year-period, but also for the devotion he inspired in his former players. Wooden's approach to servant leadership emphasized a focus on developing his players' character, teamwork and humility to help them grow as athletes and as individuals.
- Nelson Mandela: Former President of South Africa — Nelson Mandela is an example of a servant leader in the political sphere. He prioritized the needs of his people, working to create a more just and equitable society. Mandela’s leadership exemplified the principles of servant leadership, inspiring positive change and reconciliation.
Related Article: What Is Participative Leadership?
Is Servant Leadership Your Style?
Servant leadership is a powerful approach to leadership that prioritizes the needs of others and empowers them to achieve their full potential. By adopting a servant leadership style, leaders can create a positive and supportive work environment, leading to increased employee engagement, motivation and job satisfaction. Embracing the servant leadership style not only benefits individual team members but also contributes to the overall success and sustainability of organizations.
