Servant Leadership

Definition, Strengths & Weaknesses

Servant leadership is a philosophy and set of practices that enriches the lives of individuals, builds better organizations
and ultimately creates a more just and caring world. 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.

A servant-leader focuses primarily on the growth and well-being of people and the communities to which they belong.
While traditional leadership generally involves the accumulation and exercise of power by one at the top of the
pyramid, servant leadership is different. The servant-leader shares power, puts the needs of others first and helps people
develop and perform as highly as possible.

Robert Greenleaf recognized that organizations as well as individuals could be servant-leaders. Indeed, he had great faith
that servant-leader organizations could change the world. He said that "the servant-leader is servant first." By that he
meant that that the desire to serve, the "servant's heart," is a fundamental characteristic of a servant-leader. It is not about
being servile, it is about wanting to help others. It is about identifying and meeting the needs of colleagues, customers,
and communities.

There are some strengths to Servant Leadership theory:

Team Building
To use the servant leadership style in a diverse workplace, a leader recognizes that an autocratic style or democratic style
causes employee conflict by increasing alienation and discordance. A servant leader creates an advantageous outcome for
the whole group. He helps each member of the group contribute based on his unique skills and experience. This type of
leader runs team-building exercises that allow team members to showcase their skills and collaborate more effectively
with other employees.
Achievement
Using the pace-setting leadership style, the leader sets high standards for himself and everyone else. On the other hand,
using the servant leadership style, the leader involves the whole team in setting the goals and objectives. Everyone has a
vote in decisions. Using the servant leadership style, leaders create a positive atmosphere because of their values. This
type of leadership allows employees to establish their own key performance indicators. Employees become empowered to
make changes that enable long-term success for the entire organization.
Change
Managing change effectively involves establishing a vision for the future. Using the servant leadership style, you
determine the mission and goals of the organization based on the staffs viewpoints. Employees can manage their own
careers more effectively and establish an appropriate work and life balance when they get to determine their own future.

Employees who play an active role in determining a companys transition to a new style of working tend to be more loyal,
productive and satisfied, a definite advantage to the companys bottom line.
Satisfaction
When employees work under the leadership of a servant leader, they typically operate as a collective that exists for the
benefit of everyone. Employee satisfaction rates improve, because all needs get met. When a leader uses a democratic
leadership style, someone always loses out. By including everyone in the decision-making process, however, servant
leaders guarantee that everyones opinions get heard.
However, Servant Leadership theory has weaknesses as well:
False Premise
In his August 2010 article "Why servant leadership is a bad idea," 30-year veteran executive coach Mitch McCrimmon
says servant leadership simply does not align with basic business structure. Managers serve the primary purpose of
representing the interests of owners and top management, not employees. While part of the manager's job is to motivate
and support good employee performance and behavior, literal service to employees goes against inherent business
structures.
Lack 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 step back into this role as a more dominant figure.
Demotivating
Servant leadership may lead to demotivation of employees, who then produce fewer results over time. McCrimmon likens
this 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 quality and put less thought
into resolving issues or conflicts.
Limited Vision
Leaders at all levels of a business are distinct 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.