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Recent IT and technology advancements such as cloud computing and storage allow business owners access to unlimited IT capacity, which is not possible with hard storage methods. As IT systems become more complex, the continued optimization of cloud services allows these companies to scale faster, become more flexible and accelerate business operations.
While the implementation of new digital technologies is critical to the growth of any corporation, the management of people, assets, and finances is the primary driver of successful business outcomes. And while many different leadership models can help achieve this, servant leadership can truly inspire people and transform companies.
“Developing exceptional leaders starts with a culture that encourages learning. Consider offering a robust leadership development program to help managers acquire the right skills, including developing emotional intelligence, building relationships, and identifying skill gaps that translate into highly engaged, high-performing teams.
Different leadership styles
Leadership is not just learned from books. It is also developed from experience. However, different leadership models also have certain characteristics or personality traits. A supervisor, manager, or executive may adopt different styles in how they lead and motivate their teams to execute corporate strategies for the benefit of stakeholders.
The bureaucratic leader is to strictly follow all the rules and follow strict procedures. At the opposite end is the leader of the laissez-faire. This type of manager believes in allowing subordinates too much decision-making freedom, sometimes at the expense of productivity and accountability.
Some leaders are visionary, preferring to follow hidden trends and personal goals rather than current best practices and economic perspectives, while others can be more ambitious. An authoritarian leadership style is in complete control of all decisions, with little or no input from departmental leaders.
Here, we explore Servant Leadership, a modern business concept that helps build better organizations while enriching the lives of employees.
The concept behind servant leadership
Robert K. Greenleaf coined the term servant leadership in an essay entitled “The Servant as Leader” in the 1970s. The essay was based on a fictional book character who temporarily left the company, only to discover that everything falls apart in his absence. This corporate failure has made the owner realize how important he is not only as a business owner, but as a colleague – or servant leader.
Greenleaf’s Servant Leadership Theory believes that an effective leader must be interpersonal, trustworthy, and self-directed. The “I serve” mentality is the foundation of the servant leader – putting concern for employees first and personal ambition second.
Servant leader characteristics
First and foremost, a servant leader is always ready to serve and lead. These leaders recognize that happy employees are more productive and less likely to look elsewhere. So, the question is – how can a leader keep employees away from work and let them know that they are loyal and respected members of the entire corporation?
Employees feel appreciated when leaders are more interested in helping their employees succeed and grow within the organization. Too often, management focuses on profits and tells the employee what to do instead of making them feel like an important member of the team (and they are!).
Other characteristics of the servant leadership style include humble managers who make decisions ethically and fairly. This leader is compassionate and intelligent – but not at risk of making bad decisions.
Servant leaders lead by example. We’ve all seen it on television when a coach or other leader tells hard-working subordinates that they won’t be asked to do anything the coach wouldn’t do himself. This is the function of servant leadership.
However, for servant leadership to be effective, the leader must be honest and not tell lies or embellishments. A servant leader must be able to navigate complex business situations while staying grounded in the day-to-day activities of their people.
In short, a servant leader constantly collaborates with employees, solves problems together, and stands by employees (in principle and practice) through difficult times.
What are the benefits?
A servant leader does not abandon organizational goals for the benefit of employees. Both are hand in hand. What’s good for employee morale and motivation should be good for business. Leaders should improve employee performance when they focus on keeping employees engaged and satisfied. It encourages collaboration and innovation to save time and energy and increase profits.
Also, companies that promote servant leadership cultures tend to be less profitable. Disengaged employees are more vulnerable to absenteeism, absenteeism, or failure to meet expectations. And, when employees feel truly unappreciated, with no room for growth and no support from management, they are often motivated to leave for greener pastures.
However, there is a word of caution for servant leaders to beware of burning out and failing to achieve organizational goals. A good servant leader must still be able to delegate tasks effectively and still achieve organizational goals. If this type of leader is found to be weak, the potential is to produce the opposite result. This is a workforce that may think that their workplace is for other, outside or personal goals that are not in the best interest of the company.
Written by Daniel Hart.
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