Servant Leadership Lifestyle


Posted December 14, 2021 by Kim456

Servant leadership is fundamental principles that will continue dramatically increase its relevance in public and non-profit organizations.

 
Servant leadership is fundamental principles that will continue dramatically increase its relevance in public and non-profit organizations. There is a growing awareness and consciousness around it in the world. One of the driving forces behind it is the global economy that insists on quality at low costs. In this case therefore, goods and services must be produced for less cost but with greater speed. As a result, the only way to do that in a sustained way is through empowering people. The only way to empowerment is through high-trust cultures and philosophy that turns bosses into servants and coaches. In other words, servant leadership will be determining factor between organizations’ enduring success of its eventual demise.
A servant leader is the one who is able to influence and direct people in a way that will make them obedient, confident and respectful. As a result, employees will cooperate effectively to achieve formulated objectives and strategies. Additionally, these leaders have some characteristics that enable them not to use their own devices only to determine the policies of the company. They are not only driven by the desire to obtain more profit. These characteristics include the following:
Listening: The servant- leader has excellent values in his communication and decision-making skills. To enhance these values, he or she should be deeply committed to listening rather than commanding. Listening as value includes being attentive to the inner voice to enhance the essential growth of the servant leader.
Empathy: The servant leader is empathetic and understands the situations of his or her team members. When applied within the organization, people tend to feel whether their talents are accepted and recognized. A leader, who shows empathy, understands that the team members have the will to contribute towards the success of the organizational goals.
Healing: Broken hearts and emotional hurts cannot be ruled out in the organization. Therefore, healing is an important value that helps the servant leader to improve the wellbeing of his or her team members, especially after they have faced dilemma situations. In healing, the leader works by engaging the affected members in a process that creates a shared vision. In this culture, all team members are aspired to work through their current predicament.
Persuasion: Most of the successful servant- leaders are persuasive; they do not use their authority to enforce decisions to their subordinates. Such a leader is more convincing and avoids coercion. In this case, the leader is effective at building consensus within groups. Most notably, it gives a clear distinction between the traditional model and servant-leadership.
Conceptualization: A conceptual servant-leaders is able to nurture the abilities of the team members in efforts to helping them realize their dreams. On his part the leader is able to think beyond the present organizational realities. The value of conceptualization contradicts the traditional leaders who are more focused on achieving short-term operational goals.
Stewardship: In servant leadership, the leader is committed to serve the needs of other organizational members persuasively and openly. As a result, this approach has redefined leadership as service and stewardship. The relationship between the employee and the leader is based on organizational trust. Both the leaders and employees following this concept are working at their optimum and are commitment to the growth of others. In addition, performance orientation become correlated, and thus creating a potential recipe to building an inclusive community.
Despite the assumptions that tend to credence and give a positive view in practice, the concept of servant leadership is not without criticism. One of the main challenges facing servant leadership is the lack of cultural competence and not being able to adjust to host cultural differences. The servant leader is expected to understand the cultures in their workplace and have the skills to navigate cultural differences. Failure to understand cultural differences can be costly for both public and non-profit organizations.
Secondly, the characteristics of the servant leader should be linked to cultural dimensions. On one hand, these characteristics are potentially owned by the individual leader. That is, they are analogous to personal traits. On the other hand, cultural dimensions are learned. This means that as an intercultural leader, the servant elder should create a learning environment, behavioral change and structure. However, servant-leadership cannot prevail unless there is a fundamental change in organizational attitude, behavior and structure. In addition cultural barriers such as belief systems, nationalities and sexual orientation cannot be avoided completely within the organization. Worse still, some employees follow their culture so much that they become resistant to change. As a result, it becomes challenging to integrate their cultures in the servant leadership model. In this case, therefore, the greatest challenge facing servant leaders in this era of globalization is working effectively through these barriers to achieve business goals and objectives.
Conclusively, servant leadership is a fundamental principle that it relevance cannot be ignored in both public and non-profit organizations. It is changing the traditional leaders and managers into servants rather than authoritative. For a servant leader to effectively adopt and work with this concept, he or she must learn some characteristics in addition to his personal traits. However, although servant-leadership continues to be portrayed in a positive view, just as other leadership approaches it is facing some challenges especially due to cultural barriers.
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Issued By Kimberly Scott
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Country United States
Categories Lifestyle
Last Updated December 14, 2021