No, "servant" leaders aren’t slaves with their employers, as well as pushovers. They just aren’t authoritarians who boss employees around.
The word “servant leadership” was coined nearly 50 years back in an essay compiled by Robert K. Greenleaf; and since that time, the business enterprise world has gradually embraced this idea of empathy in leadership.
In the last couple of years, we’ve seen top-notch companies like Zappos, Whole Foods and the Container Store publicly proclaim their affinity because of this philosophy. And, in late 2016, Starbucks joined the ranks when it called its brand-new CEO a “true servant leader,” explaining that he embodies characteristics the business wants to see in every its leaders.
Servant leadership certainly appears to be growing in popularity, but it addittionally is still quite misunderstood.
Some individuals start to see the word “servant” and mistakenly assume that servant leaders are slaves with their employees, pushovers who say “yes” to everything and so are ready to sacrifice the company’s well-being to provide employees what they need.
The truth is, though, servant leaders have become much responsible for their companies; they just aren’t authoritarians who boss everyone around. Instead, they’re great listeners who are humble and empathetic — but nonetheless successfully balance organizational growth with these feel-good attributes.
In a nutshell, the "servant" method of leadership creates the sort of atmosphere that promotes both personal and professional advancement. Employees know they are able to speak freely and become heard — all while being mentored by a solid, trustworthy business leader.
7 Secrets to Employee Happiness
And in addition, servant leadership results in high engagement, low turnover and even increased returns. Further, it builds a positive reputation around brands, and that attracts top talent. According to a 2015 Accenture survey, 60 percent of graduating university students who participated said these were willing to accept less salary if that meant the opportunity to work in a good environment. That is why you see companies like Zappos and Starbucks moving away from their way to tell the world they follow this philosophy.
Listed below are three servant leadership techniques you can start using today that will help retain employees:
It doesn’t matter how busy you are, find time to be there with your employees beyond companywide meetings and performance reviews. A Gallup study revealed that engaged leaders are 59 percent much more likely to have engaged teams.
I really like sitting in on my team’s brainstorming sessions. That is something Bill Gates did as a leader, joining Microsoft programmers because they conceptualized lots of the products that produce the company what it really is today.
When I join my very own company’s brainstorming sessions, I make certain employees know I’m not there to operate a vehicle the conversation. I inform them I’m there to pay attention with an open mind and offer input only when essential. If indeed they have any questions about how exactly their ideas match the company’s big-picture goals, I’m pleased to chime in and tell them. Otherwise, I’m a passive observer.
There’s an excellent line between being truly a facilitator and being truly a micromanager, and it’s a line which can be super easy to cross. Everyone understands micromanaging can be an unhealthy leadership style that eventually ends up hurting employees and companies, but as well, leaders don’t want their associates to believe that they’re stranded on an island without the guidance.
When I find myself attempting to jump in and micromanage my team through a hardcore scenario, I remind myself that mistakes are portion of the journey and provide among the best opportunities for learning and growth. If the team requires a wrong turn, you will have knowledge gained which makes the detour worthwhile. Humility can be an integral element here.
Once you’re more comfortable with the actual fact that you don’t know everything, it’s easy to have a step back and allow experts on your own staff handle the decision-making.
How exactly to Stop Micromanaging Your Team
Don’t go completely mute, though. According to the 2014 infographic, 65 percent of employees desire more feedback from their leaders. That’s where being a facilitator will come in handy. See yourself as a resource they are able to turn to because they run with their ideas. Help them with strategic input, empower them to do this and then escape their way. Based on the Components of Great Managing, a book published by Gallup, companies that empower their workers experience 50 percent higher customer loyalty.
Your tendency may be to target your servant leadership toward inexperienced or underperforming employees, your assumption because they are the ones who’ll reap the benefits of your attention the most. However, as entrepreneur and business coach Jim Rohn said, “An excellent objective of leadership is to greatly help those people who are doing poorly to accomplish well also to help those people who are successful to accomplish better still.”
Basically, servant leaders serve their entire staffs — even the most notable performers who appear to have it all determined. Invest in providing tools, resources and guidance that betters everyone’s skills, because everyone can stand to boost.
How exactly to Motivate Your ASSOCIATES by Putting Their Needs First
For me personally, an integral element to servant leadership is helping employees improve as humans, not only as professionals. The more they grow their own personal capabilities, the more they are able to bring to the professional table. Among my company’s core values is “People Over Profit.” We spend lots of time and energy during our recruitment process identifying candidates’ personal strengths and interests.
By enough time they’re hired, we’re prepared to help them grow with techniques that are highly relevant to them — not only us — which keeps them engaged with their work. According to a Gallup poll, when employees believe that they are leveraging their personal strengths every day, they are 15 percent less likely to leave their jobs.
The very best leaders on the planet aren’t know-it-alls who walk high above their subordinates; they’re humble servants who recognize that companies can only just thrive if their workers feel fulfilled.
By learning to be a servant leader, you create a positive work place that