WHAT IS SERVANT

LEADERSHIP?
Let’s start with the definition of Management
vs. Leadership.

There are a lot of people who make the

distinction between management and
leadership.

I think there is a big difference.

Here are some quotes about the differences.

This is from the 21 Irrefutable Laws of
Leadership by John C. Maxwell.

Need to be needed vs. want to be

succeeded – in Maxwell’s Law of Legacy.

A leader’s lasting values is measured by

succession.
He (Maxwell) tells the story of a plane crash
where the CEO died.

Often when things like this happen, the

company falls apart, but in the case of
McDonald’s CEO, the company thrived
despite the loss of its leader.

People who hoard power are actually

insecure.
What kind of characteristics do you
think of, when you imagine a great
leader?

Let’s write them on the board.

This concept ties in very well with the
idea of servant leadership.

Has anyone heard of this term?

What is the definition of servant leadership?

There are many critics, but I would argue

that it is a matter of semantics (study of
meanings) and not of the concept itself.

Servant Leadership as we know it today was

first introduced in 1970 by Robert Greenleaf.

Some would argue that it goes back to

biblical times, which is why spirituality is a
strong focus.
 What is Servant Leadership?
“The servant-leader is servant first… It
begins with the natural feeling that one
wants to serve, to serve first.” - Robert K.
Greenleaf.

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.
THE NATURAL DESIRE
“It begins with the natural feeling that one wants to
serve, to serve first”.

THE CONSCIOUS CHOICE

“Then conscious choice brings one to aspire to
lead…”

THE BEST TEST

“The best test, and difficult to administer, is: do
those served grow as persons…”
Do they, while being served, become
healthier, wiser, freer, more autonomous,
more likely themselves to become
servants?

And, what is the effect on the least

privileged in society?

Will they benefit or at least not be further

deprived?“
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.
 THE INSTITUTION AS SERVANT

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.
In his second major essay, The Institution
as Servant, Greenleaf articulated what is
often called the “credo.”

There he said: “This is my thesis: caring for

persons, the more able and the less able
serving each other, is the rock upon which a
good society is built.
Whereas, until recently, caring was largely
person to person, now most of it is
mediated through institutions – often large,
complex, powerful, impersonal; not always
competent; sometimes corrupt.
If a better society is to be built,
one that is more just and more loving,
one that provides greater creative
opportunity for its people,
then the most open course is to raise both
the capacity to serve and

the very performance as servant of existing

major institutions by new regenerative
forces operating within them.”
 THOUGHT LEADERS IN SERVANT
LEADERSHIP

The servant leadership philosophy and

practices have been expressed in many
ways and applied in many contexts.
Some of the most well-known advocates of
servant leadership include:
Ken Blanchard,
Stephen Covey,
Peter Senge,
M. Scott Peck,
Margaret Wheatley,
Ann McGee-Cooper & Duane Trammell,
Larry Spears, and
Kent Keith.
10 Characteristics of a Servant Leader

In 1970, Robert K. Greenleaf redefined the way

that we think about management.

His idea was dubbed “Servant Leadership” and

flips the traditional mode of management thinking
and organizational structure completely upside
down.
The following is a list of 10 Qualities
that Servant Leaders (and the
organizations they serve) possess.

Do you have these qualities?

10 Characteristics of a Servant Leader
1. Listening
2. Empathy
3. Healing
4. Awareness
5. Persuasion
6. Conceptualization
7. Foresight
8. Stewardship
9. Commitment to the growth of people
10. Building Community
1. Listening.

Leaders have traditionally been valued for

their communication and decision-making
skills.

While these are also important skills for the

servant-leader, they need to be reinforced by
a deep commitment to listening intently to
others.
The servant-leader seeks to identify the will
of a group and helps clarify that will.

He or she seeks to listen receptively to what

is being said.

Listening, coupled with regular periods of

reflection, is essential to the growth of the
servant-leader.
2. Empathy.
The servant-leader strives to understand and
empathize with others.

People need to be accepted and recognized for

their special and unique spirits.

One assumes the good intentions of coworkers

and does not reject them as people, even if one
finds it necessary to refuse to accept their
behavior or performance.
3. Healing
One of the great strengths of servant-
leadership is the potential for healing one’s
self and others.
Many people have broken spirits and have
suffered from a variety of emotional hurts.
Although this is part of being human,
servant-leaders recognize that they also
have an opportunity to “help make whole”
those with whom they come in contact.
In “The Servant as Leader” Greenleaf
writes:

“There is something subtle communicated to

one who is being served and led if implicit in
the compact between servant-leader and
led is the understanding that the search for
wholeness is something they share.”
4. Awareness
General awareness, and especially self-
awareness, strengthens the servant-leader.
Awareness also aids one in understanding
issues involving ethics and values.
It lends itself to being able to view most
situations from a more integrated, holistic
position.
As Greenleaf observed: “Awareness is not
a giver of solace–it is just the opposite.

It is a disturber and an awakener.

Able leaders are usually sharply awake and

reasonably disturbed.

They are not seekers after solace.

They have their own inner serenity.”

5. Persuasion

Another characteristic of servant-leaders is

a primary reliance on persuasion rather
than positional authority in making
decisions within an organization.

The servant-leader seeks to convince

others rather than coerce compliance.
This particular element offers one of the
clearest distinctions between the traditional
authoritarian model and that of servant-
leadership.

The servant-leader is effective at building

consensus within groups.
6. Conceptualization

Servant-leaders seek to nurture their

abilities to “dream great dreams.”

The ability to look at a problem (or an

organization) from a conceptualizing
perspective means that one must think
beyond day-to-day realities.
For many managers this is a characteristic
that requires discipline and practice.

Servant-leaders are called to seek a

delicate balance between conceptual
thinking and a day-to-day focused
approach.
7. Foresight
Foresight is a characteristic that enables the
servant-leader to understand the lessons from
the past, the realities of the present, and the
likely consequence of a decision for the future.

It is also deeply rooted within the intuitive mind.

Foresight remains a largely unexplored area in

leadership studies, but one most deserving of
careful attention.
8. Stewardship

Peter Block has defined stewardship as

“holding something in trust for another.”

Robert Greenleaf ‘s view of all institutions

was one in which CEOs, staffs, and
trustees all played significant roles in
holding their institutions in trust for the
greater good of society.
Servant-leadership, like stewardship,
assumes first and foremost a commitment
to serving the needs of others.

It also emphasizes the use of openness

and persuasion rather than control.
9. Commitment to the growth of people

Servant-leaders believe that people have an

intrinsic value beyond their tangible contributions
as workers.

As a result, the servant-leader is deeply committed

to the growth of each and every individual within
the institution.

The servant-leader recognizes the tremendous

responsibility to do everything possible to nurture
the growth of employees.
10. Building community
The servant-leader senses that much has
been lost in recent human history as a result
of the shift from local communities to large
institutions as the primary shaper of human
lives.
This awareness causes the servant-leader
to seek to identify some means for building
community among those who work within a
given institution.
Servant-leadership suggests that true
community can be created among those
who work in businesses and other
institutions.

Greenleaf said: “All that is needed to rebuild

community as a viable life form for large
numbers of people is for enough servant-
leaders to show the way, not by mass
movements, but by each servant-leader
demonstrating his own unlimited liability for
a quite specific community-related group.”
9 Qualities of the Servant Leader

Leading With Others in Mind

At first blush, you may think a servant

leader literally takes on the role of a servant.

Taken to an extreme, that definition would look

like this:
A Leader’s Responsibility –
Max DePree makes it seem so simple: “The
first responsibility of a leader is to define
reality.
The last is to say thank you.
In between, the leader is a servant.”
As you pull into work, the leader meets you at your
car, opens your door, and welcomes you to the
office.
Maybe the leader gets you coffee mid-morning and
drops by in the afternoon to see if you need
anything.
When you need assistance on a project, or maybe
just someone to do the grunt work, there your leader
is, waiting for you.

No, that isn’t servant leadership.

“Servant leaders lead with others in mind.”

Servant leadership is a blend and balance
between leader and servant.

You don’t lose leadership qualities when

becoming a servant leader.
A servant leader is one who:

1. Values diverse opinions

A servant leader values everyone’s
contributions and regularly seeks out
opinions.

If you must parrot back the leader’s opinion,

you are not in a servant-led organization.
Parrot Principle

Because of a lack of self-confidence, a fear of

job loss, or an extreme need for acceptance, it
is easier to agree with the boss than to
advance a different point of view.

“Servant leaders regularly seek out

opinions.”
2. Cultivates a culture of trust

People don’t meet at the water cooler to

gossip.

Pocket vetoes are rejected.

Have you ever been in a meeting when everyone is
nodding and agreeing with a decision? As the
meeting ends, it looks like the course is set. But it
isn’t. The minute the meeting is over, someone
whispers, “That’s never going to happen.” Outside
the meeting room, the participants cluster secretly,
saying that was a ridiculous meeting. “We’d never
support that.” Instead of taking action, nothing is
done. That’s what I call a pocket veto.

“Servant leaders cultivate a culture of trust.”

3. Develops other leaders.
The replication factor is so important.
It means teaching others to lead, providing
opportunities for growth and demonstrating by
example.
That means the leader is not always leading, but
instead giving up power and deputizing others to
lead.

“Servant leaders give up power and deputize others

to lead.” -Skip Prichard
4. Helps people with life issues (not just
work issues).

It’s important to offer opportunities for personal

development beyond the job.

Let’s say you run a company program to lose weight, or

lower personal debt, or a class on etiquette.

None of these may help an immediate corporate need,

but each may be important.

“Servant leaders care about people’s lives, not just

their jobs.” -Skip Prichard
5. Encourages
The hallmark of a servant leader
is encouragement.

And a true servant leader says, “Let’s go do it,”

not, “You go do it.”
Imagine waking up one morning. You turn off the alarm clock
and you see a little note. It’s from your spouse.
It says, “You are the best! Thank you for a wonderful
weekend. I’m the luckiest person alive to be married to you!”
You check your email and there’s a note from someone who
works with you. “I just wanted to drop you a note to say that
your work on our project made all the difference. You really
nailed it.”
You drive to work and someone stops you and says, “I’m glad to
see you. Just seeing you makes me feel good. Thanks for all you
do for me.”

“The hallmark of a servant leader is

encouragement.” -Skip Prichard
6. Sells instead of tells
A servant leader is the opposite of a dictator.

It’s a style all about persuading, not commanding.

“Servant leaders sell and persuade where others

command and control.” -Skip Prichard
7. Thinks “you,” not “me.”

There’s a selfless quality about a servant

leader.

Someone who is thinking only, “How does

this benefit me?” is disqualified.

“Servant leaders think ‘you’ not ‘me’.” -Skip

Prichard
8. Thinks long-term

A servant leader is thinking about the next

generation, the next leader, the next
opportunity.

That means a tradeoff between what’s

important today versus tomorrow, and
making choices to benefit the future.

“Servant leaders sacrifice some today to

develop more for tomorrow.” -Skip Prichard
9. Acts with humility

The leader doesn’t wear a title as a way to show

who’s in charge, doesn’t think he’s better than
everyone else, and acts in a way to care for
others.

She may, in fact, pick up the trash or clean up a

table.

Setting an example of service, the servant leader

understands that it is not about the leader, but
about others.
“Servant leaders act with humility.” -Skip Prichard

“A servant leader harmoniously blends

characteristics of leadership with service.” -Skip
Prichard

“Don’t judge each day by the harvest you reap,

but by the seeds that you plant.” —Robert L
Stevenson

The first responsibility of a leader is to define

reality. -Max DePree
SERVANT LEADERSHIP GAME:
What Matters Most

Ask a group of participants to write

down the names:
 of the five richest people in the world,
 the past five MVP of NBA or PBA
Champion Teams,
 the five most popular actors and
actresses in Philippine Showbiz, and
 five government leaders.
 Next, have them write down
the names of
 teachers who helped them
in school,
 heroes who inspired them,
 colleagues who coached or
mentored them and
 friends who helped them.
 As a whole group, discuss
which exercise was easier
and why. The goal is to
recognize that the people
who make a difference are
those who care, not those
the media touts.