Many people who hear the term ‘servant leadership’ for the first time are confused.

Servants
aren’t thought of as leaders and leaders aren’t usually supposed to be servants. However, this
seeming contradiction is actually why the name was chosen.
For most of history, leadership was defined by title and wealth. People were born into
leadership and led from a hierarchical position.

Luckily, theories and practices like servant leadership have proven that anyone can be a
leader and true leaders are rarely defined by title or wealth. In fact, often the best leaders are
those who spend time serving others to empower them, regardless of their status or position.
People gravitate towards positivity, and this type of leadership is defined by actions of
listening, developing trust, and building relationships while still possessing and showing the
traditional leadership skills of persuasion, foresight, and guiding a team to achieve a goal.

Below, we’ll dive into what servant leadership is, how it started, and how you can develop
the skills needed to become a servant leader.

WHAT IS SERVANT LEADERSHIP?

That said, the best style of leadership depends on what your goals are. If you
have a desire to work toward the greater good or inspire your employees to make
an impact, servant leadership might be right for you. 

Let’s define servant leadership and discuss the model’s main principles and pros
and cons. We’ll also dive into some examples of how this type of leadership can
be used to effectively motivate and inspire your team.

The servant leadership style is based on the idea that leaders prioritize serving the
greater good. Leaders with this style serve their team and organization first. They
don’t prioritize their own objectives

The term “servant leader” was first coined by Robert K. Greenleaf in

1970 in the essay “The Servant as Leader .”  Basically, the servant
leadership style was based on the idea that leaders prioritize serving
the greater good. Leaders with this style serve their team and
organization first. They don’t prioritize their own objectives .

The servant leader focuses on:

 Setting the strategic vision  for the company and com5municating that down to
the team level 
 Encouraging ownership and extending supported trust to the team 
 Making sure that the team has the required resources, budget, skills, and
attention to make an impact
 Providing a framework within which their team can flourish (instead of prescribing
them specific directions on each of their duties)
 Bottom-up empowerment , which means building their team members’ self-
confidence, decision-making abilities, and collaboration skills
Servant leadership is a style based on the desire to serve and give to your community. By
putting the needs of others first, you empower people to perform at their best. When members
of the community see your passion and your commitment through your actions, they want to
be connected to you.

Servant leadership goes against the beliefs that leadership is defined as hierarchical,
patriarchal, and related to wealth or status. Instead, as the name implies, it is focused on
serving others to help them grow, often without the title or recognition that comes with many
leadership roles.

Robert Greenleaf, the creator of the servant leadership theory, chose that name because it is
contradictory and the polar opposite of typical leadership theories.

ORIGINS OF SERVANT LEADERSHIP

Robert Greenleaf created the theory of servant leadership in 1970 at the age of 66. At the
time, he was working at AT&T, where he had risen from lineman into organizational
management.

Originally, Greenleaf came up with the idea to benefit the organization, so that everyone
could come together on common ground, from entry-level employees to middle managers
and all the way up to senior leadership. This empowered administrators to feel comfortable
speaking their mind and presenting new ideas. It also gave management an opportunity to
show their vulnerabilities, something many managers and leaders still struggle with today.
Since its creation, those in higher education and research fields have analyzed why servant
leadership is so successful. Many believe it is because servant leaders are so aware of what’s
going on around them. They care deeply about the welfare of their team members, they are
focused on developing relationships, and they are actively supporting others to improve.

To help teach others how to become servant leaders, here are 10 principles of servant
leadership that are focused on personal decisions and how you interact with others.

WHAT ARE THE 10 CHARACTERISTICS OF SERVANT

LEADERSHIP?

Larry Spears, longtime President and CEO of the Robert K. Greenleaf Center, came up with

10 characteristics or principles of servant leadership. He viewed these as essential for servant
leaders to develop in order to empower those they serve. 

He believed these characteristics were fundamental to moving away from the autocratic and
hierarchical leadership models of the past and replaced with one built on relationships and
trust.

He believed these characteristics were fundamental to moving away from the autocratic and
hierarchical leadership models of the past and replaced with one built on relationships and
trust.

Many researchers feel that these principles are themselves in a hierarchy. As you read
through each of the 10 characteristics, you’ll see how they naturally build upon one another.
Don’t try to jump ahead to number 10 without first acquiring the skills in numbers one
through nine.

1. LISTENING

Based on the introduction, the fact that listening is the first, most important step
shouldn’t be surprising. But to accomplish this step, you must understand the
difference between hearing and actually processing.

We all know how often people claim they’re listening, but really just waiting for
their turn to speak. Those are people who are talking TO the other person. On the
other hand, servant leaders are focused on developing their communication
skills by actually listening and communicating WITH the other person.

You’ll know if you practiced listening properly if you’re able to process what was
said and then apply it to the situation at hand.

2. EMPATHY

As a servant leader, this step is about building trust and letting your followers
know that you’re their equal. During this stage, you are showing through your
actions that:

 There is no hierarchy.
 You’re equals and we’re in this together.
 You are choosing to go through this with them.

These actions develop trust naturally through empathy. You are demonstrating that
you are their peer, that you’re vulnerable, and that you want to support them.

3. HEALING

At this point, it’s time to turn your attention inwards. This stage touches on your
personal development to make sure you have a sound mindset in order to start
leading and giving to others.

Some of the key areas for you to focus on are:

 Work/life balance
 Self-care
 Mental and physical health

If you are not healthy, or properly taking care of yourself, then how can you care
for others? You must take the time to get to a healthy point, both mentally and
physically. Then you’re ready to serve and give.
4. AWARENESS

The next step continues the focus on your own well being through self-reflection.
As a servant leader, you must be aware of what’s happening around you, with your
team, and future threats and opportunities. You also need to be self-aware. To be
the best leader, you need to understand your values and who you are.

During this stage, you need to spend time reflecting on your goals, their impact on
the community and team, and how you bring them with you on this journey to
make sure everyone’s still open and giving at their capacity.

You cannot do this effectively if you haven’t taken the time to understand your
own motivations and goals.

5. PERSUASION

Some people misunderstand persuasion and believe it is very similar to convincing someone
to do something they don’t want to do. But you’re not looking to convince someone to see
what you see. Instead, persuasion is getting them to see what you see through their own
intuitive sense based on your actions.

This is a prime example of why these first five principles are a hierarchy and must be
completed in order. You aren’t able to persuade someone to follow you without first
understanding your own motivations, finding mental health, and so on. Even if your end goal
is great, you wouldn’t have demonstrated that you are there to serve the other person, and
you’d still be talking TO them from a hierarchical position.
Without first mastering the first four steps, you’ll still be trying to convince someone,
because you wouldn’t have established trust or spent time listening to them to understand
their motivations. You persuade someone through consistent actions that reveal your true
nature.

6. CONCEPTUALIZATION

As a leader, you need to have a vision and understand what the end goal is. In other
words, you must be able to articulate an answer to the question, “Where are we
headed?”

As a servant leader, you’re leading your team or organization somewhere. Where is

that and what does a positive outcome look like? What are the milestones worth
celebrating along the way?

You may have a long-term vision for what the future of the organization looks like,
but you must present that to the team in a manner that builds upon the first five
characteristics. Otherwise, you will not be able to articulate the goals and help
others to see the same vision.
7. FORESIGHT

Closely tied to conceptualization, foresight extends beyond articulating the end

goals. It’s also about creating a map and timeline for how to get there. This
requires a special presence to understand what has happened in the past, what is
happening in the present, and the consequences of your decision.

To have foresight and effectively communicate it, you must always be processing
information and changes to expectations, then have the ability to clearly deliver a
message on how that impacts your projections. Often, this is one of the 10
characteristics of servant leadership that people struggle with the most because it
seems to be a little vague.

8. STEWARDSHIP

Servant leaders empower others to achieve goals as a team and organization.

Stewardship is a key component of that because it focuses on trust that has been
developed as the lifeblood of the organization.

A steward is the person leading the way in a dark tunnel and holding the light to
help others see... but it’s impossible for a leader to be everywhere at all once, to
oversee all the key elements and decisions being made on a regular basis.

Peter Block, an American author, consultant, and speaker in the areas of

organization development, community building, and civic engagement, suggests
that stewardship is about “accountability without control or compliance.”

In other words, every member of a team or organization does their best to serve the
needs of others, not because they have to, but because they want to in order to help
the team.

9. COMMITMENT TO THE GROWTH OF OTHERS

Over the years, the concept of helping others grow has become an important part in
every leadership theory; true leaders want to help others succeed. Servant leaders
focus on this at least as often, if not moreso, than other leadership models—
with transformational leadership being similar with a few key differences—
because they are focused on building others up.

true leadership isn’t about being in charge all the time. For instance, if you’re currently in
college, you are only going to be here for about four years. If you are a leader of an
organization, part of your responsibility is preparing those who come after you with the
knowledge and skills you have acquired so that the organization can continue successfully
long after you’ve moved on.

In the workplace, the same concept applies. If you’re the CEO, you cannot be responsible for
every action. To grow the organization, you also cannot be the only leader. In other words,
every task and every project cannot go through you. Instead, you must develop leaders
throughout the organization and empower them to make decisions that will help the team.
Your goal is to learn how to be a leader, live those characteristics, and then teach others how
to become the leader. Often, the hardest part comes last--though it can also be most
rewarding--which is to stand back and let the leaders you’ve developed flourish.

10. BUILDING COMMUNITIES

Finally, servant leaders need to empower the community as a whole. That

community can be a small team inside a large organization, your town, or even
your own company.

When you have reached this 10th principle, you are committed to building
connections within the organization so that again, you’re not the focus. Instead,
teammates have that same bond to others and can reach out to them instead of all
relationships revolving around you.

This spider web of connections encourages empathy among people, not just
flowing between you and the rest of the team. This type of relationship-building
between members of the community builds trust and moves the organization
forward at the same pace. Now, the team will be more fruitful because they are all
comfortable communicating with one another and can easily get and stay on the
same page.

What does servant leadership look like in practice?

Successful servant leaders have a genuine desire to serve employees. They’re

also effective, charismatic decision-makers and clear when they set
expectations. 

Here are some concrete examples of servant leadership. 

1. Being an example — humility, authenticity, and trust

Humility  must be the foundation of your leadership. If you speak out of superiority
and power, your subordinates will do what you say out of fear. Instead, your
actions and words should be a credible and genuine model to follow. 

2. Showing why the work is essential — awareness and purpose

In the mechanism of a clock, each part is crucial. The same goes for any team.
Each employee is essential to the team’s operation.

Making sure this message reaches employees can increase their motivation. It
can also enhance their performance.
One way to do this is by talking explicitly about the downstream impact of their
work. You can show them the impact both inside the company and out.

Talk less about numbers and metrics and more about the person or people who’ll
use and build on what they’ve done. Always link their specific achievements to
wider organizational goals. This fosters a deeper connection to the company’s
mission.

Most importantly, recognize the good work they are doing. Many
workers consider recognition of their achievements  to be the most important
aspect of a role.

3. Encouraging collaboration — community-building and commitment

As a servant leader, you’re the engine that generates a sense of community

and teamwork .

Increase collaboration by encouraging employee commitment to each other. You

can also encourage them to delegate responsibility . Finally, you can involve team
members in decision-making processes.

For example, ask them what they’d like to do on that new project or how they
think they can add value to their work. The key here is to be patient and take the
time to do this. It can be so tempting in today’s busy world to just get through the
day without caring for your employees and their needs — but servant leaders are
different. 

4. Supporting the team's growth and development — foresight and resourcefulness

Identifying and anticipating the needs of employees is a major aspect of the

servant leader’s role.

For example, when assigning project duties to each team member, make sure
you provide the resources or the ability to procure them. Act from a service-first
mindset, and you’ll truly empower them to accomplish their tasks.

5. Caring for the members of the team — empathy and compassion

Similarly, the servant leader will cultivate a friendly environment. In this

environment, employees should feel comfortable. They shouldn’t feel threatened
by expressing specific complaints or asking questions.

In this context, it seems especially important to favor empathy and

understanding. For example, when your employee comes to you with a complaint
about a coworker, you don’t dismiss it because you’re busy. You take the time to
help them work through the conflict and ultimately resolve it. You’re
compassionate. 
6. Asking for feedback — listening skills

Promote a sufficient level of relationship with the employee that favors active and
close listening. A servant leader asks open-ended and follow-up questions  as a
matter of course, not just when something’s wrong. They’re receptive to
feedback — they don’t just give it.

How to become a “servant first” leader

1. Build strong communication skills

Servant leadership theory is built around getting the most out of your team. To do
that, you’re going to need to be able to communicate organizational objectives
and missions clearly. This is so that they are properly equipped to make wise
decisions.

Working on communication skills  such as conciseness, body language , and

clarity will help you achieve this.

2. Improve your listening skills

Communication isn’t all about what you say, though.

This management style is all about hearing your team members’ points of view.
Practice your active listening skills  to really understand their decision-making
process.

3. Develop empathy

Empathy is crucial in a leadership role. It’s especially important for servant

leadership. Empathy means being able to put yourself in another person’s shoes.
It allows you to see things from their perspective.

This is a vital skill to practice if you’re looking to become a transformational

leader.

4. Work on your self-awareness

Charismatic leaders  may be charming and great at communicating their ideas.

But it’s important that they are also strongly aware of their own limitations.
Developing your self-awareness  means noticing how you act and what you say
and the impact it has on those around you. Part of this is also recognizing where
your actions don’t align with your ideal vision of yourself and determining a clear
path to rectify this.

5. Learn to use your influence for good

Persuasion is a part of being a good leader. It means being able to convince

others that your thinking is the right path .

This skill might be seen as a slightly different leadership style from servant
leadership. But there’s a place for persuasion as a servant leader.

Here’s an example. If your team is divided on an issue, you may need to bring
your skills of persuasion and influence  into play to land on a unanimous decision.

6. Start putting others first 

An autocratic leader is one who looks out for themselves primarily. That’s the
opposite of the servant leadership model.

To be an effective leader, it’s important to develop your selflessness. This means

you look out for the goals and well-being of others before you think about your
own goals.

Of course, there’s a line to respect. You still need to look after your own well-
being. But the point is to deprioritize your own agenda.

Doing so will improve employee engagement, which is a factor known to increase

employee performance by as much as 73% .

7. Keep the organization’s goals in mind

The servant leadership approach still centers around achieving organizational

goals. This is true even while prioritizing team engagement.

As such, it’s important to keep these goals in mind. Don’t let the interests of any
individual move the needle to a point where you are no longer following these
objectives.

Your job as the leader is to guide the team toward a decision that makes sense
with the company’s vision in mind.

8. Learn how to develop others holistically

Other leadership styles have different approaches to developing employees.

Usually, the goal is to improve employee efficiency and productivity. This is true
for democratic leadership  or autocratic leadership.
Efficiency and productivity are still important under the servant leadership model.
But it’s just as crucial to coach each team member  so they can develop better:

 Decision-making skills
 Communication skills
 Big-picture thinking

Developing your direct reports more holistically will improve team

capabilities. It can also increase employee engagement.

Employ servant leadership at any level

It’s not necessary to have a highly influential role in your company to start
practicing the servant leadership style. But it’s a practice that has a huge impact
on employee well-being and engagement.

Lead projects by supporting the rest of your colleagues, addressing their needs,
and providing resources and support. This can create positive results at any
level.

Practice your communication skills, develop empathy, work on your self-

awareness, and be sure to focus on developing your employees more holistically.
Do this, and you’ll be well on your way to becoming a capable and effective
servant leader.