presentation of servant leadership

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• Leadership |
• Servant leadership: How to lead by serv ...

Servant leadership: How to lead by serving your team

Servant leadership is a leadership model developed by Robert K. Greenleaf. Servant leaders display characteristics such as strong listening skills, empathy, self-awareness, and the desire to create a healthy work environment. Read our tips on becoming a servant-first leader and find out what the pros and cons of this leadership style are.

Kurt Lewin (authoritarian, democratic, and laissez-faire), Daniel Goleman (emotional leadership theory), and Bernard M. Bass (transformational leadership) are all well-known leadership researchers. Perhaps a lesser known but nonetheless interesting approach to leadership was developed by Robert K. Greenleaf in the 1970s: servant leadership.

What is servant leadership?

Servant leadership is a leadership approach that puts serving others above all other priorities. Rather than managing for results, a servant leader focuses on creating an environment in which their team can thrive and get their highest-impact work done.

Robert K. Greenleaf distinguished between two different types of leaders: servant-first and leader-first.

A leader-first leader will be more likely to focus on being direct and achieving personal and professional goals . Their main focus will be to grow their own career through their team’s performance and output.

A servant-first leader surrenders most of their authority and puts their team first. It’s a selfless type of leadership that focuses on the well-being and long-term growth of team members.

Although the words “leader” and “servant” may seem paradoxical, leaders who serve their team by encouraging growth, offering a sense of purpose, and presenting a clear vision create an environment in which team members feel welcomed and supported.

Servant leadership vs. traditional leadership

So how does servant leadership compare to more traditional leadership styles?

The biggest difference between traditional and servant leaders is where their motivation lies. While traditional leaders care mostly about their own advancement, servant leaders want to see their whole team grow and succeed. 

A traditional leader will measure success through results and prioritize shareholders over their customers and teammates. A servant leader puts their team first, customers second, and shareholders last. While this may not be the fastest way to success, it can be more sustainable. 

Finally, a traditional leader will use their authoritative rank to stand above others, which reflects in their communication style as well. Servant leaders view leadership as an opportunity to serve others, so they’ll focus on listening and understanding their teammates versus speaking to and commanding things from them.

Regardless of what communication style you use, your team can benefit from clear communication and dedicated 1:1 time. Make sure you’re giving team members a space to build trust and be heard, no matter which leadership style you practice. 

Origin of servant leadership

The idea of servant leadership came to Robert K. Greenleaf, a retired AT&T executive, after reading Hermann Hesse’s novel Journey to the East . The storyline is simple: A group of men head out on a mythical journey accompanied by their servant Leo who sustains the group with his song and spirit. After Leo disappears, the group falls apart and the journey is abandoned. Years later, the narrator of the story finds out that Leo was in fact the head of the order that had sponsored the journey. He wasn’t just a servant—he was the guiding spirit, their great leader.

As romantic as this may sound, Greenleaf saw parallels to the corporate world.

In 1970, he used the inspiration of Hesse’s story to write an essay that coined a new style of leadership: “The Servant as Leader.” Greenleaf believed : “The servant-leader is servant first [...] Becoming a servant-leader begins with the natural feeling that one wants to serve, to serve first. Then conscious choice brings one to aspire to lead.” 

In 1964, he founded the Robert K. Greenleaf Center for Servant Leadership to advance the awareness, understanding, and practice of this leadership style by organizations and individuals.

Characteristics of servant leadership

Former president and CEO of the Robert K. Greenleaf Center for Servant Leadership, Larry C. Spears , defined the 10 characteristics of effective, caring leaders . They’re based on Greenleaf’s essays and writings and can help you better understand how to be a servant-first leader.

[inline illustration] The first P: Product (infographic)According to Spears, you can learn and develop these 10 characteristics with practice and patience. Here’s how to get started.

1. Listening

Servant leaders prioritize active listening . Communication and decision-making skills are important aspects for all good leaders to practice, but a key characteristic of servant leadership is to listen to their team and gain a deep understanding of what they’re saying.

Robert K. Greenleaf accredited a leader’s listening skills as crucial to an innovative work environment.

Example: When a team member comes to you with a problem, listen to them and make them feel heard. This way, they’ll always feel comfortable reaching out to you.

Empathy is another skill Spears deemed important to become a servant leader. He writes: “The servant-leader strives to understand and empathize with others. People need to be accepted and recognized for their special and unique spirits.”

Example: Always assume that your team members are doing their work with the best intentions. Keep an open mind to foster creativity and courage in the workplace. 

Servant leaders recognize the negative experiences and habits their team members have developed to cope with unpleasant situations.

Greenleaf talked about “understanding the search for wholeness” as something servant leaders and led teams have in common. By prioritizing a healthy work environment and guiding teammates through their healing process, you can create a culture that strives toward this wholeness.

Example: Create an environment that serves your team by providing resources and support such as weekly 1:1 meetings, a mentorship program, or access to mental health care.

4. Awareness

A servant leader’s awareness includes self-awareness and general awareness of their own strengths and weaknesses, as well as those of their team. It allows servant leaders to understand ethics and values from a more integrated and holistic perspective.

Example: To increase your self-awareness , implement an honest and frequent feedback loop where your team can let you know what works for them and what doesn’t. Keep track of your personal goals and plans. You can also take psychometric tests to gain new perspectives on your personality and reflect on how others see you.

5. Persuasion

Servant leaders persuade others instead of using their authority to make decisions. Convincing their teammates of something rather than coercing compliance is one of the clearest distinctions between the servant leadership style and the authoritarian approach.

Using persuasion also helps in building consensus and a level of trust within a team.

Example: Next time your team is making a decision, try using the word “we” instead of “you” when presenting your strategy to make everyone feel more like it’s a team decision and not just you calling the shots. 

6. Conceptualization

Thinking beyond day-to-day realities requires discipline and practice. However, the ability to look at a project, team, or organization from a conceptualization perspective allows servant leaders to keep dreaming of great things. 

Example: Share dreams and aspirations with your team. Short-term goals are important, but with one eye on the horizon, you can continue to inspire your team members even on difficult days.  

7. Foresight

A servant leader is able to anticipate future events and the impact they’ll have on their team. This characteristic isn’t as magical as it may sound but rather a skill that’s developed over time through experience and intuition. 

Example: Use tools like a SWOT analysis to help you better understand past events, manage upcoming projects, and predict future outcomes. 

8. Stewardship or accountability

Stewardship is “the careful and responsible management of something entrusted to one’s care.” In his book on stewardship, Peter Block urges his readers to “act in service of the long run” and in service “to those with little power.”

Inspired by Block’s words, Spears included stewardship as one of the 10 characteristics of servant leadership. It helps servant leaders acknowledge the importance of their responsibilities.

As a servant leader, the stewardship characteristic can help you uphold the trust and confidence given to you by your organization.

Example: If you make a mistake, share the story with your team. Prove that you’re holding yourself accountable, and show your team the steps you took to resolve the issue.

9. Commitment to the growth of people

When you prioritize serving others, your team receives the support and resources they need to succeed. Servant leaders are deeply committed to the growth of their team members. Whether it’s the personal or professional growth of their team members, servant leaders will do anything in their power to support them.

Example: You can show this through concrete actions like allocating funds for professional development , encouraging your team’s decisions, or assisting and supporting your team members beyond their work performance (or even employment).

10. Building community

A servant leader will bring their team together and foster an environment that feels like a community. Connecting your team members with one another will create a level of trust and companionship that will not only help teammates grow on an individual level but also shine through in their performance.

Bringing teams together in a remote world but nonetheless important and possible.

Example: In a virtual team , you can still build a strong community by regularly checking in with your teammates. Whether that’s through weekly 1:1s, virtual coffee chats, or online team-building exercises, it’s important to connect with your team members, regardless of how far away they are.

How to become a servant leader

There are six actionable tips so you can learn to lead as a servant first. 

1. Lead by example

A servant leader will always walk alongside their team members and lead by example . Teams of servant leaders notice that their managers are willing to put the same time and effort into projects as they do and appreciate it. This will encourage teams to work hard and with integrity.

However, leading by example goes beyond working hard together. Servant leaders can also encourage their team members to take time off and recharge by doing it themselves. Teams are more likely to benefit from paid time off or mental health days when their leaders do the same.

Example : As a servant leader you may offer to lend a hand with a task that’s not necessarily part of your job description to support a teammate. This will allow your team members to focus on more important initiatives without worrying that their work isn’t getting done.

2. Show your team why their job matters

Team members tend to care more about their work when they understand how it impacts the larger company goals. Helping a teammate understand that their work matters is a crucial part of being a servant leader.

A servant leader can do this by acknowledging smaller milestones but also by consistently reminding their team of the bigger picture they’re all contributing to.

Example : You can share success stories or ways in which a product or service has positively impacted customers to motivate your team and show them that their work is seen. At Asana, we connect our goals and the work to support them in one place so teams can keep track of their work and see the progress at the same time.

3. Encourage teamwork

Servant leaders know that teams are stronger when they’re putting in a combined effort. They will encourage collaboration by giving each team member space to grow, a place to shine, and a group they can rely on. Creating this sense of community will benefit the individuals and the organization.

Example : You can promote teamwork by frequently scheduling team building activities . Whether that’s through a virtual call or an in-person event, spending fun time together will strengthen your team’s relationships.

4. Help your team members grow and develop

One of the 10 characteristics of servant leadership is the commitment to help your teammates grow professionally and personally. By giving their team members plenty of opportunities to take on leadership roles during group projects, participate in education or development programs, and expand their skills, servant leaders actively contribute to their team’s professional growth.

Example : As a servant leader you can help your team grow and develop by asking for their goals. You can then create learning opportunities and milestones to support your team reaching these goals.

5. Care personally for your team

Besides supporting their team members professionally, servant leaders also take a genuine personal interest in them. The knowledge of what’s going on in their team’s personal lives helps servant leaders lead with empathy.

A teammate that’s going through a rough time personally will appreciate extra support at work and likely return with a sense of gratitude that can boost morale and benefit the team and the project down the road. Servant leaders focus on long-term goals—to care personally for the people on their team helps them create a team with a strong work ethic.

I believe someone who is empathetic, passionate, and has good social skills is more likely to be a great leader.” ”

Example : Ask about your team’s personal lives and share stories of your own to create a genuine relationship. This transparency creates a level of trust that will allow team members to share when they’re in need of extra support at work.

6. Always ask for feedback

Only a leader who is open to feedback and encourages it will be able to stay self-aware (another one of the 10 characteristics of servant leaders). Receiving criticism from their team and others in the organization allows servant leaders to constantly improve their leadership skills.

Teammates who feel empowered to provide honest feedback are also more likely to speak up about issues or roadblocks they encounter with projects, which can help to create an innovative and flexible work environment.

Example : You can end meetings or emails with a few simple questions to gather honest feedback: “Do you have any feedback for me? Are there any things that I can improve on? What’s working well for you?”

Pros and cons of servant leadership

As with any leadership style, there are advantages and disadvantages of being a servant leader. Before adopting servant leadership as your leadership style, take a look at a few other pros and cons of being a servant-first leader:

Fosters strong team culture: Servant leaders give ownership to their team  members to increase their motivation, courage, and creativity.

Creates people-focused culture: Servant leaders establish a people-focused culture by fostering deep, trusting relationships with and between their teammates. This level of trust and connection allows teams to make decisions in the best interest of the organization and everyone involved. 

Boosts team morale: A team that feels seen and valued by their leader tends to have stronger integrity and show a higher level of pride in their work. Servant leaders can boost team morale across teams and help develop future leaders by giving them opportunities to shine.

Formal authority may be lost: Because servant leaders get down on such a personal level with their teams, their formal authority is easily lost. This can become difficult when individuals take advantage of their leader’s transparency. It can also cause confusion when other leaders in the organization take a different approach.

Time intensive leadership style: Servant leadership requires a lot of time, energy, and experience. Servant leaders have to know their team members on a professional and personal level so they can support them to the fullest. 

Team members may struggle with decision making: By giving their team members opportunities to prove themselves, servant leaders also risk overestimating and overburdening their teammates. Individuals that don’t have the courage or confidence for data-driven decision making on their own yet may feel discouraged and lost in a work environment that provides them with this much executive power. 

Finally, keep in mind that the servant leadership style may not align with your corporate performance management or incentive systems, which are often focused on short-term goals. However, you can still implement the servant leadership approach by leading with authenticity, providing direction for your teammates, giving them opportunities to grow and develop their skills, and building a strong community within your team.

Serve your team by being the best leader for them

Whether you choose the servant, transformational, or laissez-faire leadership style as the right approach for yourself (or something entirely different) is ultimately up to you.

We believe that the best leaders are capable of adjusting their leadership style depending on the situation, their teammates, and the needs of particular projects. The best thing a leader can do is to identify the motivators and needs of their team to support them in a way that allows them to thrive.

Related resources

How to give and take constructive criticism

Data-driven decision making: A step-by-step guide

Listening to understand: How to practice active listening (with examples)

How executives and individual contributors differ when it comes to AI

Servant Leadership 101: How to Be a Compassionate Leader

Create a more positive and productive workplace by using these tips for empowering employees through servant leadership.

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Serving your employees’ greater good might be a leader’s best tactic. Research shows that servant leadership boosts profits and employee morale. This ethically-driven management style prioritizes employee support so you can build influence, authority, and collaboration.

If you want to create a positive work environment that allows your people to thrive to their fullest potential, here is everything you need to know about becoming a servant leader. 

What is Servant Leadership? (Servant Leadership Definition)

Servant leadership is a management philosophy that focuses on the growth and well-being of employees as a means to create a thriving organization. Rather than accumulating power, dominating a conversation, or leading with force, a servant leader aims to propel the team forward with their stewardship and community-building. Think of the servant leader as both a coach and a cheerleader for a team:

• They make the plays (set strategic direction)
• They design the training regimen (provide the necessary tools)
• They entrust each player with the responsibilities for their position (allow task ownership)
• They inspire and empower their team to take action

Servant leadership has roots that span back to ancient times. However, retired AT&T executive Robert Greenleaf first coined the term “servant leader” in his seminal 1970 essay The Servant as Leader . After decades in corporate leadership, Greenleaf realized that organizations thrived when leaders acted like supportive coaches who served the needs of employees and the organization. The concept of servant leadership is briefly defined in his assertion that “the organization exists for the person as much as the person exists for the organization.”

Who are Servant Leaders? Servant Leadership Examples

From Abraham Lincoln to Gandhi to Nelson Mandela, servant leaders have empowered entire nations and movements by leading with a “community first” mentality. Instead of hogging the spotlight or using domineering tactics, these humble leaders were known to put their people first and empower them to push objectives forward. 

Legacies can be complicated and nuanced, but based on historical observation, here are some of the most notable historical servant leaders:

• Mahatma Gandhi : Honored as India’s greatest spiritual and political leader, Gandhi led millions of impoverished people to peacefully and nonviolently win India’s independence from Great Britain. 
• Abraham Lincoln : The famed 16th President of the U.S. used servant leadership to lead the country through the Civil War, preserve the Union, and end slavery.
• Nelson Mandela : As the leader of the South African anti-apartheid movement, Nelson Mandela lived by his words: “The first responsibility of a leader is to define reality. The last is to say thank you. In between, the leader is a servant.”
• Dr. Martin Luther King Jr. : As one of the most renowned social justice leaders of the 20th century, MLK Jr. led the Civil Rights Movement with a non-violent, servant approach. He never desired to be remembered by prizes or accolades and instead cared more about helping his people achieve justice. 

You might be wondering how the servant leadership tactics of these religious and political leaders can be applied to your company. While they are incredibly inspirational, many examples can seem out of reach to a modern small business owner or manager. 

Again, it’s hard to know exactly what goes on in the day-to-day of an organization, but these modern-day executives are known for using service-based tactics to lead their teams to success: 

• Jack Welch , Former CEO of General Electric, famously wrote, “Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.” 
• Herb Kheller , Founder of Southwest Airlines, said, “Your people come first, and if you treat them right, they’ll treat the customers right.” 
• Cheryl Bachelder , CEO of Popeyes Louisiana Kitchen and author of Dare to Serve: How to Drive Superior Results by Serving Others said, “The leader must have both – the courage to take the people to a daring destination and the humility to selflessly serve others on the journey.”
• Joel Manby , Former SeaWorld, and Herschend Enterprises CEO said, “Servant leadership brings out the best in people.” 
• Art Bator , CEO of Datron World Communications, Inc. and Founder of Servant Leadership Institute wrote the book Equip to Serve: 100 Ways to Help the Ones You Lead .

Servant Leadership Characteristics: Top 10 Attributes of a Servant Leader

From international political movements to coaching a small team toward a business goal, the principles of servant leadership can be applied to any setting where a group of people needs to accomplish a shared goal. Here are the ten principles of servant leaders defined by Larry Spears and Robert K. Greenleaf Center for servant leadership:

• Listening : While all leaders are valued for their communication skills, the servant leader is particularly committed to intently listening to others. They ensure their team feels comfortable coming to them with problems or concerns. They are receptive to feedback and seek to understand their people without defensiveness or assumptions. They are always improving their listening skills and couple this attentiveness with periods of reflection about how to act on what they’ve heard.
• Empathy : A servant leader is highly emotionally intelligent and attuned to the feelings and perceptions of others. They strive to empathize with their staff or followers and demonstrate concern for their well-being. They are supportive during challenges and ensure that people feel truly accepted as team members. 
• Healing : The servant leader is aware of the broken spirits and emotional hurt of people from all walks of life. They approach management through the lens of kindness and community. They help people feel accepted and safe in a social or work environment. It is also essential that a servant leader has healed their wounds and triggers. 
• Awareness : Self-awareness is crucial for a servant leader to recognize their shortcomings and take action to improve objectively. The servant leader is also acutely aware of the climate in which their business operates and the role of their team within a larger vision. They look at business through a holistic lens (for example, investing in employee training and morale for long-term success) rather than a reductionist or narrow-minded approach (for example, profits first even if it means employee burnout or losing team members).
• Persuasion : Rather than using their authority and power to force people to comply, a servant leader uses their persuasive skills to convince others to take action. They are not interested in coercion or authoritarianism. Instead, they convince their team to join together for goals that meet the needs of the greater good. They build consensus and compromise within groups. 
• Conceptualization : Servant leaders have the unique capability to dream big. They can conceptualize goals and visions that may seem impossible to their followers. Yet their ability to think beyond day-to-day realities helps to inspire and motivate people forward. They are visionaries who can balance logical, daily decisions with long-term conceptual thinking. 
• Foresight : Great leaders can foresee a situation’s likely outcomes by understanding past lessons and making educated predictions. Servant leaders have strong intuition and build trust with their followers by utilizing foresight to instill confidence and take strategic steps forward. 
• Stewardship : Stewardship is the ability to hold something in trust for others. A servant leader stewards the greater good of their team, community, and society. They commit to serving the needs of others rather than controlling them. 
• Commitment to the Growth of People : Servant leaders firmly believe that people have intrinsic value far deeper than their contributions as workers in an organization. They don’t look at their staff as “cogs in a machine.” Instead, they are committed to nurturing their employees’ and colleagues’ personal and professional growth. This can include professional development, taking an interest in people’s suggestions, or helping laid-off employees find new jobs. Servant leaders show genuine care for people’s well-being.
• Building Community : Lastly, a servant leader uses their influence to create a sense of community within an organization. They want to bring people together so that they feel part of a greater cause. This can occur within the business (for example, through staff sports teams or meetups) and outside the workplace (for example, leading a company volunteer day at a local homeless shelter). 

In this TED Talk, professor of servant leadership Thomas Thibodeau dives deeper into how these concepts can be applied in contemporary organizations.

Pros and Cons of Servant Leadership

Like all management styles, servant leadership is only suited to specific personality types and situations. This leadership model may not work for everyone in every situation. The key pros and cons of servant leadership include:  

How to Implement Servant Leadership: 5 Tips to Become a Servant Leader

Servant leadership theory may sound nice on paper, but how does it look in real life? This unique leadership style can require a significant mindset shift from the leader-first mentality. These simple tips can help you transition to a servant leadership style daily. 

• Praise your team before praising yourself

It’s no secret that praising people for their hard work makes them feel appreciated and motivates them to perform better. Studies show that praising employees can improve success and personalized appreciation boosts productivity . Even a simple compliment can make a big difference. But many managers feel uncomfortable or anxious about giving compliments . Moreover, hierarchical leadership styles often praise managers for their team’s accomplishments, while lower-ranking employees go unrecognized.

In other words, hard-working people crave recognition, but they often feel like their efforts go unnoticed because their boss feels awkward about complimenting them. Much of the praise is channeled toward the management level. 

How does servant leadership remedy this paradox? It leads with a “praise my people first” mentality. Servant leaders are humble and don’t hog the spotlight. For example, when Martin Luther King Jr. received the Nobel Peace Prize, his acceptance speech had nothing to do with praising himself. Instead, he highlighted the suffering and efforts of African Americans in the Civil Rights Movement and ensured they received the honor:

“I accept this prize on behalf of all men who love peace and brotherhood. I say I come as a trustee, for in the depths of my heart, I am aware that this prize is much more than an honor to me personally. Every time I take a flight, I am always mindful of the many people who make a successful journey possible – the known pilots and the unknown ground crew.” -Martin Luther King Jr., Nobel Peace Prize Acceptance Speech

The response of MLK Jr. to an award as grand as the Nobel Peace Prize is a great reminder of how servant leaders use the spotlight to elevate their cause, not their ego. Instead of putting yourself on a pedestal for your team’s accomplishments at work, you can: 

• Consistently compliment your team with personalized and timely praise.
• When you are praised, turn the spotlight onto your staff sometimes.
• If you get a raise or a promotion, take your team for a celebration lunch to thank them for their efforts. 
• Report positive feedback about your team to higher-level management. 

Servant leadership is about the “we,” not the “me!”

• Shift your mindset

Much of the servant leadership philosophy starts with a mindset shift. Many modern leaders have been engrained with a cutthroat business mentality—they operate from a place of rugged individualism, authoritarian decision-making, and a “profits first” mentality. While this may work for some organizations, it is incompatible with the servant leadership style. 

If you want to shift to a more “people first” mentality as a leader, simple changes to your thought patterns can help transform your interactions with your team: 

• Empower people by sharing responsibilities

A servant leader is the polar opposite of a micromanager . They are willing to let go of certain responsibilities and give their team ownership of their tasks. Rather than monitoring and controlling every little detail of people’s work, a servant leader trusts that their team can operate independently. Still, the leader is always there to coach and steer them in the right direction. 

Autonomy of tasks empowers people to approach their job with confidence and pride. It motivates employees to feel committed to their work. They can get their work done with the excitement that their name will be stamped on the final product. To allow more task ownership and independence, try:

• Offering more flexible employee schedules so they can use their time management strategy.
• Create a balance between micromanaging and being too “hands-off”. Offer project outlines, open door questioning policy, and periodic check-ins. 
• Allow employees to create their own workload by assigning a few tasks at once and letting them execute how they see fit. 

Remember, micromanagement is the enemy of servant leadership! If you have struggled with micromanagement, you can ease your shift to servant leadership. Henry Steward, CEO of workplace consulting company Happy , believes that micromanagement is the number one frustration employees experience. His key suggestion? 

Give more explicit, clear guidelines, and then offer your team the freedom to execute. 

This might sound like:

• “Here are the guidelines for this upcoming project. The main goal is to X, and the deadline is Y. I believe in your capability to execute it on your own, but please come to me if you need clarification or have any questions. We can check in about your progress in our next meeting.”
• “I made this detailed list of expectations for your new role. All of your training up to this point has prepared you for this, but don’t feel like you’re going at it alone. I am giving you the reins, and please feel free to let me know what I can do to support you through the transition.” 
• “The primary goals of this assignment are X, Y, and Z. I am excited to see what direction you decide to take. As long as you ensure X objective is met, please use your creativity and expertise to make it happen.”
• Practice active listening

Research shows that good listening correlates with better leadership . One could argue that a servant leader cannot exist without superb listening skills. Servant leaders are highly receptive to others’ opinions and feedback. Instead of turning their nose up to subordinates who try to voice their ideas, servant leaders humbly quiet their voices so they can listen to people and make them feel important.

This can look like:

• Offering ample opportunities for their staff to lead meetings, engage in dialogue, and participate in decision-making processes.
• Accepting constructive criticism from their workers and regularly asking for reviews on their performance. 
• Maintaining an “open door” policy regarding any issues in the workplace.
• Being in tune with the body language, tone, and unsaid words of any employee interaction.

To be a better listener, you can also incorporate these charismatic listening cues into your daily interactions: 

• Make eye contact while people are talking to let them know that you are present.
• Use verbal feedback like “mhm,” “aha,” or “wow.”
• Lean in to show you are interested. 
• Protect yourself from wandering thoughts by staying focused with your torso, feet, and eyes facing toward the speaker. 
• Be an emotional highlighter by using your facial expressions to show that you are sad, excited, surprised, or empathetic with what they are communicating. 
• Provide resources to help your staff grow 

Above all else, servant leaders are called to help develop people. They invest in their team so that people feel valued and committed to the organization. Think about it: When someone has invested in you, did you feel more loyal and invested in them? Investments in personal or professional development could reap massive returns for your company in the form of better employee retention, higher profits, and greater productivity. 

To help your staff grow, consider providing these development resources: 

• Pay for employees to attend relevant conferences or seminars.
• Ask about peoples’ career goals and find ways to elevate them toward that trajectory. For example, offer them bigger projects or help them connect with higher-level executives that could aid them in the future. 
• Host retreats or training that add soft skills to your employees’ toolbox. Vanessa Van Edwards, founder of ScienceofPeople.com leads communication-based corporate training to refresh and energize teams.
• If someone shares a struggle they are having (that you can’t fix), follow up with a thoughtful email, including a TED Talk, an inspirational quote, or an article that might help them resolve it. 
• Bring in expert speakers to teach your team about specific topics they care about. Bonus points if you survey them to see what they want to learn! These could be fun skills like cooking, mindfulness or serious skill training like coding and negotiation.
• Gift your staff books on professional and personal development (perhaps one of these 18 Best Business Books for Entrepreneurs or the 43 Best Books for Self-Improvement to Boost Your Confidence ).

Key Takeaways: Practice Servant Leadership with Daily Shifts to Support Your Team 

No one becomes a servant leader overnight, but anyone can apply the principles of this compassionate leadership style. If you want to empower your team by beginning the shift toward servant leadership, remember to:

• Praise your team before praising yourself : Offer regular positive feedback and avoid hogging the spotlight when recognition happens. 
• Shift your thoughts to a “people first” mentality : Notice how traditional leadership styles can engrain certain thought patterns into your daily management activities. Work to shift towards more compassionate and team-oriented ways of thinking.
• Allow ownership of tasks : Give your employees the trust and empowerment to execute tasks and projects independently. Rather than micromanaging, act as a coach supporting them when needed. 
• Practice active listening : Use body language and charismatic cues to show that you care about what your team has to say. Allow them to participate in decision-making processes and maintain an open door for feedback. 
• Invest in employee growth : Build a loyal following by showing that you care about your team’s well-being. Invest in their personal and professional development by helping them learn and advance. 

Finding the right leadership style for you can take time and experimentation, but there is no doubt that you want to bring out the best in your team. If you want be a more captivating leader that people want to follow, learn more about developing your Executive Presence: 10 Ways to Become a Charismatic Leader .

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Chapter 10: Servant Leadership

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Home Blog Business Servant Leadership: Key Principles for Managers

Servant Leadership: Key Principles for Managers

Over the years, many different leadership theories tried to explain how someone wields power and rallies the people around them. Most theories focused on the so-called ‘hard power’ methods — gaining influence via certain leverage, directives, and imposed authority.

More recently, however, social psychologists also realized that there’s another type of leaders, whose influence is gained via “software means” — the servant leader.

What is Servant Leadership?

The term “servant leadership” was originally coined by Robert K. Greenleaf in his 1970 essay . Titled “The Servant as a Leader”, this work conceptualized the key pillars of the servant leadership theory:

“[Servant leadership] begins with the natural feeling that one wants to serve. Then conscious choice brings one to aspire to lead. [A servant leader]  is sharply different from one who is leader first, perhaps because of the need to assuage an unusual power drive or to acquire material possessions.”

According to Greenleaf, a servant leader is someone who puts their needs, wants, and aspirations second to those of the people they are leading. Another defining servant leader trait is the reliance on “soft power” — the ability to build influence via appeal and attraction, rather than coercion. Servant leaders inspire others to do their best work, rather than actively imposing one’s ideas and influence over them in a directive manner.

Servant leadership complements the democratic leadership style and has certain similarities with the Transformational Leadership we described in a separate post about corporate leadership styles .

Servant Leadership Examples

This leadership style is largely focused on outward thinking . Servant leaders are more interested in achieving the greater good for a larger array of people, rather than maximizing rewards for themselves.

Given the above, it makes sense why a lot of customer-centric companies also promote servant leadership. While Jeff Bezos may not be the best example of a servant leader, the general Amazon leadership principles are based around servant leadership principles. The company expect leaders to:

• Develop other leaders and proactively coach/mentor others
• Create and communicate a bold direction that inspires action
• Have more diverse thinking and constantly look for new ways to serve customers better.

Susan Wojcicki, the first marketing manager at Google and the longest-tenured CEO in the history of YouTube, is also often named as an excellent servant leader. Wojcicki isn’t as visible or directive as a lot of other Google executives. But thanks to her softer efforts and unique managerial style, Google has managed to launch and scale their largely successful advertising and commerce platforms. According to Wojcicki , “it’s the people in power who pass power to others…in a way that in the end, will benefit everyone”.

Other frequently named examples of servant leaders include:

• Abraham Lincoln
• Bill Clinton
• Angelina Jolie
• Angela Merkel
• Nelson Mandela

The Main Serval Leadership Principles

While there’s no unified blueprint for “service” leadership, over time different researchers have worked out some defining servant leadership characteristics, skills, and principles that such leaders share.

Some of the famous servant leadership quotes by Robert K. Greenleaf identify a serval leader as someone who can take control of their ego and suppress it in favor of serving others over yourself”.

“Ego is selfishly ambitious. Conscience, on the other hand, both democratizes and elevates ego to a larger sense of the group, the whole, the community, the greater good. It sees life in terms of service and contribution, in terms of others’ security and fulfillment,” Greenleaf wrote in his book Servant Leadership: A Journey into the Nature of Legitimate Power and Greatness.

Additionally, he also highlighted the following important leadership qualities in his series of servant leadership books:

• Good listening: Every good leader should ask themselves “Is saying what I have in mind truly better than staying silence?”. 
• Moral authority: “ If the leader is principle-centered, he or she will develop moral authority. If the follower is principle-centered, he or she will follow the leader. In this sense, both leaders and followers are followers. Why? They follow the truth.”

Darryl Spivey , a senior faculty member at the Center for Creative Leadership (CCL), further explored the examples of servant leadership in the workplace. He determined that grassroots servant leaders tend to:

• Exhibit a wider range of emotional intelligence skills such as curiosity, humility, vulnerability. 
• Have higher situational awareness and the ability to adapt quickly to different communication styles.
• Build workplace relationships through active listening and proactive question asking to better understand and adjust their interactions.

How to be a Servant Leader in the Modern Workplace

Servant leaders are an asset to any workplace as they take on the salient role of not just leading their teams forward, but also ensuring that everyone enjoys the “road” towards the destination.

According to a recent study published in the Journal of Applied Psychology, groups working under a servant leader report:

• A higher justice climate: employees have a higher perception of being treated fairly.
• A positive service climate: teams develop a shared perception of customer service and are more committed to delivering higher service levels.

In addition, service leadership is also said to lead to higher employee engagement and lower levels of employee absenteeism.

The above makes a strong case for promoting servant leadership at the workplace. Here’s how it can be done:

1. Focus on Developing your Soft Skills

According to Larry C. Spears , the president and CEO of The Larry C. Spears Center for Servant Leadership, the 10 most important interpersonal skills for serval leaders are:

• Awareness — General and self-awareness are must-have qualities for such leaders as it helps better assess different issues related to understanding ethics, power, and values.
• Community building — Servant leaders attempt to build a close-knit and effective community among the people they are in charge of.
• Commitment to the growth of people — Ensuring the personal growth of every individual within their organization is another thing servant leaders are vested in.
• Conceptualization — Striking a balance between conceptual thinking and a day-to-day operational approach is what servant leaders try to achieve.
• Empathy — Good leaders don’t reject people even if they cannot fully relate to them. They are empathetic listeners and always strive to understand others before making any judgments.
• Foresight  — Servant leaders understand that their current and past actions will have implications for the future.
• Listening — Receptive listening, paired with periods of self-reflection, is an important skill for serval leaders.
• Persuasion — Such leaders leverage persuasion over positional authority.
• Stewardship — According to the servant leadership theory, leaders need to be “holding their institutions in trust for the greater good of society”.
• Healing — Servant leaders focus on mending relationships and help maintain harmony within the teams they govern.

Spears suggests that developing these skills is critically important for servant leaders.

2. Lead by Example

A servant leader sets the bar for the team they are in charge of. As Amazon suggests: “[Leaders] act on behalf of the entire company, beyond just their own team. They never say “that’s not my job.” 

Becoming a successful servant leader often also means becoming more approachable and down-to-earth when it comes to proactively solving the issues your people are experiencing.

In a separate post, we talk at length about what it means to lead by example and why such an approach to team management has the most merit in the modern workplace.

3. Focus on Forging Trust

When it comes to servant leadership, it’s not just your leadership skills that matter; it’s the trust you managed to instill in others.

If you want to lead via soft power, rather than top-down, directive approaches, you’ll have to learn both to:

• Emanate trust in others
• Learn to trust yourself too

If you are not appearing trustworthy as a leader, few people will follow you. At the same time, if you don’t extend trust to others (and resort to micromanagement ), you’ll have a hard time building a rapport with the people you manage.

How do you build trust with your employees? David DeSteno, a professor of psychology at Northeastern University, recommends the following :

• Focus on building personal connections first: listen, ask questions, and share insights about yourself.
• Don’t withhold corporate information. Share as much as you can with your team regarding your goals, plans, and other relevant information such as financial results, notes from board meetings, and more.
• Give credit when it’s due. Acknowledge individual contributions and don’t hog all the glory.

4. Create a Safe and Inclusive Workplace Culture

In his book Leaders Eat Last , Simon Sinek puts great emphasis on the importance of a leader’s honesty, integrity, and trust as a foundation of a safe workplace.

Sinek suggests that a leadership position comes with an extra responsibility of being the ‘protector’ for the people who stand lower in the hierarchy. However, “ The problem is, for many of the overpaid leaders, we know that they took the money and perks and didn’t offer protection to their people. In some cases, they even sacrificed their people to protect or boost their own interests”. Such behaviors, in turn, create major dissatisfaction among their people.

Good leaders understand that caring for people is among their key responsibilities. And when leaders focus more on their workforce, rather than profit numbers, “then people will follow, solve problems and see to it that that leader’s vision comes to life the right way, a stable way and not the expedient way,” according to Sinek.

To drive positive changes in the workplace, servant leaders should ensure that:

• Every employee understands that their opinion matters and knows the right channels for voicing out their concerns or suggestions.
• Workplace wellness initiatives include not just physical employee safety initiatives, but also those pertaining to mental health.
• Diversity & inclusion initiatives occupy a central position on the corporate agendas,
• Any types of inappropriate behaviors are effectively flagged and addressed.

As Simon Sinek says : “The rank of office is not what makes someone a leader. Leadership is the choice to serve others with or without any formal rank.”

Servant leaders may not always have high formal positions, but they do share certain attributes that help them rally others. The power of servant leadership is salient, yet highly visible through the actions such leaders take and the reputation they gain among their people.

So don’t wait till you are given a new formal title. Instead, start practicing the servant leadership principles if you want to gather support, earn trust, and foster action among the people you work with.

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Awareness, Collaboration, Empathy, Leadership, Management, Outward Thinking, Persuasion, Stewardship, Tunnel Vision Filed under Business

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Servant vs. Traditional Leadership: A Comparative Framework (Plus Free PPT)

Explore the contrasts between traditional and servant leadership. Uncover characteristics and impacts on team morale and productivity. Enhance your leadership approach with our guide.

StrategyPunk

Introduction

Traditional leadership is often associated with a hierarchical structure, where leaders make decisions and delegate tasks to their subordinates. The focus is on achieving goals and meeting targets, with little emphasis on the well-being of the team members. In contrast, servant leadership emphasizes the needs and growth of the team members, with the leader acting as a servant to their followers. The goal is to empower and support the team members to reach their full potential while achieving the organization's objectives.

What is Traditional Leadership?

Characteristics of traditional leadership.

In traditional leadership, trust is not a significant factor. Employees are expected to follow the leader's orders without question, and there needs to be more room for creativity or innovation. While this leadership style may be effective in certain professions, it can lead to low employee morale and high turnover rates in others.

What is Servant Leadership?

Characteristics of servant leadership.

Overall, the servant leadership approach is focused on creating a supportive and empowering environment for employees. By prioritizing the growth and development of their employees, servant leaders can build strong, effective teams capable of achieving great things.

The Differences Between Traditional Leadership and Servant Leadership

Decision-making, motivation and empathy, persuasion and foresight.

Traditional leaders often rely on their authority to persuade team members to follow their lead, and they may need to be open to feedback or suggestions from others. In contrast, servant leaders use persuasion and foresight to influence team members. They are available for input and advice and work to create a shared vision for the organization.

Commitment to the Growth of People

Pros and cons of traditional leadership, pros of traditional leadership.

Traditional leadership is a hierarchical leadership style that has been around for centuries. It is based on a clear hierarchy: the leader is at the top, and the followers are at the bottom. One of the main advantages of traditional leadership is that it provides a clear structure and guidance for the followers. The leader is responsible for making decisions and giving direction, which can help to increase productivity and reduce confusion.

Cons of Traditional Leadership

Another disadvantage of traditional leadership is that it can create organizational conflict. A clear hierarchy can lead to power struggles and competition, harming productivity and morale. Additionally, the emphasis on the leader's authority can lead to a lack of trust and respect from the followers.

Pros and Cons of Servant Leadership

Pros of servant leadership.

In addition, servant leadership emphasizes stewardship and ethics, which can lead to more responsible use of resources and a focus on long-term sustainability. By taking a servant leadership approach, leaders can create a sense of purpose and meaning for employees, leading to greater job satisfaction and a more positive work environment.

Cons of Servant Leadership

Finally, servant leadership can be time-consuming and require a significant investment of resources. Leaders who adopt a servant leadership approach may need to spend more time interacting with employees and addressing their needs, which can take away from other essential tasks and responsibilities.

How to Implement Servant Leadership in an Organization

Building a community, active listening.

Active listening is a critical component of servant leadership. It involves listening to others with empathy and understanding and responding in a way that shows you value their input. To be an effective servant leader, you must be willing to listen to feedback and take action to address concerns.

Self-Awareness

Inclusive leadership is also essential for servant leadership. This involves valuing diversity and creating a culture of inclusion. By embracing different perspectives and experiences, you can create a more innovative and effective team.

Clear Direction

Serving others.

Implementing servant leadership requires a shift in mindset and approach. However, by building a community, practicing active listening, being self-aware, committing to the growth of people, being inclusive, providing clear direction, and serving others, you can create a compelling and inspiring leadership style that benefits your team and your organization.

Servant Leadership Vs. Traditional Leadership: A Comparative Framework

Orientation, power structure, decision making.

In traditional leadership, decisions are made by the leader, often without input from others. In servant leadership, decisions are made collaboratively, with the leader facilitating the decision-making process and empowering others to contribute their ideas.

Communication

Motivation & rewards, performance evaluation.

In traditional leadership, performance evaluation is often based on achieving organizational goals and objectives. In servant leadership, performance evaluation is based on how well the leader has served the needs of others and facilitated their success.

Goal Orientation

Leadership development.

Servant and traditional leadership have different orientations, power structures, decision-making processes, communication styles, motivation and reward systems, performance evaluation methods, goal orientations, and leadership development approaches. By understanding the differences between these two leadership styles, you can choose the one that best fits your organization's needs and goals.

In contrast, traditional leadership can lead to a more rigid and authoritarian workplace. While it may be effective in certain situations, it can also create a culture of fear and resentment among team members.

Additional Resources:

What is servant leadership: framework, 10 principles, and benefits (plus free template), servant leadership: the selfless way to lead your team, servant vs. traditional leadership: a comparative framework, free pdf and powerpoint template: servant vs. traditional leadership framework, servant vs. traditional leadership framework pdf template, servant vs. traditional leadership framework powerpoint template, multi-chapter growth strategy framework (free template).

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How to Be a Servant Leader: 6 Qualities of Servant Leadership

Written by MasterClass

Last updated: Jan 24, 2022 • 2 min read

Robert Greenleaf published his essay “The Servant as Leader” in 1970, effectively coining the term “servant leader.” The essay details how there’s more to being a leader than decision-making skills —the people you lead have to trust you and believe you have their best interests at heart. The servant leadership theory puts an emphasis on facilitating the growth of people around you and serving the needs of others. It is one of many ways to make an effective leader.

Servant Leadership Training: How Can Leaders Learn to Serve?

In today’s dynamic and multifaceted professional landscape, the concept of servant leadership has gained significant traction across various industries, including business , ministry , and education . 

Learn what servant leadership is, the reasons why aspiring leaders should consider this approach, and the critical skills and educational background required to become an effective servant leader.

What Is Servant Leadership?

A servant leader is someone who prioritizes the needs of others, empowering and uplifting their team members to help them achieve collective goals. They lead by example, embodying humility, empathy, and selflessness.

To illustrate this concept, consider these words from 1 Peter 5:2-3 in the New International Version (NIV) of the Bible: “Be shepherds of God’s flock that is under your care, watching over them — not because you must, but because you are willing, as God wants you to be; not pursuing dishonest gain, but eager to serve; not lording it over those entrusted to you, but being examples to the flock.”

Servant leadership is a leadership philosophy that emphasizes the leader’s role as a servant first. Coined by Robert K. Greenleaf in 1970, this approach focuses on the well-being and development of team members, fostering a culture of collaboration, trust, and ethical behavior. 

Unlike traditional leadership models that prioritize power and control, servant leadership prioritizes serving team members, ensuring their needs are met, and empowering them to achieve their full potential.

Why Is Servant Leadership Training Important for Leaders?

Servant leadership training is important for leaders in many different roles. Consider some of the following contexts in which servant leadership training can make a difference:

Business Roles

In the business world, servant leadership can transform an organization’s culture, improve employees’ satisfaction, and drive the organization’s long-term success. Servant leaders in business prioritize the growth and well-being of their employees, which can lead to employees experiencing increased motivation, creativity, and productivity. They also focus on making ethical decisions that serve the best interests of the organization, its employees, and the community at large.

The servant leadership style fosters a positive work environment where employees feel valued and engaged, which can ultimately benefit the organization’s bottom line.

Ministry Roles

Servant leadership in ministry can foster a supportive and nurturing church community. Leaders who serve their congregation with humility and compassion can inspire others to follow suit, creating a ripple effect of positive change. By prioritizing the needs of others, servant leaders who become church ministers can build strong, resilient communities rooted in mutual respect and care.

Education Roles

In educational settings, servant leaders can profoundly impact the lives of both their students and colleagues. By focusing on their students’ development, these leaders can create an environment that is conducive to learning and personal growth. Servant leaders in education encourage collaboration, innovation, and a commitment to the well-being of all members of the academic community.

Servant Leadership Examples

Servant leadership can take many forms. These include:

• Business : A CEO who implements an open-door policy, encourages employee feedback, and invests in professional development opportunities for employees exemplifies servant leadership. By prioritizing their teams’ needs and growth, such leaders can create a more innovative and resilient organization.
• Ministry : A pastor who actively listens to their congregation’s concerns, provides support during times of need, and leads community service initiatives embodies servant leadership. This approach can foster a sense of unity and purpose within the church community.
• Education : A school principal who mentors teachers, supports their professional growth, and ensures a safe and inclusive environment for students demonstrates servant leadership. Servant leaders can enhance the overall educational experience and promote a culture of continuous improvement.

How Can Advancing Their Education Help Professionals Become Servant Leaders?

Earning the right degree can significantly enhance an individual’s ability to practice servant leadership effectively. Education programs such as Bachelor of Business Administration , Master of Business Administration (MBA) , and Master of Arts in Leadership programs that include servant leadership training can provide the theoretical knowledge and practical skills needed to lead with a servant’s heart.

For those pursuing a career in the ministry, degree programs such as Bachelor of Science in Christian Ministries , Master of Ministry , and Master of Arts in Leadership in Christian Leadership programs that offer specialized training in servant leadership principles can help prepare individuals to serve their church communities with compassion and integrity.

Additionally, education programs such as a Master of Arts in Leadership in Higher Education Administration program can help prepare students to serve as leaders in higher education institutions.

Answer the Call to Servant Leadership

Servant leadership is a powerful approach that can transform an organization, a church community, or an educational institution. By focusing on the needs and growth of others, servant leaders create an environment where individuals can thrive. Pursuing an education program that explores servant leadership concepts can help equip aspiring leaders with the skills and knowledge they need to excel in their roles.

Those interested in the role servant leadership can play in the corporate world should consider one of Mid-America Christian University’s online and in-person business degree programs , which offer a foundation in administration and management guided by Christian principles.

MACU also offers a variety of online and in-person ministry degree options that are designed to prepare students with the knowledge, skills, and experience needed to succeed in leadership roles within and outside of the church. In addition, MACU offers flexible education degree programs for those who want to lead with service in the classroom and other educational environments.

To learn more about how a MACU degree can prepare you for a career in servant leadership, explore the program that’s right for you, and take the first step toward becoming a leader who serves.

Recommended Readings:

How to Become a Minister   Types of Business Degrees and When to Pursue Them Business Administration vs. Business Management: Differences in Career Paths

Asana, “Servant Leadership: How to Lead by Serving Your Team” Forbes , “5 Qualities of Servant Leadership in 2024”  Forbes , “The Power of Servant Leadership: Building a Path to Lasting Business Success”   Sermon Central, 1 Peter 5 NIV  U.S. Bureau of Labor Statistics, Clergy  

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The Character of Servant Leadership

Jan 20, 2012

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The Character of Servant Leadership. Is the Character of Servant Leadership working in you? . The Francis A. Schaeffer Institute of Church Leadership Development www.churchleadership.org. Servant Leadership is exercising real, godly leadership!.

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The Character of Servant Leadership Is the Character of Servant Leadership working in you? The Francis A. Schaeffer Institute of Church Leadership Development www.churchleadership.org

Servant Leadership is exercising real, godly leadership! • It is as Christ did when He used a towel, and influencing, equipping, and empowering people to accomplish God's purpose and plan. It is serving others unselfishly while influencing and empowering them to grow in a Christ-directed, purposeful direction. This was an uncommon trait in Jesus’ time, just as it is in ours; do not let it be uncommon for you! Being a leader in the church, or in the home for a husband, is never a force of personality; it is earning that respect because you love and care (1 Kings 3:9; Luke 22:25-28; Matthew 25:21; Mark 9:33-37; John 5:19; Philippians 1:1; 1 Timothy 3:1-5; 2 Timothy 2:24; Hebrews 13:17)

Here is how you can find out. Take a careful look at this character, this Fruit of Servant Leadership from God’s most precious Word, by examining the passages below. Now ask yourself: • How do I exhibit Servant Leadership in my daily life? • What can I do to develop a better willingness to have a serving attitude in leadership and value people rather than manipulate them? • What blocks Servant Leadership from working and being exhibited in me? • How can I make Servant Leadership function better, stronger, and faster, even in times of uncertainly and stress?

What are the opposites? • Manipulation, Political Self-Centered Agendas, and Exploitation! These types of leadership models may be the common approach—so it seems—but they will fragment, and even destroy a church. The leadership for the church must come from the Jesus model, not the business model! Rotten leadership is more destructive than a legion of demons, as it corrupts godly principles and displays a skewed understanding of our call to follow Christ. It seeks its own, and not the Word.

How would you define Servant Leadership? Are you a Leader? Then, how do you lead? If so, is your attitude to serve or to control? Which is God’s model?

A Profile of a Servant Leader • How does manipulating others counteract Servant Leadership? What is the cost to others (God, family, friends, neighbors, church, workplace, etc.) when you are a leader who is self-centered?

What happens to your church and community, and with the opportunities God gives you, when you are in leadership for personal reasons or for control?

What happens to our church and community when those who in leadership are there for personal reasons or for control?

What issue, in our church, would improve with more Servant Leadership?

Real Biblical leadership for the church is never a force of Will or personality. • Leadership embodies the fruit and character of our Lord. It requires being a servant before you attempt to direct others. If a leader just directs and never serves, there is a good chance he is not a real leader; rather, he is a pretender, exercising his agenda—not God’s call and Will.

A Profile of a Servant Leader • Galatians 2:20-21 • Someone who has the attitudes that Jesus had!  

A Profile of a Servant Leader • Someone who has been transformed by Christ, with faith as the core of being, fuelled by Christ, not self! 

A Profile of a Servant Leader • Someone who places other’s needs first!  

A Profile of a Servant Leader • Someone who has eternal values and God's timing in mind!  

A Profile of a Servant Leader • Someone who places integrity ahead of ambition! (I Tim. 3:2a & 7a) 

A Profile of a Servant Leader • Someone who sees glorifying Christ and serving Him as the measure of success!

Servant Leadership Principles • Servant Leaders of Jesus Christ and His church have His “basin and towel” attitude! (John 13:1-17; 1 Corinthians 9:26,27)  

Servant Leadership Principles • Servant Leaders do not neglect their family! 

Servant Leadership Principles • Servant Leaders are not weak--they are meek (strength under control)! Be willing to challenge the system, ask questions, take risks, and, when necessary, be willing to change.

Servant Leadership Principles • Christian leaders and followers must not allow personal agendas or power issues get in the way of God’s Word or of reaching the goal of the church (if the goal is Biblical). 

Servant Leadership Principles • Servant Leaders think strategically, like a quarterback does in football. They see the big picture, what is needed to run plays, see possible options and defenses needed in order to better glorify our Lord in life, programs, and church.  

A Profile of a Servant Leader • Servant Leaders know how to lead themselves and others in order to bring the church deeper into the heart of God so to worship and glorify Him! 

A Profile of a Servant Leader • Servant Leaders are not willing to compromise truth or the Word just to be more effective!

Servant Leadership Principles • Servant Leaders should be able, while modeling the way, to get others to follow, empowering them to grow spiritually and in ministry.  

Servant Leadership Principles • Servant Leaders include the team in all major decisions and strategic planning for the ministry.

Servant Leadership Principles • Servant Leaders remember Barnabus and his relationship to the disciple, Paul. The early church leadership, a model in which we need to apply too, linked them to each other. 

Servant Leadership Principles • Servant Leaders work within their call, gifts, and Scripture. They are open and motivated by the Holy Spirit, which is not just a charismatic thing! (2 Tim 1:6,7)  

Servant Leadership Principles • Servant Leadership is a team approach! The teammates know that working together is giving without receiving, as well as personally and corporately growing spiritually!  

Servant Leadership Principles • Servant Leaders do not forget to support the church’s overall vision and purpose statement, or place personal feelings higher or in place of it. Each team and Servant Leader is a working part amongst the other parts. Just as a car cannot go anywhere with just an engine, each team and leader contribute to the overall mission and purpose of the church.  

Servant Leadership Principles • Servant Leaders know that loyalty, harmony, unity, trust, and commitment come from a collaboratively encouraging environment.

Servant Leadership Principles • Servant Leaders listen to everyone, not just the ones in power or ones who have the influence!

Servant Leadership Principles • Servant Leaders are extremely important! They set the tone for the church. Servant Leaders know that the effectiveness of their empowerment, training, and supervising of the team will determine the effectiveness of the ministry and church.  

Servant Leadership Principles • Servant Leaders can and should expect that Satan will not be happy with them, and must be aware of his various ways of distraction and confusion, especially when success comes which infringes on his ground. The church is Satan’s ground all to often!! 

Servant Leadership Principles • Servant Leaders will resist the latest fads and leadership trends that are unbiblical! Yet, they will use ones to make them more effective that are in character of our Lord! Examples might be budgeting and time management.  

Servant Leadership Principles • These principles will take time to learn, as they cut across what we may have learned in seminary, at conferences, or from high priced consultants. Nevertheless, we are called to run a church this way, His way. We can learn it and implement it!

Do you follow the above servant leadership principles? • Doing church is not about numbers, traditions or what you think church is supposed to be, it is about worship and exercising our trust and obedience in our Lord and Savior Jesus Christ!

Copyright 1988, 1998, 2000 Rev. Richard J. Krejcir, The Francis A. Schaeffer Institute of Church Leadership Development www.churchleadership.org

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