Write a 500-750 word analysis in which you discuss the following:
Use a minimum of two scholarly sources to support your analysis.
Format is attached
The servant leader model is an approach to leadership that emphasizes the development of individuals and their teams, not positions. It’s a way of creating positive change in an organization by focusing on people rather than titles. Servant leaders have learned that they can’t get ahead of themselves if they want to stay true to their mission. Instead of focusing on what they want or need from others, they ask questions like: How can I help? What could be done differently today? How might this issue affect other people who work here?
The servant leader model focuses on being of service to others. It is not about you, but rather about the needs of others. Leaders who adopt this approach are focused on how they can help their team or organization achieve its goals by doing what’s best for that person, group or community in which you’re working.
Servant leaders aren’t afraid to ask questions and probe for information if they feel something isn’t right or if there’s an opportunity to improve something within your organization or project team. They also don’t hesitate when it comes time for action; there will be no second guessing when it comes down to making decisions regarding how best serve those around them by implementing new ideas into practice immediately!
The servant leader model is about developing people, not positions. Servant leaders focus on developing their employees, not just their own career. They focus on the team and how it can move forward together as a whole, rather than being focused solely on themselves or a specific assignment within an organization.
The servant leader model encourages the following:
The servant leader model values authenticity, transparency and accountability as essential to leadership. Authenticity is about being true to yourself. Transparency is about being honest with others, even if it means sharing your own imperfections or mistakes. Accountability refers to taking responsibility for your actions and making sure that you are accountable for them in a way that benefits the organization as a whole rather than just yourself or an individual member of it (e.g., “I will do this project”). Servant leaders are honest, open and accountable: they don’t try to hide behind their titles; they act on behalf of all stakeholders without fear fear of repercussions; they give credit where credit is due; they work collaboratively when needed but stand up for what they believe in strongly enough so no one wants anything else done differently than how things are currently operating now (e.g., “Nope! We’re going with this plan!”).
Servant leaders are committed to taking action to make a difference in their work environment and the wider world around them.
Servant leaders are willing and able to take on board new ideas, even if they don’t know how to implement them yet. They don’t simply accept what they have been told; instead they use their own judgment in determining what is best for the company or organisation as a whole.
The servant leader seeks to develop their employees so they can become leaders in their own right – when they’re ready to take on that responsibility.
Servant leaders are not afraid to delegate work and ask for help from others when needed. They also understand that mistakes happen, which is why it’s important for them to be honest about what went wrong and how they could improve next time around.
We hope you found this post informative and helpful. It’s always good to know what makes a great leader, so that you can focus on your own strengths as a leader. If you want more information about how servant leadership can help your business grow or become more successful then check out our website here: http://www.servantleadershipinternational.org/
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