Sara is a new manager in her company. She has been working there for about six months and has just been given the role of manager of an accounting team. The team consists mostly of people who have been with the company for many years and are well-known among their peers. One day after work, Sara was talking with one of her employees when she realized something: “I’m not sure if I’m up to taking on this role,” she said aloud to herself. “I don’t think I’m ready yet.”
Sara had just taken on a new role as the manager of an accounting team. She had worked with some of these people before, but most were new. The transition had been difficult for her and she was struggling with her confidence as a leader.
She wasn’t sure how to lead this team because they weren’t following orders or making progress towards goals set out by management above them.
Sara is a good communicator, listener and problem solver. She also has the talent to delegate tasks effectively. Her leadership style is servant-focused because she cares about people’s well-being as much as her own.
Sara’s team members are grateful for her kindness and willingness to help them solve their problems.
Chris was a hardworking guy, but he was also very blunt and rude to some people in the office. He did not have much experience with the new software, so he made a lot of mistakes.
Sara had asked him to lead this project because she thought that he would be able to get things done well without being too demanding on his team members. This is one way that Sara showed servant leadership by delegating tasks while still maintaining control over what needs done.
Based on my readings about servant leadership and the example given in the chapter, I believe that Sara’s lack of confidence is going to make it difficult for her to lead effectively. She is worried about being perceived as a “weak leader” because she doesn’t have any experience leading others or being in charge of something big. In this case, we can see how these two examples may be affecting their performance as leaders.
Sara’s response is not what a servant leader would do. This is because, as you can see from the example, it involves a lot of yelling and blaming the employee for their own mistakes. A good servant leader will evaluate whether or not they have done enough in order to help that person improve their performance.
Sara’s response does not meet the standards set by our servant leadership framework:
Based on my readings about servant leadership, I believe that Sara’s lack of confidence is going to make it difficult for her to lead effectively. Based on Chris’ behavior and some of the characteristics he showed as a manager when dealing with employees as well, I think Chris is not a good fit for this position either. Even though these two people have different strengths and weaknesses, they both seem like leaders who would need some training or mentoring before they could be effective managers at their company or organization.
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