Servant Leadership in Programmes: Gift or Guff?

Is your Programme Leadership style in demand or disappearing? We're seeing a steady rise in servant leader characteristics on complex programmes. But what are they and is this approach in line with your leadership style?  

Dive into our latest issue of the Tackling Transformation Series, exploring servant leadership in transformational roles! 

Discover the gift and guff of this dynamic leadership style and share your thoughts in the comments below. How do you envision servant leadership shaping the future of work in your organisation? 

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Context

Imagine yourself standing at the forefront of a monumental transformation programme, a programme that promises to redefine the trajectory of your organisation. The weight of responsibility hangs heavy on your shoulders as you survey the landscape of change before you. This isn't just any project; it's a pivotal moment in the history of your organisation, a moment that will shape its future for years to come.

You find yourself navigating through a maze of complexities – regulatory upheaval, technological advancements, shifting market dynamics – all while striving to steer your team toward a common vision. Every decision you make, every strategy you implement, carries profound implications not only for the success of the programme but for the livelihoods of those who depend on it.

In the midst of this whirlwind of change, you're confronted with a critical question: what leadership approach will best guide you through this transformational journey? It's a question that demands careful consideration, for the path you choose will influence not only the outcome of the programme but the culture and ethos of your entire organisation.

In this high-stakes environment, traditional leadership paradigms may fall short. The top-down, command-and-control model that once served as the cornerstone of leadership effectiveness may prove inadequate in the face of unprecedented challenges and rapidly evolving dynamics. This is where the concept of servant leadership emerges as a beacon of hope – a fresh perspective that challenges the status quo and offers a path forward rooted in empathy, collaboration, and empowerment.

As you stand at this crossroads, contemplating the best course of action, the notion of servant leadership beckons you with its promise of a more humancentred approach to leadership. But what exactly does it entail, and how might it shape your role as a transformation programme director? Let’s embark on a journey to unravel the mysteries of servant leadership and explore its relevance in the context of transformational change.

Buzzword: Servant Leadership

"Servant leadership" has become a buzzword in management circles, particularly in the context of transformational change. It's a phrase that captures attention, ignites curiosity, and sparks debate in equal measure. But what lies behind this concept, and why has it captured the imagination of leaders and practitioners across industries?

To understand the significance of the servant leader model, we must first unravel its origins. Think back then to the age of bell-bottoms, Simon & Garfunkel and the Ford Cortina. The term "servant leadership" was coined by Robert K. Greenleaf in his seminal essay "The Servant as Leader," published in 1970. Greenleaf, a former AT&T executive, proposed a radical reimagining of leadership that challenged conventional wisdom at a time when this behemoth of an organisation searched for a bridge over the troubled waters of deteriorating telephone service provision. Rather than viewing leadership as a position of power and authority, Greenleaf argued that true leadership stems from a desire to serve others and facilitate their growth and development.

At its core, the servant leader model represents a fundamental shift in mindset – a departure from the notion of leadership as a means of control and dominance toward a philosophy centred on humility, empathy, and stewardship. Servant leaders prioritise the needs of their followers, seeking to empower them, nurture their talents, and foster a sense of community and belonging.

What is it?

At its essence, servant leadership is characterised by a set of core values and behaviours that distinguish it from other leadership styles. These include:

• Empathy: Servant leaders possess a deep sense of empathy and compassion for others. They seek to understand the needs, aspirations, and challenges of their team members and strive to create a supportive and inclusive environment where all individuals feel valued and respected.
• Humility: Servant leaders eschew ego and self-aggrandizement in favour of humility and modesty. They recognise that leadership is not about wielding power or seeking personal glory but about serving the greater good and empowering others to succeed.
• Empowerment: Servant leaders empower their team members to achieve their full potential. They provide guidance, support, and resources to help individuals grow and develop, fostering a culture of continuous learning and improvement.
• Stewardship: Servant leaders view themselves as stewards of their organisation's resources and mission. They take responsibility for the well-being of their team members and the broader community, striving to make ethical and sustainable decisions that benefit all stakeholders.

In practice, servant leadership manifests in a myriad of ways, from actively listening to team members' concerns to soliciting feedback and involving employees in decision-making processes. Servant leaders prioritise the development of their team members, providing mentorship, coaching, and opportunities for growth and advancement. They lead with integrity, transparency, and authenticity, earning the trust and respect of those they serve.

Ultimately, servant leadership is not just a leadership style – it's a philosophy, a way of life that challenges us to transcend our self-interest and embrace a higher purpose. By embodying the principles of empathy, humility, empowerment, and stewardship, individuals have the opportunity to make a profound impact on their organisations and communities, creating environments where everyone can thrive and succeed.

Gift or Guff?

Now, let's delve deeper. Is servant leadership truly the panacea it's touted to be, or is it merely another passing management fad? The answer is nuanced.

Gift

• Empowerment: Servant leadership can unlock untapped potential within teams, fostering innovation, creativity, and a sense of ownership.
• Employee Engagement: By prioritising the well-being and development of team members, servant leaders can cultivate a motivated and committed workforce, leading to increased productivity and morale.
• Long-term Success: Building strong relationships and fostering a culture of trust can lead to sustainable organisational success, with employees feeling valued and invested in the company's mission.

Guff

• Perceived Weakness: In environments that prioritise traditional hierarchical structures, servant leadership may be perceived as a sign of weakness rather than strength, potentially undermining the leader's authority.
• Time-Intensive: Investing in the growth and development of team members requires time and patience, which may not align with short-term organisational goals focused on immediate results.
• Risk of Exploitation: Without clear boundaries, there's a risk that servant leaders may be taken advantage of by team members who don't share their commitment to the collective vision, potentially leading to resentment or conflict.

Reality of the outcomes

To truly gauge the effectiveness of servant leadership, let's explore hypothetical scenarios that illustrate its potential impact.

Gift

• Empowerment and Innovation: Imagine a team working on a high-stakes project under the guidance of a servant leader. By prioritising open communication and fostering a culture of trust, team members feel empowered to share their ideas and take initiative. This collaborative environment sparks creativity and innovation, leading to breakthrough solutions and driving the project's success.
• Employee Satisfaction and Retention: Consider a company where the CEO embodies servant leadership principles. By actively listening to employees' concerns, recognising their contributions, and providing opportunities for growth and development, the company experiences high levels of employee satisfaction and retention. As a result, the organisation benefits from a motivated and engaged workforce committed to achieving shared goals.
• Organisational Resilience: Picture a crisis situation where quick decisions and decisive action are necessary. A servant leader, who has built strong relationships and earned the trust of their team members, navigates the challenges with grace and empathy. By prioritising the well-being of their employees and maintaining transparent communication, they rally the team together, fostering resilience and ensuring the organisation emerges stronger from the adversity.

Guff

• Undermined Authority: In some cases, adopting a servant leadership approach may lead to challenges in maintaining authority and making tough decisions. If team members perceive the leader's willingness to serve as a sign of weakness, it could undermine their ability to effectively lead and drive results.
• Resource Constraints: Implementing servant leadership requires investment in time, effort, and resources to build relationships, support team members, and foster a collaborative culture. In resource-constrained environments or during times of urgency, leaders may struggle to allocate sufficient resources to effectively practice servant leadership, leading to frustration and ineffectiveness.
• Resistance to Change: Not all organisational cultures are conducive to servant leadership. In environments where hierarchy and command-and-control structures are deeply ingrained, leaders may face resistance from both employees and upper management when attempting to implement servant leadership practices. Overcoming this resistance requires patience, perseverance, and a willingness to challenge the status quo.

In these hypothetical scenarios, we see the potential benefits and challenges of servant leadership in action. Ultimately, the reality of outcomes depends on the context in which servant leadership is applied and the commitment of leaders to uphold its principles in practice.

Is it easy to use

Implementing servant leadership isn't without its challenges.

Gift

• Start Small: You don't have to overhaul your entire leadership approach overnight. Begin by actively listening to your team members and empowering them to take ownership of their work. Small gestures of kindness and support can go a long way in building trust and rapport.
• Lead by Example: Show your team what servant leadership looks like in action. By demonstrating empathy, humility, and a willingness to serve, you'll inspire others to follow suit and create a culture of mutual respect and collaboration

Guff

• Resistance to Change: Some team members may be skeptical of servant leadership, especially if they're accustomed to more traditional hierarchical structures. It may take time to win them over and build trust, requiring patience and perseverance on the part of the leader.
• Balancing Act: Finding the right balance between serving the needs of your team and achieving organisational goals can be challenging. It requires strong communication skills and the ability to make tough decisions when necessary, navigating competing priorities and conflicting interests.

Are you rethinking your leadership strategy for lasting impact?

So, where do you stand? Is servant leadership something you're considering incorporating into your leadership toolkit? Before you answer, consider this: servant leadership isn't a one-size-fits-all solution. It requires a genuine commitment to putting the needs of others first and a willingness to challenge the status quo. However, the potential rewards in terms of employee engagement, organisational success, and personal fulfillment are immeasurable.

Conclusion & recommendations

In conclusion, servant leadership holds tremendous promise as a transformative approach to leadership, particularly in the context of complex and dynamic transformation programmes. By prioritising the needs of others and fostering a culture of collaboration, empathy, and trust, servant leaders can inspire teams to achieve remarkable results and create lasting positive change. As you navigate your own leadership journey, consider how you can incorporate servant leadership principles into your approach, one step at a time. Remember, the true measure of a leader isn't just in the results they achieve but in the lives they touch along the way.

And finally...

Here at Digiworkz we run the only business transformation specific workshopson collective intelligence for curious Programme Managers and Directors. Get in touch to find out how you can attend.