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Running Head: SERVANT LEADERSHIP EXAMINED

Servant Leadership Examined Alyssa Danielle Denmark Grand Canyon University: Leadership Styles and Development 600 October 26, 2011

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Servant Leadership Examined Servant leadership is a leadership philosophy which was created and defined by Robert K. Greenleaf in 1970. Many leadership and management writers have analyzed Greenleafs original philosophy. The 10 characteristics of servant leadership have been identified as: listening, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, commitment to the growth of people, and building community. These characteristics support the main premise of servant leadership which is true leadership should call us to serve a higher purpose, something beyond ourselves. Servant leadership comparisons show some similarities to each of the other emergent theories. Servant leadership compared to authentic leadership reveals that the theories have a similar focus: integrity, trust, hope and commitment. In addition, both servant leadership and authentic leadership include either explicit or implicit recognition of the role of the leader selfawareness/regulation (Avolio & Gardner, 2005). Servant leadership compared to ethical leadership reveals these theories also have a similar focus in their approach to service and community. In the workplace, altruistic service behavior can be observed in activities such as mentoring, empowerment behaviors, team-building and citizenship behaviors, to name a few (Northouse, 2010). Servant leadership compared to FRLT shows that both styles focus on collaboration. Both approaches have the ability to create positive change within an organization or community. A look at all of the leadership styles mentioned shows a positive approach to moral and ethical leadership. The obvious undertones these theories present are one of integrity, honesty, and an overall intention to lead with the desire to positively affect the followers. They all display the genuine desire to serve others coupled with high importance on values, morals, and ethics with the use of a relationship approach to leadership.

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There are differences between the theories as well. One difference between servant leadership and all the other leadership theories mentioned is that although all theories show concern for their followers, the main focus of each style is different. Servant leaders focus on service to their followers and the alternative theories focus on engaging followers to support organization objectives. Based on the comparisons and differences discussed, there is some information which can be inferred. Servant leadership in theory is the most appealing theory for those leaders who truly desire to impact and change followers lives for the better. Even though many corporations espouse servant leadership, unfortunately I dont believe true servant leadership is really in use. Often times, especially in these economic times, an organizations primary goal of increased revenue when compared with true servant leadership would not produce the results required by those leading the corporation. Conceptualization is one of the attributes listed for servant leaders. Servant leaders seek
to nurture their abilities to dream great dreams. The ability to look at a problem or an organization from a conceptualizing perspective means that one must think beyond day-to-day realities. For many leaders, this is a characteristic that requires discipline and practice. The traditional leader is consumed by the need to achieve short-term operational goals. The leader who wishes to also be a servant leader must stretch his or her thinking to encompass broader-based conceptual thinking.

(Spears, 2010). I agree this perspective requires discipline and practice for many. Not too many years ago, I was extremely short-sighted. In studying business I started to understand the importance of conceptualization. I do believe that some leaders are truly gifted in this arena. I have to work at it. It has become easier for me to conceptualize a product a year in advance, but beyond that I lose clarity. Ive personally experienced several leaders who had the ability to conceptualize the organization fairly accurately in the next 3 to 5 years. One leader who stands out in my mind as someone who truly had this gift was Steve Jobs. He introduced products to

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consumers that they didnt know they needed, such as the iPad, iPod, and iPhone. After each introduction, consumers were hooked. That is the type of conceptualization that I strive to develop. I manage a product suite and although the suite has made some serious strides in the last 15 months that Ive been involved, there is no ground breaking work. I really am proud of the work that has been completed, but I havent had that ah-ha moment with any feature, function, service or product that weve added to date. Its all been done before. Through the duration of this class Ive been thinking about supporting some sort of employee idea program. I know there is a really fantastic idea out there that will elevate the product suite to the next level. I just havent found it yet. It appears that servant leadership is compatible on some level with most religions. The characteristics of the servant leader would seem to build on this premise: listening, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, and commitment and building community. This is compatible with many of the word religions who promote "human dignity, personal responsibility, character, community, the use of power, compassion, stewardship, and justice" (Wallace. 2007). Based on studies of all the leadership theories thus far, its clear there are benefits and limitations to all of them. I believe the transformational approach is the leadership approach that Im most naturally attracted to. That said, there are pieces of each of the theories which have made an impact on my current outlook. The one thing that is crystal clear based on all of the theories and studies and information is, there is no one right leadership style or approach that will fit every situation and/or organization. The best approach is to be informed of all styles and approaches that have been documented, and implement the best approach to the given situation. Great leadership involves the ability to switch between leadership styles fluidly and instinctively

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according to the situation at hand, while balancing the goals of the organization with the needs of the followers.

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References Northouse, P. (2010). Leadership theory and practice. (5th ed., p. 457). Thousand Oaks: Sage Publications, Inc.

Avolio, B., & Gardner, W. (2005). Authentic leadership development

Retrieved from http://keyleadership.com/Downloads/Authentic Leadership Development .pdf

Spears, L. (2010). Character and servant leadership: Ten characteristics of effective, caring leaders. Retrieved from http://www.leadershiparlington.org/EMAIL UPLOADS/Spears_Final.pdf

Wallace, J. R. (2007). Servant leadership: A worldview perspective. Retrieved from http://www.regent.edu/acad/global/publications/ijls/new/vol2iss2/Wallace/WallaceV2Is2.p df