The Power of Servant Leadership on Employee PerformanceEssay

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Servant-Leadership Assessment of a Community College Employee

Broadly, servant-leadership involves the process of serving others. In the economic platform, it concerns influencing assets with an aim of acquiring worthwhile change. All entities implement the practice to transform their organizations and enhance success by inspiring people. The initial stage of servant leadership is drafting a vision. In this case, the leader has to consider the broader picture. They have to recognize complex problems at an early stage and have the ability to implement effective solutions. Additionally, servant leadership involves an optimistic character and empathy for people. To achieve this, the leaders have to lead through service. The purpose of this paper is to identify components that facilitate the process of determining whether someone is a servant-leader in training. Besides, the paper mentions some changes that can make an individual a more effective servant-leader.

Primarily, the goal of servant leaders is to strategize how they can serve other people. During training, various traits can be associated with servant leadership. For instance, it can be identified that an individual is dedicated to providing solutions to problems affecting others. He or she takes the practice as his or her responsibility to enhance the well-being of those they serve. For this reason, it is appropriate to mention that servant leaders are constructive and transformative. Whenever a problem emanates, servant leader implements nautical concepts that assist in providing effective solutions. During training, a servant leader can be identified by his or her visionary capabilities. In this case, they have the capability to apply responsive ideas that change the course of direction. It is pertinent to mention that servant leaders have curiosity and adventurous traits. For instance, one thinks of different ways to solve a problem. Out of the usual manner, they develop other significant methodologies that help in identifying an efficient solution (Sipe, & Frick, 2009).

Persistence is another vital character possessed by servant leaders. They have the ability to overcome obstacles that come their way. Training sessions can identify this character through the challenges that an individual has overcome in his or her life. For instance, good servant leaders solve many problems during their young stages (Spears & Lawrence, 2002). In this case, they are determined to meet and solve most problems that emanate throughout their career. It is because of this characteristic that other people are motivated to follow them. People trust that the leader has a way to overcome physical handicaps that might arise. Besides, they can transform adversity into wisdom and implement it in motivating others. In most cases, a servant leader should always be motivated (Parris, & Peachey, 2013). It is because of this trait that he or she motivates others to carry on. During training sessions, individuals who possess this trait are likely to become servant leaders. Naturally, they motivate people to achieve greatness by applying effective problem-solving strategies. A servant leader should be ambitious and have plans for those he or she serves. For this reason, they are good at delegating tasks to others and ensuring that they are completed in time (Greenleaf, 2002).

Evidently, servant leaders portray characters that enable them to identify problems that affect the company. Therefore, they have to organize and initiate solutions that will enhance the well-being of the entity's stakeholders. Effective servant leaders use effective frameworks that bring positive results for the business. Such frameworks are vital because they guide the leaders on the perfect protocols to follow and deliver the required results. During the training phase, recruits with a potential of becoming servant leaders are conversant with the guidelines. More so, they have the interest to learn. As a result, they acquire necessary skills of developing effective approaches towards leadership. In this case, they have to evaluate both advantages and disadvantages of each framework (Spears & Lawrence, 2002).

Effective servant leaders implement the democratic leadership strategy. In this case, the make final decisions but include other stakeholders in the decision-making process. Notably, this character trait can be identified in individuals during the training process. Individuals with the characteristic involve other team members before they make a final decision. It is pertinent to note that this methodology is effective because it ensures that all loopholes have been eradicated. Other team members are necessary because they help in identifying any mistake in the decision made by the leader. As earlier mentioned, the primary objective of servant leadership is to facilitate the well-being of people served by the leader. Therefore, the democratic leadership style is the most applicable methodology that the leader can implement. Through the strategy, other stakeholders experience high job satisfaction hence increasing their productivity. Moreover, the leader ensures that all the decisions made enhance the achievement of positive results (Thompson, 2000).

However, servant leaders should be careful when implementing this leadership technique. An effective leader should be smart enough to integrate different methodologies. For instance, he or she should learn to incorporate the strategy into the path-goal methodology. The process enables the organizations to stay oriented towards the set institutional objectives. The path-goal technique ensures that the servant leader considers the needs and wants of his or her team members (Parris, & Peachey, 2013). In the training process, the notion can be identified of those people that consider the wants and needs of their team members before making a final decision. When servant-leaders with high capabilities have complex tasks, they implement a different leadership approach from people with low skills. In this case, they implement the path-goal technique to recognize the most appropriate leadership methodology to apply. Significantly, the process of devising the most applicable approach is based on the needs and interests of the people. Additionally, it is also influenced by the complexity of the task as well as the immediate environment (Spears & Lawrence, 2002).

Arguably, diversity is a necessary characteristic that the servant leaders should have. They are expected to handle and address various issues that affect their people. For this reason, they should provide options and ideas that enhance the achievement of permanent solutions. Besides, a good servant leader should use his power in an honest manner (Greenleaf 2002). Their leadership and power should be used in a legitimate manner for the well-being of the people they serve. In this case, they should consider leadership as a means of achieving the general good. They should not utilize this to achieve their personal desires (Sipe, & Frick, 2009). The notion can be identified in 'The mission' film. Father Gabriel is a Jesuit, who has a mission of spreading the word of God. However, it can be identified that he uses his power in a peaceful and legitimate manner. For this reason, he attracts people and acquires a large congregation. As a servant leader, he facilitates the well-being of his people under all circumstances. Although political developments threaten the mission's work, he does not stand down. In various scenes, the audience can identify instances in which Gabriel has protected his congregation. The film expresses the conscience-challenge that leaders face because of power, greed, and violence (Parris, & Peachey, 2013).

Necessarily, a servant leader needs to undergo some changes to fit in the role. Comparatively, the lifestyle of a normal person is much simpler than that of a servant leader. Because a he is the head, the people around view him or her as a forerunner. The fact that an effective leader is a servant justifies the role they are required to play. While carrying out the duties accompanied by the title, Servant leaders need to change some aspect in their life. These can be either cultural or social, but in any case, the change is inevitable (Spears & Lawrence, 2002).

An efficient servant leader needs to be more of a listener. The reason is that the essential characteristic of a servant leader is to listen to the plight of his people. In this case, the leader needs to adjust his or her listening abilities. However, leaders should not only be effective listeners, but they also need to take action. According to iLEAD, a sub-associate of Saint Louis University that trains young leaders, many heads are not prepared to listen to their people. The published report asserts that over forty-five percent of leaders in Central America have not adapted to listening to their style of leadership (Thompson, 2000).

In any company, a servant leader needs to be a self-driven individual with no selfish ambitions. Many leaders often are misled in the process to engage themselves in greedy practices. Once a person is endowed with the responsibility of a servant leader, personal desires should be considered. Although the responsibility comes with many enticing opportunities, it is important not to let them surpass the initial role of the position. A professor in business relation was quoted in a business weekly magazine stating that majority of the leaders end up creating a rift in the workplace due to selfish gains (Liden et al., 2015).

A true servant leader is an individual who is wise… [END OF PREVIEW]

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