Understanding Servant Leadership and how to implement it in 9 steps

Servant leadership is a philosophy and style of leadership focused on serving the needs of others rather than seeking personal power or recognition. This type of leadership is marked by humility, selflessness, and a dedication to fostering each team member’s growth and potential.

In servant leadership, the leader assumes the role of the servant, prioritizing the team’s needs to create a collaborative and inclusive environment.

Unlike traditional, hierarchical leadership models that often emphasize authority and control, this unique leadership style empowers employees and supports their development.

This builds trust, encourages open communication, and inspires team members to excel by fostering a work environment centered on well-being and mutual respect rather than command and compliance.

Core principles of servant leadership

Servant leadership is guided by several core principles, as defined by Robert K. Greenleaf and later expanded upon by Larry C. Spears. These principles serve as the foundation for creating a culture where leaders are “servant first” and prioritize a supportive, inclusive environment.

Here are the key principles of servant leadership:

1. Listening. Servant leaders actively listen to their team members to make them feel heard and valued, fostering a culture of open communication.
2. Empathy. They strive to understand and connect with others, building genuine relationships beyond transactional work interactions.
3. Healing. Recognizing the importance of emotional and mental well-being, servant leaders are committed to supporting both themselves and their team in a way that nurtures a healthy, balanced work environment.
4. Awareness. Self-awareness and an understanding of the team’s needs and emotions are vital characteristics of servant leadership, helping leaders make informed decisions that consider the broader impact on their team.
5. Persuasion. Rather than relying on authority, servant leaders use persuasion to build consensus and inspire others to work toward shared goals.
6. Conceptualization. Servant leaders think beyond day-to-day tasks, envisioning the long-term impact of their decisions. This forward-thinking approach, known as conceptualization, helps align the team’s work with strategic objectives.
7. Foresight. They anticipate potential outcomes based on past experiences and data, which aids in proactive decision-making and risk management.
8. Stewardship. A sense of stewardship means that servant leaders see themselves as caretakers of their team and resources. For example, Starbucks exemplifies stewardship and commitment to growth by offering employee-focused benefits such as education funding and mental health resources.
9. Commitment to growth. Servant leaders prioritize the personal and professional development of team members, encouraging each person to reach their potential and preparing them for future leadership roles.
10. Building community. This principle involves creating a sense of belonging within the workplace, where team members feel connected to each other and the organization’s mission. Southwest Airlines, for instance, emphasizes building community and values each team member’s input, fostering a collaborative and supportive culture.

While servant leadership has gained increasing popularity for its positive impact on organizational culture, employee satisfaction, and long-term performance, it is not without its challenges.

Like any leadership style, it has both strengths and weaknesses that can influence its effectiveness depending on the context in which it is applied. Below, we will dive into the pros and cons of servant leadership:

Pros of servant leadership

The benefits of servant leadership extend across multiple areas, creating a more positive and effective work environment. Here are some key advantages:

• Positive work atmosphere. By fostering a supportive and respectful work environment, servant leaders encourage a culture of openness and trust, leading to higher morale and collaboration.
• Increased motivation. Servant leaders focus on the growth of people and their individual potential, inspiring team members to reach higher levels of personal and professional achievement.
• Better decision making. By actively listening and including team input, servant leaders make more well-rounded, informed decisions, improving overall outcomes and reducing errors.
• Higher job satisfaction. When team members feel valued and supported, job satisfaction and loyalty increase, leading to lower turnover rates and greater organizational stability.
• Improved communication. Servant leaders prioritize open and transparent communication, which helps team members feel heard and reduces misunderstandings across the organization.
• Greater ethical standards. By focusing on stakeholders’ needs rather than profits alone, servant leaders foster a culture of ethical behavior, social responsibility, and accountability.
• Stronger teamwork. This approach to leadership encourages collaboration and collective problem-solving, building stronger, more cohesive teams.
• Empowerment. Servant leadership emphasizes empowering individuals to take initiative and make decisions, which boosts confidence, autonomy, and innovation within teams.
• Leadership development. By nurturing future leaders and focusing on the development of key leadership skills, servant leaders prepare team members for their own leadership roles.
• Well-being and employee engagement. A focus on team members’ well-being enhances their work experience, ultimately improving engagement and productivity within the organization.
• Fostering more of the best leaders. Servant leaders set a standard for what great leaders should embody, creating a legacy of leaders who prioritize others and promote a healthy, balanced workplace.

Cons of servant leadership

While servant leadership offers many advantages, it also has potential drawbacks that can impact organizational performance:

• Lack of results focus. Servant leaders may sometimes place too much emphasis on well-being, which can lead to a lack of focus on performance and results.
• Difficulty connecting with traditional leadership styles. Employees accustomed to a top-down, hierarchical style may find it challenging to connect with or adapt to a more collaborative leadership approach.
• Risk of passivity. A focus on humility and support can sometimes lead to passivity, where the leader may avoid making firm or unpopular decisions when necessary.
• Limited control. Empowering employees to make decisions can sometimes reduce the leader’s ability to maintain direct control over the team, potentially affecting consistency in direction and objectives.
• Challenges in scaling. Servant leadership is often more effective in smaller teams, where leaders can closely connect with each member. Scaling this approach across large organizations can be challenging.
• Resistance to change. Organizations or employees who are used to traditional leadership may resist adopting servant leadership practices, viewing them as ineffective or unconventional.
• Risk of being taken advantage of. Servant leaders’ prioritization of others can sometimes lead to team members taking advantage of the leader’s supportive nature, which can harm productivity and morale.

Adopting a servant leadership style requires intentional actions that prioritize the well-being and growth of team members. Follow these steps to adopt an effective servant leadership approach, whether in a corporate setting or nonprofit organization:

1. Evaluate current practices

Start by assessing existing leadership practices to identify areas where servant leadership principles can enhance team dynamics and productivity. Look for gaps in communication, support, and empowerment.

Example: At Microsoft, Satya Nadella began his CEO tenure by comprehensively reviewing the company’s leadership culture. He identified that the existing competitive culture needed to shift toward more collaboration and empathy, leading to Microsoft’s cultural transformation focused on a growth mindset.

2. Provide training and development

Equip leaders and team members with servant leadership training, emphasizing empathy, active listening, and collaborative problem-solving skills. This training is especially valuable for organizations transitioning to a new leadership style.

Example: Starbucks implements its “Coffee Master” program, where store managers learn not just about coffee but also about mentoring team members, active listening, and creating an inclusive environment – all core servant leadership principles.

3. Encourage open dialogue

Create an environment where dialogue between team members is encouraged regardless of one’s position — from the bottom up — so everyone feels like they have ownership over contributing ideas or solutions when necessary without fear of reprisal from higher-ups.

Also, ensure transparency between all involved parties so information sharing becomes part of the natural culture within the organization instead of feeling forced or uncomfortable for anyone concerned.

Example: At Zappos, CEO Tony Hsieh instituted an open-door policy where employees at all levels could directly communicate with leadership about concerns and ideas, leading to numerous employee-driven innovations in customer service.

4. Provide continuous feedback

Maintain an ongoing dialogue between management and staff by offering regular feedback sessions concerning individual performance, strengths/weaknesses, etc., while also providing development opportunities allowing personnel to hone skillsets needed to grow professionally long-term basis.

Example: Google’s Project Oxygen uses regular feedback sessions and data analysis to help managers improve their leadership skills, focusing on behaviors that make teams more effective and engaged.

5. Empower employees

Give employees the autonomy and resources to take on leadership roles and make decisions. This will help them feel more engaged and motivated, and it will also help the organization to become more flexible and responsive to changing circumstances.

Example: At Ritz-Carlton, every employee is empowered to spend up to $2,000 per day per guest to solve problems or improve guest experience without requiring manager approval.

6. Lead by example

Demonstrate servant leadership principles through your actions. Model the values and behaviors you wish to see in your team members, showing that leadership involves serving others and fostering a supportive work environment.

Example: Dan Price, CEO of Gravity Payments, famously cut his own salary by 90% to establish a $70,000 minimum wage for all employees, demonstrating his commitment to putting employee welfare first.

7. Foster collaboration

Promote teamwork by encouraging collaboration on projects and recognizing collective achievements. Servant leaders create a culture where team members support each other’s growth and success.

Example: Pixar’s “Braintrust” meetings exemplify collaborative leadership, where directors present their works-in-progress and receive candid feedback from peers in a supportive environment focused on collective success.

8. Communicate the organization’s vision

Communicate the vision and mission of the organization, and make sure that everyone understands how their role fits into the overall goals of the organization. This will help to create a sense of shared purpose and motivation among team members.

A servant leader might hold monthly meetings where team members share how they’ve personally contributed to the mission, from suggesting sustainable packaging alternatives to proposing energy-saving measures in their department, fostering both environmental stewardship and employee empowerment.

Example: Patagonia’s mission to “build the best product, cause no unnecessary harm, use business to inspire and implement solutions to the environmental crisis” is clearly communicated and integrated into every employee’s daily work.

9. Regularly review progress

Continuously assess the effectiveness of the servant leadership approach by gathering feedback and making adjustments as needed. Regular check-ins help the team remain aligned with servant leadership principles.

Example: Organizations can conduct regular “culture audits” where leaders evaluate how well they’re maintaining their servant-first approach through employee surveys, performance metrics, and customer feedback.

Servant leadership is a transformative approach that prioritizes serving team members and fostering a culture of trust, empathy, and collaboration. While implementing this style may require a shift in mindset and some initial training, the benefits can be substantial. Focusing on team members’ well-being and development creates an engaged, productive, and loyal workforce that drives long-term success.

If you’re looking to enhance your leadership skills and embrace the principles of servant leadership, consider enrolling in IMD’s High Performance Leadership program. This transformative six-day program helps hone your unique leadership style, focus your vision, and amplify your impact through a combination of personal reflection, peer feedback, and expert coaching.

By uniquely using participants as their own case studies rather than traditional leadership examples, this learning journey enables personal growth through self-discovery.

It combines psychological safety principles with practical leadership tools, teaching participants to harness emotions, master hostage negotiation communication techniques, and develop as “secure base leaders” who create environments of trust and innovation.

Participants also receive post-program coaching to help implement their personal leadership roadmap and ensure lasting behavioral change.

Enroll today!