Greg Gelineau, CLTC
~Executive Vice President at American Senior Benefits/Integrity Marketing Group~ 
Top 1% LinkedIn voice /Coach and Business Consultant. #IndustryExpert/#LeadershipExpert/
January 16, 2023
When we talk about being a “Servant Leader”, the differences are:
• A servant-leader’s focus is primarily on other people’s and their organizations well-being and growth.
• The servant-leader isn’t a sole leader with power, but rather, a power-sharer.
• They put other people’s needs above their own and enable their team to grow, develop and perform to the best of their ability.
Somewhere along the lines, the meaning of leadership has been lost. Now, the modern understanding of the word “leader” often correlates with learning how to be the wealthiest person in the room. Yet, the mark of true leadership is transformation. For those who choose this leadership style, success is determined by how many lives they change for the better. Leading with a servant’s heart is the only answer to make a radical change in the world.
Servant leaders commit to asking questions, but more importantly, they actively listen to the answers provided. For instance, someone who has listening skills will often repeat what they’re hearing, which affirms understanding. By doing so, they facilitate constructive conversation and better comprehend the needs of the person or group. Additionally, listening well allows time for reflection and thoughtful responses.
Being empathic is part of emotional intelligence (EI), which is one of the top skills of great executives and managers. EI increases by actively working on self-awareness, self-management, and relationship management. Empathy as a part of a leaders awareness involves social interaction and practicing compassion, concern, or understanding. In short, the more a servant leader gains perspective and walks in others’ shoes, the more they can fulfill their purpose by recognizing and serving the needs of those they lead.
Authority is decentralized in this leadership model. Instead of deploying a top-down command, servant executives and managers guide with influence and persuasion. While persuasion often gets a bad rap, it shouldn’t be confused with manipulation. Persuasive leaders actively listen, look for commonalities, and build bridges. They are experts in getting people to reach their highest potential.
Nurturing the personal and professional development of the people they lead is a core focus of servant leadership. This means recognizing a person’s full potential and providing guidance on how to achieve it. Through consistent motivation, inspiration, and encouragement, managers and executives can influence others to become the best versions of themselves. They also provide mentorship and leadership development opportunities. Ultimately, with their organizations, servants demonstrate a commitment to the growth of others.
Finally, servants cultivate communities where people feel a sense of trust and belonging. As leadership expert Simon Sinek says in an interview with Capture Your Flag, “Trust is not something that can be dictated . . . It’s environmental . . . Leaders determine the environment.”
When executives and managers start serving themselves first, the community’s environment negatively shifts into one where people feel paranoid, anxious, or fearful. Self-interest takes over because those in the organization go into survival mode and trust diminishes. However, organizations built to last have people who put the needs of others ahead of their own. Companies excel when those at the top focus on helping everyone in the business to flourish and fulfill their goals. Ultimately, Sinek says the key is to eliminate self-interested behavior and lead from a place of values and ethics.
