We talk a lot about how to show up as a leader. We offer lists, and tips and article. But we don’t often share what it feels like to be led by a good or not so good leader. And for this blog I want to tell my story about being led.
I had spent almost a decade in Fortune 500 corporate roles, working my way up through positions that afforded me greater experience, engagement and financial security. I liked the challenges I faced, and I liked navigating and problem solving and bringing success to my teams and projects. What had always frustrated me was the feeling of not being heard. And I think back now, and I realize leadership had a lot to do with that.
I remembered the first time I felt a significant boost in my energy and engagement at work. I was sitting in a meeting on a topic we had reviewed no less than three times. I was one of the experts in the room, but I had tired of making points that were never heard. I sat in the back chatting with a friend and colleague. Our new leader walked into the room. Had never met her before. She had clearly researched who people were in the room. She sat and listened for a while. And then the next time we circled a topic, she stopped the conversation and asked me my opinion. She asked, ‘what do you think we should do?’ It sounds like such a subtle, basic statement, but it changed the dynamic and energy for our team for years to come.
My experience continued to change in subtle ways. I would work late in my office, and I’d get a call from our leader from upstairs. I’d be asked to join impromptu meetings or grab some dinner. I was included in events. I saw our leaders work harder, longer hours than the team and then give credit to the group. I watched our leader win awards and line the whole team up on stage to talk about the efforts the team made. And time and time again we saw our leader put the needs of the group before her own ego, we saw her advocate fiercely for opportunities for us, and we built within our team, a community that was strong, confident, effective . . . a team that outperformed all others.
So what made Dawn different? Yes, I’m proud and honored to say my new leader then is now the co-founder of our organization today. Dawn is what we would call, in all aspects, a servant leader. The ways in which she guides, inspires and supports her teams set her apart from more traditional leadership models, especially in corporate organizations. Let’s talk more about what a servant leadership is all about.
Servant Leadership is defined as:
A servant-leader focuses primarily on the growth and well-being of people and the communities to which they belong. While traditional leadership generally involves the accumulation and exercise of power by one at the “top of the pyramid,” servant leadership is different. The servant-leader shares power, puts the needs of others first and helps people develop and perform as highly as possible.
(Source: Robert K. Greenleaf Center for Servant Leadership https://www.greenleaf.org/what-is-servant-leadership/)
To put it simply they: Putting Team First, and Self Second
So how to you know if are, or work for, a Servant Leader? Here are three characteristics we have observed in Servant Leaders:
Commitment to the growth of people
They are commitment to the personal and professional growth of their team, peers, and self to drive performance. They will prioritize training, mentoring and actively find ways for their employees to grow.
Building community
They work towards building a sense of community within their organization by providing opportunities for people to interact with one another across the company. They are loyal champions, and they’re straight shooters in developing people to be their best.
Foresight and the ability to set a clear vision
They have ability to predict what will happen or be needed in the future and by learning from past experiences, identifying what's happening now, and understanding the consequences of their decisions. They will use this ability to develop clear vision to energize their team and the organization around a common goal.
Servant leaders are more likely to have more engaged employees, have stronger relationships with team members and other stakeholders than leaders who don't put the interests of others before their own.
Enough about my experience being led by a servant leader, tell us more about your experience with Servant Leaders
