Servant not Slave
***
Leaders serve. They aren’t slaves.
Slaves are owned, oppressed, and abused. Servant leadership has nothing to do with slavery.
Servant leadership:
-
Servant leaders make life better for others. Influence is portional to the extent you improve life for others.
-
Resentment and bitterness reveal self-serving leadership. Servant leaders serve freely and joyfully. Service is privilege and opportunity not oppression. Resentment indicates you didn’t get what you expected.
-
Servant leaders experience freedom by giving themselves to others.
-
Servant leaders seek the advantage of others without degrading themselves. Values, gifts, and self-respect guide servant leaders. You can’t walk on servant leaders. They are the strongest people I know. Servant leaders don’t violate their values or ethical standards – they serve them.
-
Servant leaders place organizational interests above their own. The day you receive more value than you give is the day to find a new place of service. The question servant leaders ask is, “What value can I bring?”
-
Servant leaders thrive in organizations that believe in serving. Dog-eat-dog cultures build self-protective, self-serving environments that abuse those who serve. Run!
-
Servant leaders enjoy reciprocity when recipients are capable. Service is it’s own reward. Some are not able to return benefit. But, the best way to server takers is not to serve them.
-
Servant leaders choose development before discipline. Poor performers are moved or removed so they can find success and fulfillment elsewhere. But, servant leaders give maximum effort to developing team members, before taking corrective action.
Self-serving leaders are what’s wrong with organizations today.
Organizations exist to serve. Period. Leaders live to serve. Period. Tom Peters
Don’t worry about perfect solutions. Just pour from your cup into another’s. See what good comes. Evaluate and repeat.
What does servant leadership look like?
What are the advantages and disadvantages of servant leadership?
Moses & Jesus. 2 influential leaders who modeled this type of leadership.
Thanks Manny. Have a great weekend
Indeed they are my friend, indeed they are.
Thanks Patrick.
Another wonderful post, Dan.
I’ve been thinking lately about how to help people responsible for controls and compliance, embrace a servant leadership mindset-
Any thoughts?
Thanks
Lori
Thanks Lori. I wonder if the place it starts is with the attitude that we serve the controls for the good of everyone?
Yes… I guess there are often different perspectives on what the “good of everyone” is… and depending on who has the power, that tension may be resolved in a more mechanized rather than holistic manner….for the controller it may be systems and controls and for the innovator it may be ideas/ creativity and some degree of freedom….The balance between the two then becomes very important-
I am thinking about how to align people/ managers with different functional responsibilities and inclinations, in the service of broader organizational goals… so that it is neither an environment without any rules, nor one that is driven by Dilbert-esque, inflexible rules…
I am working as a volunteer with an organization that is quite siloed- trying to help bridge factions that are at odds- each believing that they are serving the greater organizational good.
Any thoughts?
Love your insights and pursuit Lori.
As I read your comment, I thought about the value of open conversation. How can servant leaders confront the brutal facts optimistically and honestly with others? How can we dance with elephants?
Thanks for poking the brain cells this morning.
I think that’s it!… open conversation- confronting the brutal facts optimistically and honesty… I love that!-
That’s the conversational space we need- optimism, honesty, caring and candor… I’m on it!..
Thank you, Dan, for continuously pushing my thinking in important and meaningful ways!!
Keep thinking, my friend, and keep sharing the gifts of your thoughts with us all!.. your posts are real treasures!
Hi Lori, free youtube video called the science of persuasion
Dr Robert Cialdini has a great book about the 6 guides to, triggers of Human Behavior.
The six are mentioned in the short 11:50 minute free video on youtube.
I feel if you watch it you will see mastering these six points will dramatically enhance your results in effectively working with others.
One tip, it is all about them. They have a multicolored neon light on their forehead when you sit to talk with them! The letters are WIIFM. Trust me Lori it is ALL they care about. It stands for What’s In It For Me.
So the first guidepost is reciprocity. So I share this with you Lori with the hope you watch. If you do and it helps you your debt to me is repaid by sharing this with others you feel or see it could help, like it will help you.
Hope u watch and master these 6 guideposts to influence.
SP video is free, just costs about 12 minutes of your time. What if 12 minutes could change everything? We will never know unless you invest those 12 minutes in what Dr C has to say, will we?
Boy Dan you are passionate about this servant leadership! Really cool.
Defining what words actually mean then using them correctly is very useful in effective communication.
Not really understanding what words actually mean and then using them with these incorrect definitions just continues the problem.
Tom Peters was definite in what u attributed to him, right Dan?
Ok my point. Leadership, the real thing results in followers.
Continuing to say things like self serving leaders just shows a lack of understanding Leadership.
True Leadership is NOT self serving.
Getting people to comply is NOT true Leadership. No one is following, they are being pushed.
Clearly, I mean absolute crystal clear understanding that will result in no more references of selfishness being mentioned in the same breath as Leadership. They are not the same thing.
Idiots who get people to comply thru fear are not poor, selfish Leaders.
They are idiots who are getting a temporary response from people they are intimidating.
How can anyone confuse that with a Leader who has people FOLLOWING them? How is that possible? Especially here on the greatest blog about Leadership on the net?
A Leader has followers. Idiots who push, don’t. People follow a Leader because they(the leader)take their time and sacrifices it for the herd. The followers know the Leader has their back, trust emerges and has a Vision that they believe in and their whys are connected to.
Anyways, just know I spent a lot of time in my life using definitions of words I really did not understand their real definition. Not very effective.
Today I strive to make sure as best I can to really have a clear understanding of what words really mean to enhance my ability to effectively communicate with others.
Having said that Dan deeply admire your passion for Servant Leadership. Can tell how deep your passion for serving runs.
SP back to making sure I know what words means and what they don’t.
Thanks Scott. I appreciate your passion for accuracy.
No Dan thank you.
For proof of what I am saying read through each of these posts from the folks. How many mention poor leaders, self-serving leaders???? A plethora!!!!
That is how many people are working off an incorrect definition of Leadership. Help them out Dan.
Here is a definition we can all with with from the get go….a Leader is a person with at least one follower. Yes, cool, no? Can we agree on this as a starting place for Leadership?
Now every reference to Leaders starts with not contradicting the initial premise. Pushers and self servers and intimidators and fear mongers ARE NOT LEADERS for goodness sakes. No one is voluntarily following them, goodness how simple is this?
On the importance of words. A great copywriter can charge 50,000 bucks to write an ad!!! And get it!!!!! Why??????
Because the ones with those talents KNOW each word MEANS something. They know how to write words that get cash like Jon Benson.
Put enough trigger words mixed in with different modalities being touched in a really cool story…..Whamo tons of sales!!!!!
Same stuff written by a person who does not understand how important the words are, not many sales if any. Same great product, different copy, different results.
Words MATTER, they convey meaning to people so I have a supreme Responsibilty if I want to be an effective communicator to take the time to get the words right.
Leaders have at least one follower, think we can from this point on not write anything that contradicts that definition?
If one is teaching isn’t correct teaching important?
SP back to making sure my copy is accurate and effective. If I am not precise, direct and on target with my words why should anyone give any credibility to the words I spout out?
What about this as a definition: Leaders are those who have INFLUENCE and are looked toward for GUIDANCE?
I agree with this post so much. Intelligent servanthood with an emphasis on how to best serve the big picture vision. It’s fun!
Thanks Robert… Lets go have some fun! 🙂
Majority of ‘Master leaders’ are the servants of their ‘self’!
truth.
Except there are cases when servant-leaders do really important work selflessly for years but are not paid a penny – eventually such individuals do get resentful.
Thanks Ingrid. Yes, it’s definitely possible to serve yourself into oblivion. I wouldn’t espouse that type of service.
It can be hard for some servant leaders to draw lines. They feel selfish. But, drawing lines really extends service. Serving into oblivion short-circuits our impact. Still… it can be a challenge.
Very well said, Dan.
I was just talking about this with the CEO where I work yesterday. Servant leaders don’t ask someone to do something they, themselves, are unwilling to do. The leader may be less capable of the task, but not unwilling. If you aren’t willing to roll up your sleeves and get your hands dirty you are bossing, not leading.
I’ve worked in both environments. I am blessed to be in a service oriented company now.
Thanks k1reynolds. Love the insight that you may not be the most qualified but you’re willing. The spirit of willingness … even eagerness to serve… rockin!
Good morning Dan; Excellant post my friend. In my humble opinion one of your opening remarks describe the heart of Character-Based Leadership. “Servant leaders MAKE LIFE BETTER FOR OTHERS”. I truly believe influence IS proportional to the extent you improve the life (and) effectivness of others. Most leaders I do and have worked for place their own selfish, ego driven agenda’s at the top of their priority list giving little to no concideration to the negative impact that philosophy has on those who work for them. Cheers Dan
Thanks SGT Steve. Your addition of “and effectiveness of others” is awesome. Thanks.
I’m talking with a group about giving a keynote on Character-based leadership. It’s useful to read how you’re coming at this issue.
Dan, how do I get on a mailing\e-mail contact list regarding Character-Based Leadership seminars, presentations, and other opportunities? Being involved in the Character-Based Community would provide an excellant forum to share great ideas, stories, and examples of the undeniable advantage of our brand of leadership.
Your post reminds me of a book I read not too long ago, Give and Take: A Revolutionary Approach to Success, by Adam Grant.
Servant leadership helps others reach their highest potential, also help a leader self rise to the maximum success. Because according to Adam Grant,
“After we cover the usual suspects of hard work, talent, and luck, I find that in the long run, the people who rise the highest are those who add the most value to others. The people who get promoted are those who establish a track record for advancing the interests of the group.”
That is the power of the servant leadership.
Thanks!
Excellent advice!
Thanks John.
When I was in a position of leadership recently I was in a dog-eat-dog culture. Regardless my leadership style closely describes a “server leader”. I felt what I thought was right for my team and moving them to positions that would best meet their skills and future ambitions. Nobody told me to do this … it just felt that was what I was suppose to do as a supervisor. It always amazed me as a leader how rewarding this approach was very motivating.
I noticed in dog-eat-dog cultures that those non-servant leaders would use the servant leaders to their advantage; taking advantage or their willingness to help others while the non-servant leaders took the credit for whatever positive results the servant leader would generate. If you can’t change the dog-eat-dog culture, often the servant leader will become overwhelmed by negative leadership styles. If you don’t find a better organization and “run” then there is a risk in burnout.
Thanks Michael.
Here’s a word of warning to all who value servant leadership.
Those who use you for selfish purposes feel powerful, not remorseful.
Dan, you always have the courage to say what so many of us are thinking!
Thanks Michelle. I’m delighted we are thinking alike.
Dan, Is it possible for a leader to be frustrated (including feeling bitterness and resentment) and not be self-serving? If a leader is working in a self-serving organization wouldn’t that create this kind of tension? I ask because I am really frustrated but when I ask others for honest feedback, most say that I am a giving and selfless person. I suspect that at times I am self-serving, but I believe that is the exception rather than the norm. I would appreciate your thoughts on this. Thanks for your wisdom and generosity. I am greatly helped by most things you write.
Thanks Sean. Anything is possible. 🙂
I’m a fan of frustration. It helps me know what I value, what I want to work on. Most importantly it helps me identify things that I should do. My anger goes bad when it turns into blame.
The best use of frustration is focused energy.
Perhaps one of the most dangerous aspects of frustration/anger is it’s proximity to bitterness and resentment.?
Great advice! And if I may add, servant leaders can do and be/come all these while they remain humble.
Thanks yvonne. Great add!
This is very helpful
Thanks Dreamsmade.
My clients will ask me how they can start employing servant leadership in their organization-it’s funny. When I ask them “well, do you want to be a servant leader? Do you feel that you are operating from an authentic place of servant leadership?” they don’t know how to answer. This begins with a mindset, not an action.
I think the term “servant leader” attempts to get across some good ideas, but it’s a misuse of the language and could well result in distortions encouraged by the literal meaning of “servant”.
I don’t disagree with the ideas it represents, but in the end, servants do what their bosses want them to do. The people whom leaders actually serve are the shareholders and customers. Leaders do their bidding and strive for the results these groups seek. They do that in concert with employees, and they succeed by bringing out the best in their employees.
I prefer to think of a leader as someone who helps everyone in the organization to go home at the end of the day feeling like a winner. This can only happen when every employee 1) knew what was required and did it; 2) did it well because they were trained and coached to perform their best; 3) helped their colleagues and were helped by them unselfishly in pursuit of the organization’s goals; 4) were recognized and appreciated for their contribution.
My aversion to the term servant is based on its definition, like this one from the Oxford dictionary:
1) a person who performs duties for others, especially a person employed in a house on domestic duties or as a personal attendant.
2) a person employed in the service of a government:
3) a devoted and helpful follower or supporter
I don’t think that’s what we’re talking about when we say “servant” leadership. It’s an imprecise term used rhetorically to reinforce a meaning of some kind. I’d prefer we discuss directly what we mean instead of kidnapping words and holding them hostage because we can’t find a way to say exactly what we want to say.
This post comes at a perfect timing for me and our organization! I just love it, it really resonate with my convictions and values. I will share, thank you Dan, you’re the best!
Reblogged this on Thinking Out Loud and commented:
Truth! Too many leaders are serving themselves and pretending that they understand how to serve those they lead. Dan Rockwell nails it in this post.
This is Truth, Dan! Many leaders who claim servant leadership are serving themselves and not those they lead.
Reblogged.
Thanks for sharing your wisdom in an easily digestible post. 🙂
Hi Dan, I guess that I am reading your blog now for more than a year and I always felt that I should leave you a THANK YOU. Today’s blog really pushed me to write you a comment. You are truly making a difference in the lives of so many people!!!
The business I am in, I like very much from an intellectual point of view but I am disgusted by the power and money attitudes of the ruling establishment of the organization and/or the industry itself. Their attitude is combined with attempts to mask their real nature with hypocritical campaigns (e.g. “company value awards”) to make something look human what in reality is a culture characterized by “shut up and work”.
As I see it, servant leaders should be interested in the development of others not primarily because of organizational interests. Coach and train people so that they become better professionals and better people in general. Organizational change is then just the consequence and not the starting point. And this might also be one way to at least try to be a good person in this world…
Anyway, I truly thank you for reminding me every day to keep up with that challenge!
“Influence is portional to the extent you improve life for others.” So what does servant leadership look like? Taking action and doing these things. That’s reward for me.
Taken right from the wisdom of the Bible, leaders are to be servants of the persons they lead. There is just no doubt we must serve,
just like an organization must serve its consumers.
You made a great distinction, though, Dan: A servant is not always a slave. Nor can either a servant or slave not be a leader. Take Booker T. Washington, for example. He thought some highly brilliant ideas and wrote some rather genius articles and books while he was both servant and slave–even as his community respected him as leader.
For example, he said while speaking on the freedom of being bound to God: “Ultimately, we will learn freewill can be troublesome…It is sometimes better to obey and make the most of it. People are sometimes happier when they are willing (not forced) to be in a submissive state of mind…Maybe we will learn that free enterprise means the more enterprising we are, the freer we are. Or, if we watch real closely, we can see that we are all manufacturers–making good, making trouble, or making excuses.”
Thus, servants but not slaves.
Great topic and information, Dan!
I’m actually taking the Servant Leadership class at Liberty University as part of my MBA, and am being greatly impacted by the art of servant leadership. It’s a truth that I believe will resonate with anyone who is humble enough to keep learning.
Hi Jerry, it his comes as a surprise to me that there would be a class on the subject of Servant Leadership, interesting! I wish that there would be more people aspiring to adhere to the philosophy in our real estat industry. Again, I guess that the highly competive environment and structures my not be the best ground to ‘ grow the culture’ …
Sorry about the typo…
Hi Dan,
One of my own personal favorite expressions is: “The honor is to serve…” 🙂
Awesome article.
“Service is privilege and opportunity not oppression” is a statement to remember. Self-serving interests will always be at hand. Maintaining a positive outlook can help you make it past some of the most challenging obstacles, including yourself.
Servant leadership does not suppress one from moving upward ,it’s about motivating each and everyone you meet encouraging and always having a positive effect on them. There is no greater joy than having that peace mind ,that your achievement is actually that person’s achievement. Not expecting anything in return, and having the privilege to serve . There is no greater joy than to serve with your heart ,mind and soul
Slaves are owned, oppressed, and abused. Servant leadership has little or nothing to do with slavery.
Being a descendant of slaves, I really feel that you missed the mark on this one Steve. You seem to have been led by your Title rather than the empirical facts around slavery in America, at least.
1.Slaves who became servants attained their positions by being more inclined to do the Master’s will than helping those left out in the fields. (See the movie 12 years a slave.)
2.This is the contention of a KKK rhetoric. The stereotypical picture that shows American slaves dancing, plucking the Banjo, and eating watermelons while smiling and scratching their butts.
3.The only freedom Slave servants experienced was the liberties from sleeping with their Masters.
4.On the contrary, because of fear for themselves and their families the Slave servants compromised the Movement for Equality by informing on the field slaves.
5.Most times this action was implicated is when the Slave servants or House niggras were being an Uncle Tom for his Master.
6.Oh really?
7.I agree, a servant should never, ever, serve the oppressiveness of the Slave Master.
8.History shows that this was the case with the American Slave who became House servants. They strove to indoctrinate other House Negroes, so that future House Negros would become acclimated to the Jim Crow laws and the Willie Lynch mentalities imposed upon people of color.
What we have here Steve, is a dichotomy or different perspective of the ideal you have put forth because the negative term of slavery and servants. In other words, these word provoke certain positive images to some but let’s not forget the negative images that they provoke in others. This can make your true message fall through the cracks by not benefiting all.
You raise important sensitivities, Junius
I think what Dan was getting at here is that the leader is the servant, not the employees- this is the philosophy behind the servant leadership movement- It is not employees that should be “servants” of the leader, but rather the leader that should be a “servant” of the team and the organization- I understand it as a kind of inversion of traditional power dynamics- where power is in relationships rather than position.
Does that help?
“After we cover the usual suspects of hard work, talent, and luck, I find that in the long run, the people who rise the highest are those who add the most value to others. The people who get promoted are those who establish a track record for advancing the interests of the group.”
Certainly not in all cultures.