The Differences in Leadership Styles This section concentrates on the differences between transformational and servant leadership styles. The examination of both leadership style components gives credence to the implication of the success of an organization. Transformational leadership is comprised of four elements: romanticized impact, moving inspiration, scholarly incitement, and individualized thought; while hireling initiative has six parts, for example: esteeming individuals, creating individuals, building groups and community, showing legitimacy, giving authority, and sharing leadership (Smith, et al, 2004). However, the essential contrast between the transformational leader and the servant leader is the centralization, and focus of …show more content…
This paper is designed to enhance an understanding of the similarities and differences amongst servant and transformational leadership. The success of an organization is determined by the match between these leadership behaviors and the relevant prerequisites. It has been demonstrated that servant and transformational leadership behavior can be utilized at different times depending on the situation. The type of environment is crucial to the analysis of what leadership style would be more beneficial in its use. Smith, Montagno, & Kuzmenko (2004) stated that servant leadership would be better used for not-revenue driven; volunteer and religious associations frequently work in a more static condition and pull in representatives who look for open doors for self-awareness, sustaining, and mending. Transformational leadership would be better used in a dynamic outer condition where workers are engaged with more prominent duty and innovativeness and advancement is grasped. Although servant leadership and transformational leadership are closely related and overlap in characteristics; they are likewise identified with work engagement and hierarchical duty, in spite of the fact that the ways through which they work are distinctive (Van Dierendonck et al., 2014). Servant leaders and transformational leaders have similar characteristics. They are: visionaries; produce large amounts of trust among their supporters; serve as role models and mentors; are considerate of others; delegate responsibility; empower their followers; are consistent in communicating, listening, teaching, and influencing their
Servant leadership, as defined by Kretiner and Kinkicki (2015, p.486), is putting the needs of others, including employees, customers, and community ahead of one’s own needs. This management style requires selflessness and humility from management so the organization can focus on serving key stakeholders. There are ten characteristics of a servant-leader as identified in the text
The Servant Leader discusses the importance of leaders who adopt a service oriented attitude in which they care for the needs of others before their own. A servant leader need not be an actual servant or have ever been a servant to become a servant leader. Rather, a servant leader is born with or adopts an “others first” disposition. Climbing through the ranks may help to create a servant leader, though it is not necessary. When leaders choose to see that the needs of their followers or their organizations are the highest priority they become servants.
Servant leadership is a philosophy and set of practices that augments the lives of individuals, builds better organizations, and creates a more just and caring world, they put the team first, and themselves second (MindTools, 2015). Servant leaders are able to demonstrate their traits through interaction with followers and other leaders within the organization. The characteristics of servant leaders include their commitment to the growth of people, stewardship, and building community, and provide leaders with the opportunity to experience change and to invite followers to change (Savage-Austin & Honeycutt 2011). Servant leadership encourages leaders and followers to ‘raise one another to higher levels of motivation and morality’, and set their leadership focus: follower’s first, organizations second, their own needs last (Sendjaya, Sarros, & Santora, 2008). The servant leader focuses on the needs of others to include team members.
purpose for this book is dual. First goal is clearly defining servant leadership and second one is
Servant leadership consists of leaders helping their followers become leaders themselves. The use personal skills such as empathy, compassion and listening to help their followers succeed. It is not necessarily the most popular form of leadership but, it has been proven successful b those leaders who implement it in their work practices. Servant leaders typically have a strong bond with their team. They are the base and the foundation of their teams.
Servant leadership is becoming a more “sought-after” concept in today’s society, but what exactly is servant leadership? Does it mean different things to different people? Although the three books, The Servant as Leader, The Servant, and Lead Like Jesus, all center around servant leadership, each author takes a different perspective on the meaning of being a servant leader. Robert Greenleaf addresses leadership from a straight-forward stance; saying that a good leader must be a servant-first by finding the will within themselves to put the needs of their group before their own. James Hunter discusses servant leadership through a story involving everyday people that the reader can relate to. He uses Jesus as a guide to explain how to initiate character development that will, in turn, fashion servant leadership. Ken Blanchard and Phil Hodges offer a new perspective on servant leadership by bringing Jesus into the picture on an even deeper level than Hunter. They explain that by knowing Jesus Christ and developing an intimate personal
The two most intriguing leadership styles presented in the readings were transformational leadership and servant leadership. Both leadership styles are relationship-oriented, that is, in order for these leadership styles to be effective, positive relationships must exist between leaders and followers. Also, both leadership styles reject the role of leader as being reserved for those individuals in designated positions of power, but rather a quality that may be exhibited by any individual (Kelly, 2012, pp. 10-11). However, the differing goals of each leadership style is the seemingly critical factor that separates transformational leadership from servant leadership.
The servant-leadership theory does not place the leader above the followers. It rather puts the attention of the leader on emphasizing the concerns of the followers, empathizing with them and nurturing them (Northouse, 2013). This theory focuses on the followers first. The leader must empower those he/she is serving so that the person can reach their full potential. The leader focuses on the greater good of the group. Northouse (2013) explains that Greenleaf identified 10 characteristics that are central to the development of servant-leadership. The ten characteristic include listening, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, commitment to the growth of people, and building community. Following these characteristics we can begin to explain the servant leadership role in a relationship.
In this time of transition and uncertainty, research suggests that transformational leadership is highly effective (Straight, 2006). Leadership research has drifted from emphasis on the competence of leaders to “manage change” to the ability to “transform” organizations. Transformational leaders have attributes and behaviors needed to successfully motivate and empower employees. According to Bernard Bass (1990), transformational leadership occurs when a leader transforms, or changes, his or her followers in three important ways that together result in followers trusting the leader, performing behaviors that contribute to the achievement of organizational goals, and being motivated to perform at a high level. Transformational leaders can achieve greater performance by stimulating innovative ways of thinking and transforming follower’s beliefs and aspirations. Maxwell (Maxwell, 2007) articulates that most of the time, influence is more important than formal power or authority. I agree with him. Influence is very important in organizational and co...
Many leadership styles exist. The determining factor if a leadership style is effective or not is often how it is carried out and if it is appeasing to those, the leader is attempting to lead. One of the leadership styles that has become popular is Servant leadership. Although Greenleaf developed servant leadership more than thirty-five years ago and he identified ten characteristics that pertain to servant leadership. (book p. 56) Servant leadership has been successful in various industries and its popularity continues to increase.
Stone, A. G., Russell, R. F., & Patterson, K. (n.d.). Transformational versus servant leadership: A difference in leader focus. Retrieved from http://www.regent.edu/acad/sls/publications/conference_proceedings/servant_leadership_roundtable/2003pdf/stone_transformation_versus.pdf
Vocation is our call to be the best that we can be, each of us in our own way, so that we may better ourselves and society. Servant leadership is the truest fulfillment of our responsibility to charity and social concern. Servant leadership provides a charismatic self-identification, and thus we can better define our lives and commit ourselves to a fruitful vocation.
Introduction Through identification and ongoing assessment of her leadership style and ability, this leader is able to develop and understand her own strengths and limitations in order to grow and develop into a more effective leader. The aim of this paper is to provide an overview of servant leadership, contingency, and path-goal styles of leadership to gain an understanding of current leadership models, identify this author’s style of leadership, and explore why leadership is important to organizations, society, and this author. A Personal Model of Leadership Servant leadership was a term that was first used by Keifner Greenleaf (1970) in his first essay, The Servant as Leader (as cited by Crippen, C., 2005). Greenleaf based his essay on his belief that a servant leader is a servant first, and explained that it would begin with the natural urge to serve and then the leader would make a conscious choice to become a leader, in doing so he makes the choice to ensure that others needs are met first (2005 ). As a servant leader develops he should always keep aware of those who he serves and strive to ensure that they are becoming healthier, wiser, freer, have an increase in autonomy, and become more like servants themselves (2005).
John Quincy Adams once said, “If your actions inspire others to dream more, learn more, do more and become more, you are a leader” (1820). A servant leader is defined as one who serves first. These leaders “focus primarily on the growth and well-being of people and the communities to which they belong” (Greenleaf Center, 2016, p. 1). I find Servant Leadership to be the most appealing because it mirrors the leadership of Jesus. Jesus lived a life full of servanthood even though he is the only one who deserves to be served. Thus, he is the ultimate example of a servant leader because he always “modeled the true servant style of leadership” (Got Questions Ministries, 2016, p.1). When his disciples were bickering over selfish
Most leadership models can be observed in the workplace and then explained in behavioural terms. Servant leadership differs from other models in that servant leadership comes from within the leader, surfacing out of the leader's principles, values, and beliefs. The servant leader's motivation and behaviour come exclusively from the personal principles,