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Servant leadership: Leading from the bottom.

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I gave this presentation today.IT was a great success. I hope you enjoy it. …

I gave this presentation today.IT was a great success. I hope you enjoy it.
Please contact me if you are interested in more about servant leadership, team building or lean/agile transforamtion
joseph@whitewaterprojects.com

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  • Most of what makes great leaders are soft skills. People skills.
  • Listening: Traditionally, and also in servant leadership, managers are required to have communication skills as well as the competence to make decisions. A servant leader has the motivation to listen actively to his fellow men and supports them in decision identification. This applies particularly to pay attention to unspoken. This means relying on his inner voice and find out what the body, mind and spirit are communicating.[4]Empathy: A servant leader attempts to understand and empathize with others. Workers may be considered not only as employees, but also as people who need respect and appreciation for their personal development. As a result, leadership is seen as a special type of human work, which ultimately generates a competitive advantage.[5]Healing: A great strength of a Servant Leader is the ability for healing one’s self and others. A servant leader tries to help people solving their problems and conflicts in relationships, because he wants to develop the skills of each individual.[6] This leads to the formation of a business culture, in which the working environment is characterized by dynamic, fun and no fear from failure.[7]Awareness: A servant leader needs to gain general awareness and especially self-awareness. He has the ability to view situations from a more integrated, holistic position. As a result, he gets a better understanding about ethics and values.Persuasion: A Servant Leader does not take advantage of his power and his status by coercing compliance; he rather tries to convince them. This element distinguishes servant leadership most clearly from traditional, authoritarian models and can be traced back to the religious views of the inventor Robert Greenleaf.Conceptualization: A servant leader thinks beyond day-to-day realities. That means he has the ability to see beyond the limits of the operating business and also focuses on long term operating goals.[8] A Leader constructs a personal vision that only he can develop by reflecting on the meaning of life. As a result, he derives specific goals and implementation strategies.[9]Foresight: Foresight is the ability to foresee the likely outcome of a situation. It enables the servant leader to learn about the past and to achieve a better understanding about the current reality. It also enables to identify consequences about the future. This characteristic is closely related to conceptualization. In contrast to the other characteristics, which can be consciously developed, foresight is a characteristic which one may be born.Stewardship: CEOs, staffs and trustees have the task to hold their institution in trust for the greater good of society. In conclusion, servant leadership is seen as an obligation to help and serve others. Openness and persuasion are more important than control.Commitment to the growth of people: A servant leader is convinced that people have an intrinsic value beyond their contributions as workers. Therefore, he should nurture the personal, professional and spiritual growth of employees. For example he spends money for the personal and professional development of the people as well as having a personal interest in the ideas form everyone and involving workers in decisions making.Building community: A servant leader identifies means to build a strong community within his organization and wants to develop a true community among businesses and institutions.[10
  • Listening: Traditionally, and also in servant leadership, managers are required to have communication skills as well as the competence to make decisions. A servant leader has the motivation to listen actively to his fellow men and supports them in decision identification. This applies particularly to pay attention to unspoken. This means relying on his inner voice and find out what the body, mind and spirit are communicating.[4]Empathy: A servant leader attempts to understand and empathize with others. Workers may be considered not only as employees, but also as people who need respect and appreciation for their personal development. As a result, leadership is seen as a special type of human work, which ultimately generates a competitive advantage.[5]Healing: A great strength of a Servant Leader is the ability for healing one’s self and others. A servant leader tries to help people solving their problems and conflicts in relationships, because he wants to develop the skills of each individual.[6] This leads to the formation of a business culture, in which the working environment is characterized by dynamic, fun and no fear from failure.[7]Awareness: A servant leader needs to gain general awareness and especially self-awareness. He has the ability to view situations from a more integrated, holistic position. As a result, he gets a better understanding about ethics and values.Persuasion: A Servant Leader does not take advantage of his power and his status by coercing compliance; he rather tries to convince them. This element distinguishes servant leadership most clearly from traditional, authoritarian models and can be traced back to the religious views of the inventor Robert Greenleaf.Conceptualization: A servant leader thinks beyond day-to-day realities. That means he has the ability to see beyond the limits of the operating business and also focuses on long term operating goals.[8] A Leader constructs a personal vision that only he can develop by reflecting on the meaning of life. As a result, he derives specific goals and implementation strategies.[9]Foresight: Foresight is the ability to foresee the likely outcome of a situation. It enables the servant leader to learn about the past and to achieve a better understanding about the current reality. It also enables to identify consequences about the future. This characteristic is closely related to conceptualization. In contrast to the other characteristics, which can be consciously developed, foresight is a characteristic which one may be born.Stewardship: CEOs, staffs and trustees have the task to hold their institution in trust for the greater good of society. In conclusion, servant leadership is seen as an obligation to help and serve others. Openness and persuasion are more important than control.Commitment to the growth of people: A servant leader is convinced that people have an intrinsic value beyond their contributions as workers. Therefore, he should nurture the personal, professional and spiritual growth of employees. For example he spends money for the personal and professional development of the people as well as having a personal interest in the ideas form everyone and involving workers in decisions making.Building community: A servant leader identifies means to build a strong community within his organization and wants to develop a true community among businesses and institutions.[10
  • Allow 10 minutes for this exerciseStudents may use multiple

Transcript

  • 1. SERVANT LEADERSHIP Leading from the bottom
  • 2. Leader as servant Leader Leader
  • 3. Introductions  If you had a time machine when and where would you travel to  If your house was burning down what 3 items would you save and why? (people would be safe already)  What is one gift that you will never forget and why?
  • 4. Describe great leaders Shout out words that describe great leaders
  • 5. Hard or Soft  Write an H next to the hard-skills  Write an S next to the soft skills
  • 6. What is Servant Leadership?  Robert Greenleaf (1904-1990)  “The servant-leader is servant first… It begins with the natural feeling that one wants to serve, to serve first. Then conscious choice brings one to aspire to lead.”
  • 7. A little bit of Greek  στοργή - storgē  Affection  υιλία - philía  Brotherly/Sisterly Love (Philadelphia)  ἔρως - érōs  Physical, Passionate, Purely emotional, no logic  ἀγάπη - agápē  Selfless Love
  • 8. Servant leadership characteristics 1. Listening 2. Empathy 3. Healing 4. Awareness 5. Persuasion 6. Conceptualization 7. Foresight 8. Stewardship 9. Growth 10. Building community
  • 9. Servant Leadership - Listening  Level 1 Listening – Waiting to say my piece  Level 2 Listening – Active Listening  Level 3 Listening – Global Listening
  • 10. Empathy  Workers are more than just resources they are people  Deserve respect and appreciation
  • 11. Persuasion  Not coercion  Not authoritarian  Authority  Not Power  Convincing  Confident  Does not take advantage of position of power
  • 12. Growth  Intrinsic value beyond contributions as workers  Nurtures growth :  personal  professional  spiritual  Encourages the ideas of everyone  Involve everyone in decision making
  • 13. Building community  Identifies the means to build community  Committed to investing in building relationships  Employees  Departments  Divisions  B2B
  • 14. Servant leadership characteristics 1. Listening 2. Empathy 3. Healing 4. Awareness 5. Persuasion 6. Conceptualization 7. Foresight 8. Stewardship 9. Growth 10. Building community
  • 15. Reflect – last 24 hours It is my privilege to be of service. I will do whatever I can to make life easier for all people who cross my path – boss, colleagues, family members, friends, and random people who ask for help. http://www.chipscholz.com/2010/12/28/an-exercise-in-servant-leadership-and-empathy/
  • 16. Personal Inventory Strength Average Work on Listening Empathy Healing Awareness Persuasion Conceptualization Foresight Stewardship Growth Building community
  • 17. What is the meaning?  I did not say he beat his dog.  I did not say he beat his dog.  I did not say he beat his dog.  I did not say he beat his dog.  I did not say he beat his dog.  I did not say he beat his dog.  I did not say he beat his dog.  Thanks - Zig Ziglar
  • 18. Role Play  A lead developer and a jr. developer on your team who have had a good working relationship.  Recently the jr dev has grown a great deal in knowledge and expertise and is ready for greater challenges. The lead dev has failed to respect this growth. Their relationship is now becoming strained and they have been at odds.  Discuss which Characteristics apply  Role Play how you would approach each of these team members.
  • 19. Your turn
  • 20. Debrief  Think – Pair - Share
  • 21. Recommended reading  How to Win Friends and Influence People, in the Digital Age – Dale Carnegie & Assoc. 2012  Servant Leadership – Robert Greenleaf
  • 22. Lean & Agile Transformation  Joseph@whitewaterprojects.com  http://www.whitewaterprojects.com  Telephone: 888-831-9904