How can servant leadership help you adapt to changing project circumstances?

One of the key aspects of Servant Leadership is the inverted pyramid. Leaders set vision, mission, values and goals and then step down and empower the team to execute. During the execution, Servant Leaders align their actions to the vision and values of the organisation and take full responsibility for execution. Aligning vision or purpose is very important. An MIT Sloan research has established that people are increasingly seeking to find purpose through their work. Hence it is essential for us to provide a higher purpose that will inspire the team. The FAST goal methodology helps in making sure that goals are reviewed frequently, so the project team does not get a surprise at the end of the project or at the end of the year.

Building Community – In times of change, identify means for building awareness and collaboration among our teammates. Providing Stewardship - Do your best to make the environment a trusted place for your teammates

This is like listen and understanding the others. Based on individual you change your communication so that he/ she understands your/ organization vision and hence can get inspired.

Empathy and Understanding - This offers psychological safety to team members, preparing them to adapt to changes. You can't lead people with heavy heads or tired minds, understanding how prepared they are gives a step further into shifting or adapting to circumstances.

If there is one word that defines what it means to be a true servant leader, it is kindness. No matter your field, your level of experience, or educational credentials: There are always opportunities to be kind. That's what people remember. It is from this position that you gain hearts and minds to accomplish shared goals.

This may sound obvious but just be genuine! If it’s an act it feels like an act and you’re actions will reflect that in the long term… As soon as someone senses that then it spells the end for honest open interaction. There’s a large element of trust when an employee shares something vulnerable. If they sense that it’s been treated lightly or even worse flat out ignored then it often leads to apathy and worse, resentment.?? On the other hand when you feel like your trust has been valued and nurtured you’ll go above and beyond the call of duty for that individual! Not enough credit is given to those empathy hero’s that but their respective organisations a lot of borrowed good will! ??

Listen for not only what is said but also for what is not being said. Reflecting and acknowledging silence is a way to listen deeply and learn more. This can encourage participation and re-engagement in the process.

Practical lessons from my rescue missions around the world - - Listen to the needs and concerns of the people involved in the rescue mission, such as the victims, the rescuers, and the authorities. - Empathize with their emotions and perspectives, and acknowledge their challenges and achievements. - Provide clear and supportive feedback and guidance, and avoid blaming or criticizing anyone. - Encourage collaboration and cooperation among the different parties, and foster a sense of trust and respect. - Recognize and celebrate the successes and learnings of the rescue mission, and express gratitude and appreciation for everyone's efforts.

One of the ways to empower is to enable the team take decisions autonomously however within a set of guidelines or boundry conditions. Then, mangement control and deligation approvals only becomes a formality since the leaders can be sure that the team would have gone through the rigour of due deligence while solving the problem and taking appropriate decisions.

:-) real - life examples - - A nurse who advocates for her patients' rights and well-being, even when it means challenging the hospital administration. - A teacher who empowers his students to pursue their passions and interests, rather than imposing a rigid curriculum on them. - A manager who supports her team members' growth and development, rather than micromanaging their tasks and performance. - A coach who inspires his athletes to achieve their goals, rather than dictating their strategies and tactics. - A parent who nurtures her children's creativity and autonomy, rather than controlling their choices and behaviors.

Some examples of servant leadership models are: - The Spears model: based on ten characteristics of a servant leader, such as listening, empathy, stewardship, and commitment to growth. - The Greenleaf model: based on the idea that a servant leader is a servant first, who focuses on the needs of others and helps them develop and perform. - The Patterson model: based on seven virtues of a servant leader, such as love, humility, altruism, and vision. - The Laub model: based on six key practices of a servant leader, such as valuing people, building community, and displaying authenticity.

Servant leadership is more than just a buzzword. It's a mindset and a philosophy that guides how you interact with others. Servant leaders put the needs and interests of their followers above their own, and they empower them to grow and succeed. They are humble, empathetic, compassionate, and trustworthy. They listen more than they talk, and they serve more than they lead.

I agree! The Roosevelt quote, “Nobody cares how much you know until they know how much you care,” is so true. At least, in my experience. I’ve personally found that I find myself working harder for leaders who’ve shown me that they care about me as a person and take an interest in me. And, caring is contagious. Companies are transformed by leaders who genuinely care about their people. (A great book on this subject is The Outward Mindset by The Arbinger Institute. A must-read!)

Authenticity in your service always wins. You’ll work harder, longer and more meaningfully when it’s something you actually care about. In my experience this shines through to the people who you are serving. There’s not much better way to win somebody’s buy in on a team than for them to know for sure that you’re all in and that guidance and encouragement they receive from you is coming from a genuine place. On another note it’s by far the most rewarding approach to any effort. When this type of servant leadership comes together it’s incredible what I’ve seen teams achieve.

Servant leadership actually does help quite a lot as those empowered are driving the actual response to those changes. They are best placed to determine what is possible and what is not. And the servant leader will always be there to support and enable them to land a solution.

Warren Buffett's quote: "It takes 20 years to build a reputation and five minutes to ruin it. If you think about that, you’ll do things differently." highlights the fragility of reputation, underscoring the need for consistent ethical leadership. As a project manager practising servant leadership, you should prioritize trust, effective communication, and conflict resolution. Additionally, keep a strategic focus on the long-term goals while managing day-to-day tasks. But it is also necessary to remember this valuable and actionable insight: “Those who plan do better than those who do not plan, even though they rarely stick to their plan.” – Winston Churchill

Building trust of the team is also critical for a leader to ensure that any level of empowerment or service offered to the team is fully caplitalized by them. Built over time, trust enables teams to fully utilize the autonomy provided.