How do you deal with resistance or conflict when practicing servant leadership?
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The first step to dealing with resistance or conflict is to identify the source and the reason behind it. Is it coming from your followers, peers, superiors, or external parties? What are their expectations, needs, values, and goals? How do they perceive your servant leadership style? Are they resistant to change, fearful of losing control, or skeptical of your motives? By understanding the root cause of the resistance or conflict, you can tailor your response and communication accordingly.
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Autocratic, command-and-control "leaders" feel threatened by the authentic power behind servant-leadership. If the source of resistance and conflict is an autocrat, their resistance will lack merit and detail. These individuals often attack servant-leaders with gossip or unfounded predictions.
The next step is to communicate your vision and purpose as a servant leader. Explain why you choose to serve first and lead second, and how it benefits the organization and the stakeholders. Share your goals, values, and principles, and how they align with the mission and vision of the organization. Demonstrate how your servant leadership style can foster a culture of trust, collaboration, and innovation. Invite feedback and input from others, and listen to their concerns and suggestions. By communicating your vision, you can build rapport, credibility, and understanding with your stakeholders.
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Yes, sharing your vision helps with conflict from a place of genuine confusion or concern. If the conflict stems from an autocrat or toxic leader, your best option may be to work around the individual.
The third step is to empower and support others in their roles and responsibilities. As a servant leader, you seek to enhance the growth and potential of your followers, by providing them with the resources, guidance, and opportunities they need. You also seek to create a positive and supportive work environment, where everyone feels valued, respected, and appreciated. You acknowledge the contributions and achievements of others, and celebrate their successes. By empowering and supporting others, you can reduce resistance and conflict, and increase engagement and commitment.
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In the face of resistance or conflict, a servant leader stays committed to empowering and supporting others. Communicate the benefits of servant leadership, emphasizing how it fosters collaboration, growth, and organizational success. Listen actively to stakeholders' concerns and address them empathetically. Seek common ground, build relationships, and encourage open dialogue. Lead by example, demonstrating the positive impact of servant leadership through actions. Stay resilient, patient, and focused on long-term outcomes. Ultimately, by consistently empowering and supporting others, a servant leader can influence stakeholders and foster a culture of trust, engagement, and mutual respect.
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As noted previously, applying a Situational Leadership approach can help contextualize where followers can benefit from your support. Is it with knowledge/skills? Is it with commitment/energy to the task at hand? Is it all of the above? Find out where the follower is at tailor your leadership and support accordingly to empower those followers to be both high energy/commitment and high knowledge/skills that leads to productive delegation.
The fourth step is to resolve conflicts constructively, by applying the principles of servant leadership. You approach conflicts as opportunities for learning, improvement, and collaboration, rather than as threats or obstacles. You respect the perspectives and feelings of others, and seek to understand their interests and needs. You avoid blaming, criticizing, or judging others, and focus on finding solutions that are mutually beneficial and acceptable. You use active listening, empathy, and assertiveness skills, and seek feedback and input from others. By resolving conflicts constructively, you can strengthen relationships and trust, and foster a culture of service.
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As a servant leader, resolve conflicts by actively listening, empathizing, and fostering open communication. Prioritize well-being and growth. Seek common ground and shared goals. Facilitate collaborative problem-solving. Emphasize trust, fairness, and forgiveness. Address conflicts promptly and transparently. Encourage a culture of learning, understanding, and continuous improvement. Create a safe space where individuals can openly express their perspectives without fear of judgment. Encourage dialogue, active participation, and the sharing of diverse viewpoints. Embrace a mindset of curiosity and humility, recognizing that conflicts can provide valuable opportunities for personal and collective growth.
The final step is to adapt and learn from your experiences as a servant leader. You recognize that resistance and conflict are inevitable and natural in any leadership situation, and that they can provide valuable insights and feedback for your improvement. You reflect on your actions, outcomes, and challenges, and seek feedback from others. You identify your strengths and weaknesses, and seek opportunities to enhance your skills and knowledge. You also acknowledge your mistakes and failures, and learn from them. By adapting and learning, you can grow as a servant leader, and overcome resistance and conflict more effectively.
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One tactic to consider when "learning and adapting" is to keep a journal. I know, I know...journaling takes time and energy. But what can be gained from journaling is a record of self-reflection that can be used to glean insights over time that could otherwise be lost to all the other things for which our attention/energy are required. In this journal, consider documenting such things as: how you demonstrated your leadership, where your leadership wasn't effective, how you improvised and whether it worked, feedback received, takeaways for the future. You can tailor the content as you see fit. Don't succumb to blaming your followers or detailing their needs for improvement...this journal isn't about them.
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