Your team member is facing setbacks. How can you guide them towards growth as a Servant Leader?

Hey , Servant Leader, Listen First Indeed ! In Education we must Capture kids hearts and equally Capture adult hearts…One Day at a Time, Together We Achieve More, They Don’t Care How Much You Know ( and you may know a lot) until They Know You Truly Care. Words and Actions Matter!

As a Servant Leader guiding a team member through setbacks, start by actively listening to understand their challenges. Offer empathetic support and constructive feedback, focusing on their strengths and areas for improvement. Collaborate on a plan to overcome obstacles, setting achievable goals and providing resources or mentorship. Encourage a growth mindset by framing setbacks as learning opportunities and celebrating small successes. Regularly check in to offer guidance and reassurance, fostering a supportive environment that empowers them to develop resilience and skills. Your role is to uplift and facilitate their growth through understanding and encouragement.

The first step is identifying the main source of the setback and the root cause of the setback. The next step is to put in place measures to tackle the setback. This can be done by listening and motivating team members to view the setback as a means to challenge themselves and come out of the situation more experienced and learned.

Absolutely agree that active listening is key to effective leadership. One way to practice this is by setting aside dedicated time for one-on-one meetings where the focus is entirely on the team member's experiences and challenges. For instance, I’ve found that simply asking open-ended questions like, “How can I support you better?” can lead to valuable insights and foster a stronger connection. This approach not only helps in identifying the underlying issues but also demonstrates genuine care and commitment, making your team feel truly supported and valued.

I am 73 this month and have been a teacher all my life--- and still not retired-- and I never ever heard of a SERVANT LEADER. I had to actually Google it, and found it is just a new name tag for an ancient description LEADER. I say LEADER versus being a boss. When I was training new teachers in ECCCED CURRICULUM in China I very quickly found that 98% of teachers could not even qualify for ECCCED Training. Either you are born with it and have natural talent or you don't. You cannot LEARN ECCCED as a job. It is a career- a lifestyle- a TALENT. I train them all to be LEADERS- not bosses, and that is the way we train the students as well. The ''TEAM'' needs to be made up of SERVANT LEADERS. ONE CURRICULUM. ONE TEAM..... ALL servant ''LEADERS''

Empowerment truly transforms teams. One effective strategy is to create a supportive environment where team members feel safe to propose their own solutions. For instance, in one of my previous roles, I encouraged my team to brainstorm and present their solutions during weekly meetings. This not only fostered innovation but also boosted their confidence as they saw their ideas being valued and implemented. By guiding rather than dictating, you help your team grow while demonstrating trust in their abilities.

Absolutely! Providing the right support for your team isn’t just about resources; it’s also about creating a culture where it’s safe to ask for help. For example, regular check-ins can offer insights into potential issues before they escalate. Encouraging open dialogue and feedback helps team members feel valued and heard, which can lead to innovative solutions. Offering tailored mentorship can also address specific challenges and foster growth. When leaders model vulnerability and resilience, it sets a powerful example for the entire team.