Here's how you can impress employers when changing careers in Servant Leadership.

I hate to take any such step to impress some one. Be original, authentic and vulnerable. Act normal as you are. Impressing someone by design is I believe unethical.

I have had the honor of helping establish standards for how organizations and leaders create the gold standard for a coaching culture through the Association of Corporate Executive Coaches. Here are a few tips: Describe the ways you utilize coaching as part of your talent development strategy to meet past, present and future challenges. Discuss how coaching is aligned to overall business goals How are the benefits of coaching reinforced within your organization? What challenges have you had to overcome in initiating and maintaining your culture of coaching, and what successes have you achieved? Show how coaching is a publicly stated value or incorporated in organizational mission and vision statements

When I shifted roles in my previous job, I prioritized stewardship by fostering a culture of accountability and well-being. ?? For example, during a significant restructuring, I ensured transparent communication, prioritizing my team's mental health and morale. By making ethical decisions and managing resources wisely, we navigated the change smoothly. My commitment to the team's success and organizational health not only strengthened trust but also showcased my dedication as a servant leader. Employers value leaders who prioritize people and ethical stewardship. Be that leader. ???

Humility is key in servant leadership, and it's been a cornerstone in my career journey. ?? Once, I was leading a high-stakes project, but I realized a team member had more expertise in a critical area. I stepped back and let them take the lead. This not only elevated the project’s success but also boosted team morale. Another time, I admitted a mistake in strategy during a meeting. Instead of hiding it, I turned it into a learning moment for the team, emphasizing continuous improvement. These experiences showed my commitment to collaboration and growth, qualities employers cherish in a servant leader. ????

Story Time: In a past role, I proposed a new project management system, and initially, the team was resistant. Instead of imposing the change, I initiated open dialogues, listened to their concerns, and aligned the benefits with their goals. ?? What Happened: Listened to Concerns: Held team meetings to understand hesitations. Collaborative Solutions: Addressed issues with empathy and logic. Built Consensus: Highlighted personal and professional benefits, fostering ownership and unity. Why It Matters: Employers love leaders who inspire and unite teams through persuasion and dialogue, not directives. This approach builds trust and collaboration, driving success together. ???

Servant leaders are reluctant to highlight their personal contributions. It is probably not unusual for you to speak in terms of "we" and our "team." As a servant leader, others would love to endorse your efforts and speak on your behalf. Ask for help from those your serve and co-lead. Chances are they would love to write a LinkedIn recommendation, highlight you in a LinkedIn post, make a personal call, highlight an award you received, or tell a story of your generosity and spirit of giving back. In fact, it helps your relationship when you let them reciprocate and give you a helping hand. If you are always helping others but not asking for help in return, they may think you undervalue them. So ask for help in highlight you!