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How can you help a mentee develop emotional intelligence and interpersonal skills in servant leadership?

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Servant leadership is a style of leadership that focuses on empowering and serving others, rather than controlling or dominating them. Servant leaders seek to understand the needs, goals, and potential of their followers, and to help them grow and develop as individuals and as a team. One of the key skills that servant leaders need to cultivate is emotional intelligence, or the ability to recognize, understand, and manage their own and others' emotions. Emotional intelligence can help servant leaders build trust, empathy, and collaboration with their followers, as well as cope with stress, conflict, and change. Interpersonal skills, or the ability to communicate and interact effectively with others, are also essential for servant leaders, as they enable them to listen, persuade, influence, and resolve issues with their followers, peers, and stakeholders.

As a servant leader, you may have the opportunity to mentor someone who wants to learn from your experience, insights, and values. Mentoring is a mutually beneficial relationship that can enhance both your and your mentee's personal and professional growth. However, mentoring is not just about sharing your knowledge and expertise, but also about helping your mentee develop their own emotional intelligence and interpersonal skills in servant leadership. In this article, we will explore some ways that you can help your mentee achieve this goal.

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Deep dive assessments:

Start by evaluating your mentee's current emotional intelligence and interpersonal skills. Use tools like self-assessments and feedback surveys to identify their strengths and areas needing improvement.### *Ongoing guidance:Provide consistent coaching, modeling, and feedback. Help your mentee practice new skills through role-playing and real-world applications, ensuring continuous growth.

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1 Assess your mentee's strengths and areas for improvement

The first step to help your mentee develop emotional intelligence and interpersonal skills in servant leadership is to assess their current level of competence and confidence in these areas. You can use various tools, such as self-assessments, feedback surveys, or behavioral interviews, to help your mentee identify their strengths and areas for improvement. For example, you can ask your mentee to complete an emotional intelligence test, such as the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT), or a personality test, such as the Myers-Briggs Type Indicator (MBTI), to gain insight into their emotional awareness, expression, regulation, and utilization. You can also ask your mentee to solicit feedback from their colleagues, managers, or clients, to understand how they perceive their mentee's communication, collaboration, and conflict resolution skills. Based on the results, you can help your mentee set realistic and specific goals for their development.

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Rich Pereira

I help business leaders with Prescriptive Team Building Solutions
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As a Servant leader I have always been open to mentoring up and coming leaders. I have had successes with assessment tools mentioned above and also utilized 360 feedback programs. The 360 feedback is structured to utilize data points from multiple sources and to provide a scientific analysis that helps guide the mentee towards the right focus areas and even provides personalized development strategies that can help make positive impacts on the leaders team and peers! It also gives the mentor a solid foundation to guide the mentee throughout the process to achieve long term growth!

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Darcy Eikenberg, PCC

Executive Coach for People Leaders & Teams | Keynote Speaker (Online & In Person) | Author, "Red Cape Rescue: Save Your Career Without Leaving Your Job"
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The best way to help a mentee (or anyone) see the impact of their actions is to flip the script and have them walk through the experience on the other side. Our grandmommas called this "walking a mile in the other person's shoes." It can get complicated to really see inside those shoes, but when we flip the script and think about what's happening on the other end of the conversation or transaction, we open up new possibilities and break through our own curse of knowledge. Grandmomma would be proud. ??

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2 Provide your mentee with guidance and feedback

The second step to help your mentee develop emotional intelligence and interpersonal skills in servant leadership is to provide them with guidance and feedback on their performance and progress. You can use various methods, such as coaching, modeling, or role-playing, to help your mentee learn and practice new skills and behaviors. For example, you can coach your mentee on how to handle difficult emotions, such as anger, frustration, or anxiety, in challenging situations, such as giving or receiving feedback, dealing with criticism, or managing change. You can also model for your mentee how to demonstrate empathy, compassion, and respect for others, by sharing your own stories, experiences, and emotions, and by listening actively and attentively to your mentee's concerns and needs. You can also role-play with your mentee how to communicate effectively, persuasively, and assertively, with different types of people, such as subordinates, peers, or superiors, in different scenarios, such as meetings, presentations, or negotiations. You should also give your mentee constructive and timely feedback on their strengths and weaknesses, and encourage them to reflect on their actions and outcomes.

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3 Support your mentee's growth and development

The third step to help your mentee develop emotional intelligence and interpersonal skills in servant leadership is to support their growth and development. You can do this by providing them with resources, opportunities, and recognition that can enhance their learning and motivation. For example, you can provide your mentee with resources, such as books, articles, podcasts, or videos, that can enrich their knowledge and understanding of emotional intelligence and interpersonal skills in servant leadership. You can also provide your mentee with opportunities, such as projects, assignments, or tasks, that can challenge them to apply and improve their skills and behaviors in real-world situations. You can also provide your mentee with recognition, such as praise, rewards, or endorsements, that can acknowledge their achievements and efforts, and boost their confidence and self-esteem.

Helping your mentee develop emotional intelligence and interpersonal skills in servant leadership can be a rewarding and fulfilling experience for both of you. By following these steps, you can help your mentee become a more effective, empathetic, and influential servant leader, who can make a positive difference in their own and others' lives.

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Darcy Eikenberg, PCC

Executive Coach for People Leaders & Teams | Keynote Speaker (Online & In Person) | Author, "Red Cape Rescue: Save Your Career Without Leaving Your Job"
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How do you know if the person you're mentoring or leading is growing? You ASK. Too often, we're looking for external validation of our internal coaching and mentoring ("did they get the promotion/tackle the new project/win the client?"). But the only measure that counts is the one where the person recognizes that they are growing--and growing in a direction that supports their long-term goals. Don't assume you know, and don't be afraid to ask.

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4 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Darcy Eikenberg, PCC

Executive Coach for People Leaders & Teams | Keynote Speaker (Online & In Person) | Author, "Red Cape Rescue: Save Your Career Without Leaving Your Job"
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Being seen as a "servant" leader does NOT mean doing everything for everyone, as we mistakenly think a "servant" might do. Instead, it means being in service to a higher sense of principles, values and results for the business and its people, both customers and colleagues. In serving the higher good, you need to say no to a lot of the stray tasks and asks that come your way. And sometimes there's a consequence to saying no or things not getting done. That's okay. Spending your time and energy in service of something bigger is the foundation of being a servant leader--and helps you avoid being a burned-out leader.

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Mona Alqadi, Ph.D, PMP

Founder| Leader| R&D
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Step 1: Eliminating Misconceptions about Emotional Intelligence among leaders. To support their mentees in developing Emotional Intelligence (EI), servant leaders must begin by dispelling misconceptions about what EI truly entails. It's not uncommon to encounter leaders who misunderstand the essence of EI, often confusing it with mere niceness, agreeableness, perpetual positivity, or the practice of forging personal connections in the workplace through sharing personal stories. However, it's vital to recognize that emotional intelligence encompasses a diverse range of emotional skills and competencies. Step 2: Modeling Emotional Intelligence by Leaders. Step 3: Providing Training and Development Opportunities to Mentees.

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How can you help a mentee develop emotional intelligence and interpersonal skills in servant leadership?

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2

3

4

1 Assess your mentee's strengths and areas for improvement

2 Provide your mentee with guidance and feedback

3 Support your mentee's growth and development

4 Here’s what else to consider

Servant Leadership

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How can you help a mentee develop emotional intelligence and interpersonal skills in servant leadership?

1

2

3

4

1 Assess your mentee's strengths and areas for improvement

2 Provide your mentee with guidance and feedback

3 Support your mentee's growth and development

4 Here’s what else to consider

Servant Leadership

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