What do you do if your progress in learning new skills in Servant Leadership is difficult to measure?

To take the time to reflect on our actions and behaviors is a powerful learning source and the best way to grow our self-awareness. We've developd a process for this we use in our learning journeys with leaders, we call it 'Cycle of Consciousness" to help our leader learners learn from their own process of thought and action when applying a new learned skill. The last step of our cycle involves reflection for 1) learning, 2) managed emerged emotions and 3) letting go. The objective being to repeat the cycle and adjust, fueled by the reflective process. This is a way to gauge and 'measure' even if small, tangible improvements on our own process of learning and applying the skills we are learning.

You can have your team(s) reflect back on things with a sort of temperature gauge. It’s a qualitative way to get a quantitive look at how you are doing and how teams feel. This could be a series of smiling to non-smiling faces or using a color temperature gauge going from hot (pressure is on or we are not feeling good) to cool. You can look back at these to get a sense of the teams gauge of you, a situation, or a sprint. Just remember that psychological safety is paramount, otherwise you might get false positives.

1. Set specific goals: Establish clear, measurable goals for your development in servant leadership skills. This can help provide a framework for tracking progress & identifying areas where further growth is needed. 2. Seek out training and resources: Look for opportunities to enhance your knowledge and skills in servant leadership through workshops, courses, books, or online resources. Continuous learning and development are key to improving your leadership abilities. 3. Stay open to feedback and adaptability: Remain open to feedback and be willing to adapt your approach as needed. 4. Reflect on your development: Take time to self-assess your progress. by keeping a journal or log to track your experiences and identify areas for improvement

Entscheidend ist die Wirkung auf andere. Die ist subjektiv, ja, aber was k?nnte schon objektiv gemessen werden? Es geht weder darum, den Beliebtheitswettbewerb zu gewinnen noch geht es darum, sich jedweder Kritik auszusetzen. Dialog mit dem Feedbackgeber bringt immer weiter.

Taking on stretch assignments is an excellent way to develop, solidify, measure, and showcase new skills. Projects outside one's comfort zone can feel intimidating, but they are the perfect opportunity measure professional growth, with the added bonus of creating opportunities for additional professional development. For example, my University recently completed our reaffirmation for our ACBSP business accreditation. I volunteered to write the sections of the self-study that I am usually not involved with. Although it took additional time and research, I learned a lot more than I would have if I had stayed in my comfort zone. I could measure the progress I made by applying my skills in a different way.

A person should define what Servant Leadership means to them first; then select a Servant Leadership model that reflects them on a personal, academic, professional, and spiritual level. For instance, my Servant Leadership model is based on Biblical foundational theory that teaches the significance of paying it forward through the tenets of "the power of prayer," "stewardship," and "building community."