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What are the most effective mentoring frameworks for developing servant leadership skills in new hires?

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Servant leadership is a philosophy and practice that emphasizes the ethical, emotional, and relational aspects of leading others. Servant leaders put the needs, interests, and goals of their followers first, and use their power and authority to serve them, rather than dominate them. Servant leadership can foster a culture of trust, collaboration, and innovation in any organization, but it requires a deliberate and continuous development of skills and attitudes that go beyond the traditional models of leadership.

One of the most effective ways to cultivate servant leadership skills in new hires is to provide them with mentoring opportunities that expose them to the values, behaviors, and outcomes of servant leadership. Mentoring is a process of learning from someone who has more experience, knowledge, or wisdom in a specific domain, and who can offer guidance, feedback, and support. Mentoring can help new hires to acquire the competencies, confidence, and commitment that are essential for servant leadership.

However, not all mentoring frameworks are equally suited for developing servant leadership skills. Some mentoring frameworks may focus more on the technical, functional, or operational aspects of the job, rather than the ethical, emotional, or relational aspects. Some mentoring frameworks may be too formal, rigid, or hierarchical, rather than flexible, adaptive, or collaborative. Some mentoring frameworks may be too directive, prescriptive, or evaluative, rather than facilitative, exploratory, or developmental.

Therefore, it is important to choose a mentoring framework that aligns with the principles and practices of servant leadership, and that can foster a positive and productive relationship between the mentor and the mentee. In this article, we will discuss three of the most effective mentoring frameworks for developing servant leadership skills in new hires: the GROW model, the SAGE model, and the 70-20-10 model.

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1 The GROW model

The GROW model is a widely-used mentoring framework that helps the mentee to set and achieve their goals. The acronym stands for Goal, Reality, Options, and Will. The mentor works through these stages with the mentee, asking open-ended questions, listening actively, and providing constructive feedback. By focusing on the mentee's goals and interests rather than imposing their own agenda, encouraging reflection on current situation and resources instead of telling them what to do, exploring possible courses of action instead of prescribing a single solution, and empowering the mentee to commit to an action plan rather than controlling or micromanaging them, the GROW model can help new hires to develop servant leadership skills.

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Robert Lienhard

Global Lead SAP Talent Attraction??Passionate about the human-centric approach in AI and Industry 5.0??Servant Leadership & Emotional Intelligence Advocate??Convinced Humanist & Libertarian??
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I'm a advocate for the GROW (Goal, Reality, Options, Will) model. It provides a structured yet flexible approach that aligns well with the servant leadership ethos. The focus on 'Reality' resonates with the servant leader's inclination for self-awareness, while 'Options' and 'Will' are all about empowering the mentee, a cornerstone of servant leadership.

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2 The SAGE model

The SAGE model is an effective mentoring framework that helps the mentee to develop their skills and potential through a holistic and developmental approach. The acronym SAGE stands for Self-awareness, Appreciation, Growth, and Empathy. By using assessments, feedback, coaching, and counseling, the mentor will support the mentee through these four dimensions. The SAGE model can help new hires to develop servant leadership skills by enhancing self-awareness of their strengths, weaknesses, values, and motivations. It can also appreciate the mentee's uniqueness, diversity, and contributions while facilitating growth and learning by challenging them to stretch beyond their comfort zone. Additionally, the mentor should demonstrate empathy and compassion for the mentee's feelings, needs, and aspirations.

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Robert Lienhard

Global Lead SAP Talent Attraction??Passionate about the human-centric approach in AI and Industry 5.0??Servant Leadership & Emotional Intelligence Advocate??Convinced Humanist & Libertarian??
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The SAGE (Set your goal, Assess your current state, Generate options, and Execute a plan) model is another excellent framework. It emphasizes self-reflection and active planning, which are essential qualities of a servant leader. I appreciate how it encourages mentees to assess their current state honestly, helping them identify areas where they can serve their team more effectively.

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David Shellenberger

Professional Coach ? Volunteer Advocate for International Liberty and International Animal Welfare
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I suggest that mentors discuss the value and effectiveness of servant leadership with those they mentor. In addition, they can teach through example, giving mentees the benefit of observing their servant leadership and that of other leaders.

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3 The 70-20-10 model

The 70-20-10 model is a practical and flexible mentoring framework that helps the mentee to learn from different sources and experiences. This model is based on the principle that 70% of learning comes from on-the-job experiences, 20% from social interactions, and 10% from formal education. The mentor provides exposure, feedback, and support to help the mentee identify and leverage these learning opportunities. The 70-20-10 model can help new hires to develop servant leadership skills by providing them with exposure to real-life situations, challenges, and projects. Additionally, feedback on their performance, progress, and areas for improvement should be based on observation, data, and evidence. Lastly, the mentor should support the mentee with resources, advice, and encouragement that enable them to overcome difficulties, learn from failures, and celebrate successes.

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Robert Lienhard

Global Lead SAP Talent Attraction??Passionate about the human-centric approach in AI and Industry 5.0??Servant Leadership & Emotional Intelligence Advocate??Convinced Humanist & Libertarian??
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The 70-20-10 model, which posits that 70% of learning comes from on-the-job experience, 20% from social learning, and 10% from formal education, dovetails beautifully with servant leadership. This approach recognizes the value of experiential learning, which I believe is where servant leadership skills are most authentically developed.

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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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Robert Lienhard

Global Lead SAP Talent Attraction??Passionate about the human-centric approach in AI and Industry 5.0??Servant Leadership & Emotional Intelligence Advocate??Convinced Humanist & Libertarian??
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In my experience, developing servant leadership skills in new hires is crucial for fostering a workplace culture that prioritizes collaboration, empathy, and long-term growth. It's crucial to remember that servant leadership is largely about individual attitudes and interpersonal skills. Therefore, mentorship should also focus on instilling values like empathy, active listening, and community building. Emotional Intelligence training and mindfulness practices can be additional tools to consider. I'm fully supportive of integrating these frameworks to develop servant leadership skills among new hires. The focus should not only be on structured learning but also on nurturing the inherent qualities that make a servant leader.

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What are the most effective mentoring frameworks for developing servant leadership skills in new hires?

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4

1 The GROW model

2 The SAGE model

3 The 70-20-10 model

4 Here’s what else to consider

Servant Leadership

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What are the most effective mentoring frameworks for developing servant leadership skills in new hires?

1

2

3

4

1 The GROW model

2 The SAGE model

3 The 70-20-10 model

4 Here’s what else to consider

Servant Leadership

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