Your team member feels undervalued in decision-making. How can you empower them through Servant Leadership?

Most importantly, actually take their inputs seriously, and provide positive feedbacks by focusing on the “half-full” instead of the “half-empty”

First, communicate clearly that they are indeed valued and appreciated. Share examples if applicable. Second, ask them to share their experiences and with details if possible; both, to get a more concrete understanding of their conditions and to express that you care enough to want the details. Third, ask them if there's any way to help them on their journey. Share examples of concrete ways you could help them. But don't pressure them. Let them know the option is there Fourth, follow up with them on their journey to being valued and impactful. Adjust above as needed.

In the past, the Chief of Naval Operation’s had disseminated 4 Core Attributes to Guide Navy Leaders. One of them was INITIATIVE: "On their own, everybody strives to be the best they can be – we give 100% when on the job. Our leaders take ownership and act to the limit of their authorities. We foster a questioning attitude and look at new ideas with an open mind. Our most junior teammate may have the best idea; we must be open to capturing that idea." Bottom Line: anyone in the room (youngest to oldest) can have a best idea.

To empower a team member feeling undervalued in decision-making through Servant Leadership, start with active listening as the cornerstone. Fully engage by understanding their concerns, emotions, and motivations without interruptions. Validate their contributions and encourage open expression of ideas. Ask clarifying questions to ensure a thorough understanding of their viewpoints. Involve them in decision-making processes to demonstrate their importance. Provide constructive feedback regularly and publicly recognize their contributions. Support their professional growth through mentorship and skills development. Consistently applying these principles fosters trust, confidence, and a collaborative team environment.

I would discuss the positives they have achieved and then assure them everyone makes mistakes, but we can complete the tasks and work on them as needed.

Begin by empowering your team members to make decisions in their areas of expertise. ?? Show them that you trust their judgment and avoid second-guessing their choices. This builds confidence and reinforces their sense of autonomy and ownership.

Fornecedor autonomia mas com um ambiente de aprendizado, ou seja, permiss?o de ocorrência de erros, vai garantir um crescimento pessoal e profissional. Como líder servidor, podemos ajuda-los a refletir sobre os acertos e erros, com a finalidade de gerar aprendizado e engajamento.

Empower your team member by promoting autonomy in their work. Encourage them to take ownership and make decisions within their expertise. This autonomy should be accompanied by your support and guidance as needed, rather than micromanagement. Trusting their judgment demonstrates confidence in their abilities and fosters a sense of responsibility. This approach not only supports their professional development but also enhances morale by recognizing their competence and value within the team.

Empowering others is inviting creativity, imagination, innovation, inspiration, motivation, purpose, ownership, responsibility, acceptance, growth, maturity, development, and mutual trust. An effortless gesture of servant leadership spawns a radiating wave outward.

When starting out, focus on giving your team members the leeway to manage their tasks and make decisions within their roles. This approach supports their development and encourages a sense of ownership. From my perspective, enabling autonomy while remaining available for guidance can significantly boost team morale. Providing clear objectives and trusting your team to execute them fosters confidence and growth. A useful technique I’ve found is to outline expectations clearly and then allow team members to tackle their tasks independently. This balance of freedom and support helps to enhance their skills and demonstrates your trust in their abilities.

As a Servant Leader, it is important to me that every team member feels valued and heard. If someone feels undervalued in decision-making, it's time to share power. ?? Promote open communication: Introduce regular feedback rounds. Delegate responsibility: Divide tasks and decisions. Recognize strengths: Use the talents and abilities of each individual. Set common goals: Involve everyone in the goal. Together we can achieve more! ?? #ServantLeadership #Teamwork #Empowerment

?? When making joint decisions, it’s essential to involve all team members in the decision-making process, embracing the principles of Servant Leadership. Power should be shared, not hoarded, so actively seek their opinions and consider their suggestions seriously. This might mean including them in meetings they were previously excluded from or specifically asking for their input on decisions that directly impact their work. ?? If the final decision differs from their suggestions, provide clear and thoughtful reasoning behind the choice. This transparency helps maintain trust and reinforces the idea that their contributions are taken seriously, even when the outcome is different from what they proposed.

In a servant leadership framework, power is distributed rather than centralized. Involve your team member in decision-making processes by actively seeking their opinions and seriously considering their suggestions. This may involve inviting them to meetings they were previously excluded from or asking for their input on decisions that impact their work. When team members perceive that their perspectives can shape outcomes, they feel valued and are more motivated to participate actively in their responsibilities. This inclusive approach not only enhances collaboration but also strengthens trust and engagement within the team.

Sharing power in leadership is like sharing dessert—everyone appreciates it, and it makes the experience sweeter for all! In the spirit of Philippians 2:3, where we’re called to “consider others more significant than ourselves,” involve your team member in the decision-making process. Invite them to meetings where their input matters and let them see their suggestions have weight. When power is shared, it’s not just you leading—it’s a collaborative effort where everyone’s voice counts. Plus, sharing the load means fewer decisions rest on your shoulders, which is a win for everyone’s sanity!

Collective thought and impact are the manifestations of shared power. Creating a community that celebrates the power of the supplement or compliment of everyone's skills, gifts, and abilities allows everyone to feel seen and valued as an equal contributor. Everyone has something to contribute. A servant leader takes the time to understand and uplift individual gifts. They honor those gifts by bringing them together to create a collective impact. I agree that when a team member feels seen and valued they're more inclined to re-engage.

Give someone their "flowers" while they're living. Servant leaders recognize contributions as they occur rather than in retrospect. Recognition should occur both collectively and individually. Recognize and honor the work of the team effort as well as each team member's individual contributions that enabled that collective impact. It creates a community that celebrates the synergy of the team and honors the value of individual contributions.

Recognize their unique contributions, both big and small. Every person on the team brings something that makes it whole. Help them to see how their unique skills play an active part in not just their success but the success of the team. Incorporate shared successes in meetings and take the opportunity to share their wins with leaders as well. It all makes a difference in people seeing that they are valued.

?? When recognizing contributions, be sure to acknowledge and value contributions to decision-making as well. This reinforces that their input is valued and that they play a crucial role in the process. When people feel recognized for their decision-making efforts, they’re more likely to bring their best ideas to the table and stay fully engaged in the team’s success. ????

Recognition is crucial for making team members feel valued and motivated. Acknowledge your team member's contributions regularly, both privately and publicly. Celebrate their successes and highlight how their work has positively impacted the team or project. This not only boosts their self-esteem but also reinforces their importance within the team. When individuals feel appreciated, they are more likely to be engaged and committed, contributing their best efforts to achieve collective goals.

Recognition is like spiritual fuel—it keeps us going! Just as Paul frequently acknowledged and thanked his fellow workers (Philippians 1:3-5), take time to celebrate your team member’s contributions. A simple “Well done!” can do wonders. Whether it’s a private note of appreciation or a public shout-out in a meeting, make it specific and sincere. Show them how their work moves the mission forward. Remember, recognition isn’t just about making them feel good—it’s about building a culture where everyone’s efforts are seen and valued. Plus, it encourages others to shine, too. So spread the love and watch your team soar!

Cultivating growth is like being the gardener of your team—plant the seeds, water them, and watch your team member bloom! Just as Jesus invested in His disciples’ growth by teaching and equipping them for ministry (Matthew 28:19-20), provide your team member with opportunities to expand their skills. Encourage them to take on projects that challenge them, or offer mentoring and training that align with their passions. When they see you’re committed to their growth, they’ll feel valued and motivated. Plus, who knows? You might just be nurturing the next star of your team—or at least someone who can finally help you with that spreadsheet!

Servant leaders are builders of society. Grow the team, organization, or cohort through education, development, and training. Let growth be a natural part of the journey.

Everyone on my team has potential, and it's my job to help unlock it. I work with each person to identify their goals and create opportunities for them to stretch their skills. Sometimes this means taking a risk on someone - but those risks often pay off big time.

Encouraging reflection is like giving your team member a mirror—not to admire themselves, but to see their growth! Just as the Bible encourages us to examine ourselves (2 Corinthians 13:5), create space for your team member to reflect on their experiences. Have open, honest conversations about what went well and what could improve. Ask questions that help them think critically and celebrate their wins. This process deepens their understanding of their role and value in the team. Plus, reflection paves the way for continuous growth, ensuring they’re always moving forward—and hopefully, so is that project timeline!

“We do not learn from experience, we learn from reflecting on experience,”John Dewey. This succinctly says it all. We are tricked in this modern day, fast paced, on-demand society that pausing to reflect isn’t necessary, but physiologically this is wrong. In essence, the act of reflection engages the brain in higher-order cognitive processes that facilitate the transformation of raw experience into meaningful, actionable learning. The reflective process is a crucial component of the learning cycle, for adults and children alike. Reflection allows the brain to adapt and grow from its encounters with this crazy and fascinating world.