Understanding Servant Leadership: Avoiding Common Misinterpretations

Servant leadership is a concept that has shaped much of my leadership philosophy since my training in 2012. It’s a model that emphasizes serving others as the primary goal of leadership, empowering teams to achieve their highest potential. While it has gained traction in modern organizations, I’ve seen firsthand how it is often misunderstood or disguised as something it is not. Over the years, I’ve observed various companies confuse servant leadership with other, less effective leadership styles—sometimes with detrimental results.

Let's delve into what servant leadership truly entails, how companies often misapply it, and an example of how one organization disguised servant leadership as "tough love."

What is Servant Leadership?

At its core, servant leadership shifts the focus from leaders to their teams. Instead of leaders concentrating solely on business goals or their personal achievements, servant leadership prioritizes the well-being and development of employees. The philosophy centers on empowering others to succeed, fostering collaboration, trust, and ethical behavior. When applied correctly, servant leadership can lead to a thriving workplace where people feel valued, motivated, and confident in their abilities.

Common Misinterpretations of Servant Leadership

Despite its strong principles, many companies mistakenly interpret servant leadership in ways that miss the mark. Here are some of the most common misapplications I’ve seen in my career:

Confusing Servant Leadership with Paternalism Some organizations believe that being a servant leader means making decisions on behalf of their employees "for their own good," without including them in the process. I recall a company where the leadership team would make decisions without consulting their teams, all in the name of 'serving' them. While they framed it as helping their employees, the result was a disempowered workforce with little autonomy or ownership.

True servant leadership, however, is about guiding employees to make decisions themselves. It’s about mentoring and providing resources, not paternalistically taking control.

Mistaking Servant Leadership for Micromanagement I’ve also seen servant leadership misinterpreted as constant involvement in employees' day-to-day tasks, under the guise of being helpful. Leaders who micromanage often claim they are serving their team by being present and offering support. While the intention may be good, this approach stifles creativity and autonomy, leaving employees feeling restricted.

Effective servant leaders give their teams the freedom to take ownership of their work while offering guidance when needed, rather than watching every move.

Confusing Servant Leadership with Weak Leadership One of the most damaging misinterpretations I’ve seen is the belief that servant leadership equals weakness or passivity. Some leaders shy away from holding their teams accountable or addressing performance issues because they think doing so is incompatible with being "servant-like." In my experience, this often leads to a lack of discipline and performance issues across teams.

In truth, servant leaders can and should hold employees accountable, but they do so in a way that fosters growth. Having tough conversations with empathy is a hallmark of servant leadership, and it’s necessary for long-term success.

Disguising Servant Leadership as "Tough Love" One striking example from my career was a company that disguised authoritarian leadership as servant leadership, using the justification of "tough love." In this organization, leaders imposed rigid policies and unrealistic expectations on their teams, all under the premise that they were helping employees develop resilience and strength. They would say, “We’re pushing you because we want you to grow.” In reality, the employees felt overworked, undervalued, and disrespected.

The tough love approach was anything but servant leadership. Instead of building trust and empowering employees, it created an environment of fear and frustration. True servant leadership does not involve pushing people beyond their limits for the sake of results; it involves understanding individual strengths and fostering growth at a sustainable, supportive pace.

Mixing Servant Leadership with People-Pleasing Finally, I’ve seen companies equate servant leadership with trying to please everyone, leading to decision-making that lacks consistency and direction. In one case, a leader avoided making difficult decisions to maintain their image as a servant leader. This led to confusion and frustration among the team, as boundaries and expectations were never clearly defined.

Servant leadership requires clear boundaries and a commitment to the well-being of the team, even if it means making unpopular decisions. The focus should be on long-term benefits for the team, rather than short-term approval.

Getting It Right: The True Essence of Servant Leadership

When done right, servant leadership creates a culture of empowerment and trust, where employees are given the tools and support they need to succeed. Here’s how organizations can ensure they are applying servant leadership correctly:

• Foster Autonomy: Empower employees to take ownership of their work and decision-making processes. Servant leaders trust their teams to deliver results.
• Provide Guidance, Not Control: While servant leaders are present to offer guidance, they are not there to control every aspect of an employee’s work. Trust, support, and encouragement are key.
• Balance Empathy with Accountability: Servant leaders understand the importance of accountability and growth, ensuring that they address issues while supporting employee development.
• Avoid "Tough Love" Disguised as Servant Leadership: Growth should not come from overburdening employees or pushing them to their breaking points. True servant leaders understand their teams’ capacities and help them grow within those limits.

Reflecting on my own journey with servant leadership, beginning with my training in 2012, I can attest to the transformative power of this approach when it’s implemented correctly. Servant leadership is not about being passive or overly authoritarian, nor is it about pleasing everyone at the expense of results. It’s about guiding, empowering, and supporting people in a way that allows them to thrive, both personally and professionally.

By understanding these common misinterpretations and aligning leadership practices with the true spirit of servant leadership, companies can create an environment that fosters trust, collaboration, and sustainable growth.

I hope this article resonates with those in leadership roles and those aspiring to lead with greater intention and understanding. Servant leadership, when applied correctly, can change the trajectory of teams and organizations for the better.