Posted: January 26th, 2023

Secrets of ‘Servant Leadership’ That Will Lead You to Success

7 Secrets of ‘Servant Leadership’ That Will Lead You to Success (Economy, 2018) speaks of Servant Leadership as if it was a new phenomenon. Indeed, Servant Leadership has been explored since the time of Jesus. This is not, however, a religious-related leadership model. The model was published in 1970 by Robert Greenleaf. Consider his words in this first write up:

“The servant-leader is servant first… It begins with the natural feeling that one wants to serve, to serve first. Then conscious choice brings one to aspire to lead. That person is sharply different from one who is a leader first, perhaps because of the need to assuage an unusual power drive or to acquire material possessions…The leader-first and the servant-first are two extreme types. Between them, there are shadings and blends that are part of the infinite variety of human nature.

“The difference manifests itself in the care taken by the servant first to make sure that other people’s highest priority needs are being served. The best test, and difficult to administer, is: Do those served grow as persons? Do they, while being served, become healthier, wiser, freer, more autonomous, and more likely themselves to become servants? And, what is the effect on the least privileged in society? Will they benefit or at least not be further deprived?“

A servant-leader focuses primarily on the growth and well-being of people and the communities to which they belong. While traditional leadership generally involves the accumulation and exercise of power by one at the “top of the pyramid,” servant leadership is different. The servant-leader shares power puts the needs of others first, and helps people develop and perform as highly as possible.”

In 2022 the concepts were revised to align with the AACN New Essentials eight (8) concepts: Clinical Judgment, Communication, Compassion Care, Diversity/Equity/ and Inclusion (DEI), Ethics, Evidence-Based Practice (EBP), Health Policy, and the Social Determinants of Health (SDoH)

How many of these concepts can you find embedded in the Servant Leader?

Explore the provided blog to see what is offered as a professional, student, and educator. Servant Leadership Blog

Consider if and how Servant Leadership fits into your view of other Leadership Theories. Share if it speaks to you. Discuss your views of the strengths and weaknesses of Servant Leadership as a Healthcare model. Explore how you might incorporate further training into your Career Management strategies.
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Servant Leadership, as defined by Robert Greenleaf in 1970, is a leadership model that prioritizes the growth and well-being of individuals and communities over the accumulation and exercise of power by those in leadership positions. The servant-leader puts the needs of others first and helps them develop and perform to the best of their abilities.
In 2022, the concepts of Servant Leadership were revised to align with the AACN New Essentials eight concepts: Clinical Judgment, Communication, Compassion Care, Diversity/Equity/Inclusion (DEI), Ethics, Evidence-Based Practice (EBP), Health Policy, and the Social Determinants of Health (SDoH). All of these concepts can be found embedded in the Servant Leadership model, as it emphasizes the importance of compassionate care, ethical decision-making, and addressing the social determinants of health in order to improve the well-being of individuals and communities.
Servant Leadership in healthcare prioritizes the needs of patients and communities, leading to improved care and responsive healthcare systems. Additionally, by fostering growth and development among healthcare professionals, a servant-leader creates a culture of excellence within the organization.
However, there are also some potential weaknesses of Servant Leadership as a healthcare model. For example, by focusing primarily on the needs of others, a servant-leader may neglect their own needs and become overworked and burned out. Additionally, some may argue that the Servant Leadership model can be too passive, and that a more assertive leadership style may be necessary to effect real change within a healthcare system.
Servant Leadership is an admirable model for healthcare professionals, but it is important to understand its strengths and weaknesses. Incorporating further training into career management strategies can help healthcare professionals understand how to balance the needs of others with their own self-care, and how to take a proactive approach to creating positive change in healthcare systems.

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