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The Essence of Servant Leadership

Cathie Leimbach • January 25, 2022

What does Servant Leadership mean anyway?


In 1970, Robert Greenleaf coined the term ‘servant leadership’ to emphasize his belief that effective leaders serve their followers towards success. He believed that great leaders develop great employees.


John Maxwell says “The only way to create great relationships and results is through servant leadership. It’s all about putting other people first.”


Servant leadership is the opposite of self-serving leadership. The latter involves designing the work flow to serve your own preferences, kowtowing to the desires of your supervisor and the higher-ups, and ensuring you are in the good graces of other influential people in the organization. If those you are trying to satisfy put their power above the organization’s mission and goals, having a culture that retains high performing employees and serving the needs of customers isn’t their priority. In these circumstances the organization’s bottom line may be at risk. 


However, servant leadership creates a healthy culture where people feel they matter, they enjoy coming to work. They produce quality products and provide helpful customer service. To fulfill the company’s mission and goals, both employees and leaders have to be flexible to respond to the needs of those around them. Then they achieve positive results, feel valued, and enjoy being part of a successful workplace.


Today’s Great Resignation reality is causing angst for many organizations and their leaders. They can’t afford to have 55% of their staff leave. Yet, this risk is real as 55% of the workforce plan to voluntarily look for another job this year.  Employees care about their pay, but once their basic living costs are covered most care even more about being respected and valued at work, doing work that matters to the community and its people, and having the training and support to do their job well. When they aren’t experiencing these non-monetary benefits at work, their job satisfaction and life satisfaction are low and emotionally destructive. They either stay for the pay check but are lethargic and mediocre performers at best, or they leave for another opportunity.


What steps can you take to start being a servant leader who serves the organization’s and the employees’ interests? Try following Ken Blanchard’s One Minute Message 3-part formula: 

  • Set clear goals and communicate them.
  • Catch people doing something right and praise them.
  • Redirect your employees kindly when you see them underperforming.


Best wishes along the servant leadership path. Let your people know what you expect, praise them when they meet expectations, and kindly help them improve when they underperform. Serving your employees so they can achieve organizational goals serves them, the organization, and you as well.  

The Four Cs of Effective Conversation

By Cathie Leimbach • February 18, 2025
Based on “Four Cs of Effective Conversation” - The Ohio State University Leadership Center. Ever walked out of a meeting thinking everything was settled, only to realize later that key actions didn’t happen, or alignment was off? That’s because effective conversations require four key elements: clarity, candor, commitment, and completion. Clarity: Make Sure Everyone’s on the Same Page Miscommunication is one of the biggest productivity killers. It’s easy to assume people understand what’s being said, but without clear expectations, mistakes happen. Take the time to check for understanding—what’s obvious to you might not be obvious to everyone else. Candor: Say What You Mean, Mean What You Say Honest, direct conversations build strong teams. When people hold back their real thoughts or concerns, issues fester, and progress stalls. Creating a culture of candor—where people feel safe to speak openly—makes teams more effective and relationships stronger. Commitment: Get Specific About Next Steps A vague “I’ll handle it” often leads to dropped balls. When commitments are specific—who will do what by when—things actually get done. Leaders sometimes hesitate to ask for deadlines, fearing it feels like micromanagement, but clear commitments drive accountability without overstepping. Completion: Don’t Move On Too Soon Before wrapping up a discussion, check that everything’s been addressed. Did we answer all key questions? Does everyone know what happens next? Ensuring a topic is fully covered prevents confusion later and keeps teams aligned.  Mastering these four Cs can turn routine workplace conversations into powerful tools for productivity and collaboration.

Improve Leadership to Boost Workplace Productivity

By Cathie Leimbach • February 11, 2025
Today's workplaces are changing, and managers play a key role in increasing workplace morale and productivity. Research shows that managers impact 70% of what affects how engaged and effective employees are. Surveys show many employees are dissatisfied. They say that expectations are unclear, they don’t feel respected by management, they don’t get enough training, and they don't see how their work matters. With the increasing number of seniors and fewer people in the workforce, increased productivity is essential. Strong leadership is more important than ever. Managers need to develop skills to help their teams succeed. This includes: • Setting clear goals, • Showing appreciation, • Providing good training, and • Helping employees see the purpose of their work. The innovative Conversational Management program helps managers build these leadership skills. It focuses on the leadership practices which boost engagement and productivity. Managers can participate in a virtual Test Drive to see how these strategies can improve teamwork and performance. If you want better results and productivity, REGISTER HERE to join a Test Drive and learn about this highly effective leadership approach! 
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