Servant Leadership: Getting Back to Its Roots

I first read about the servant leadership model in the 1990s, and it made a lasting impact on me. I was a young advertising executive with too much ambition and ego and not really a clue how to lead others other than through sheer will. While leadership models constantly evolve, servant leadership is a timeless and proven philosophy. Coined by Robert Greenleaf in 1970, servant leadership emphasizes serving others as the key to leading effectively. However, as the concept gained popularity, the true essence of servant leadership—selfless service and empowering others—has sometimes been diluted or become overcomplicated with rules and frameworks that stray from the roots. I suggest we need to revisit the core principles of servant leadership and realign it with its roots.

The Essence of Servant Leadership

Servant leadership turns the conventional leadership hierarchy on its head. Instead of viewing leadership as an opportunity for personal gain or authority, it is seen as a responsibility to serve the needs of others, whether they are employees, customers, or the broader community. This people-first mentality challenges the ego-driven style that dominates much of today’s corporate culture.

Greenleaf’s vision of a servant leader is not just someone empathetic and kind but someone who actively works to ensure the well-being and growth of their team. The servant leader prioritizes nurturing, empowering, and developing their team members. The goal is not to amass power but to use it for the benefit of others.

The core principles of servant leadership are built on values such as:

• Empathy: Understanding and addressing the feelings and concerns of team members.
• Listening: Creating space for others to voice their thoughts and genuinely consider their perspectives.
• Healing: Addressing and supporting the emotional and personal well-being of the team.
• Awareness: Being acutely aware of the organization’s internal dynamics and the external environment.
• Community Building: Fostering a sense of belonging and collaboration within teams and the wider community.
• Commitment to Growth: Ensuring each individual’s personal and professional growth is a priority.

The Drift from the Roots

Over time, as the concept of servant leadership has been embraced, its practical application has sometimes been reduced to mere buzzwords or leadership platitudes. While many leaders today claim to practice servant leadership, the deeper principles of humility, empathy, and self-sacrifice are often overshadowed by the demands for profit, growth, and shareholder value.

In some cases, organizations adopt servant leadership as a veneer—a marketing tool or HR-friendly strategy—while maintaining a results-at-all-costs culture. The danger here is that servant leadership becomes a checkbox on a performance review rather than a transformative philosophy that guides leadership development and behavior.

This drift from its roots is particularly evident in corporate environments where leadership is conflated with charisma and vision. While these traits have merits, they often eclipse the quieter, more grounded characteristics of a true servant leader—someone who operates with humility and uses their influence to benefit others, not just the bottom line.

Why We Need to Return to the Roots

A return to the roots of servant leadership is not just necessary—it’s critical. Leaders today face rising challenges, from navigating social justice issues and ensuring diversity and inclusion to dealing with the mental health crises within their workforce and talent shortages. These challenges require leaders who can genuinely serve and support their teams. Engaged and empowered teams led by servant leaders have also been proven to perform better.

The roots of servant leadership offer a model that is uniquely suited to these times. Here’s why:

1. Building Trust: Trust in leadership is declining. Servant leadership builds trust through transparency, honesty, and a genuine commitment to others’ well-being. It’s about showing, through action, that leaders are in it for the people, not just for themselves.
2. Fostering Innovation and Creativity: By creating a culture of empowerment, servant leaders foster environments where creativity and innovation thrive. Team members feel safe to share ideas, challenge the status quo, and experiment, knowing their leader is there to support them, not to punish them for failure.
3. Emotional Intelligence and Empathy: Emotional intelligence is increasingly understood and valued, so the servant leadership approach—rooted in empathy and active listening—ensures leaders remain connected to their teams. This connection leads to higher engagement, lower turnover, and a more loyal workforce.
4. Sustainability Over Quick Wins: Servant leadership, emphasizing people and long-term growth, offers a sustainable path forward. Organizations need more than short-term gains; they need long-term stability, innovation, and a workforce that feels valued and motivated.

How to Reclaim the True Spirit of Servant Leadership

1. Lead by Example: Servant leaders must embody the principles they advocate. Through their behavior, they must show that service is at the heart of their leadership. Leaders need to model humility, acknowledge mistakes, and show they value input from all levels.
2. Focus on People, Not Just Metrics: While results matter, the true measure of a servant leader is how well they serve their team. Are they helping individuals grow? Are they fostering a culture of collaboration and respect? By focusing on the well-being of their team, leaders will see better long-term results.
3. Be a Coach, Not a Dictator: Servant leaders guide, mentor, and develop. They don’t dictate or micromanage. They unlock potential and foster growth by trusting their team and giving them the autonomy to thrive.
4. Stay Grounded in Values: At the heart of servant leadership is a set of deeply held values—compassion, empathy, integrity, and humility. Leaders need to constantly check in with themselves to ensure these values guide their actions and decisions.

The concept of servant leadership is timeless, but in many ways, it’s never been more relevant. The need for leaders who put others first and who serve with humility and purpose has never been clearer. It’s time to return to the roots of servant leadership and remember that leadership is not about being in charge—it’s about taking care of those in your charge. When we do that, success follows naturally, not as a goal but as a byproduct of empowered, engaged, and thriving teams.