Servant Leadership: The COO as a Servant Leader

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Introduction

In recent years, the concept of servant leadership has gained attention in the field of management and leadership. Servant leadership is a leadership style that emphasizes the leader’s responsibility to serve and support their managers or employees, rather than to assert their own authority or power. In this article, we will explore the concept of servant leadership in more detail, including its history, some key principles, benefits for organizations, and why the COO position is that of a servant leader. We will also discuss some of the criticisms and challenges associated with this leadership style.

History of Servant Leadership

The ideas behind servant leadership are ancient and can be found in the teachings of Jesus Christ, who emphasized the importance of humility, service, and sacrifice as key elements of leadership, but Robert K. Greenleaf is the person who first articulated them as an organizational management style through a series of four essays. The idea of servant leadership, according to Greenleaf’s 1970 Essay “The Servant as leader” had its roots from reading Hermann Hesse‘s The Journey to the East.

In the story, a band of men go on a mythical journey during which the central figure, Leo, accompanies the party as the servant who does menial chores, but also sustains their spirits with his songs and extraordinary presence. All went well until Leo disappears, and the group falls into disarray, and the journey is eventually abandoned because they cannot make it without the servant, Leo. The narrator, a member of the party, after some years finds Leo and learns that Leo is the leader of the Order, the organization that sponsored the journey. There he witnesses that Leo, whom he had known first as a servant, was in fact one of the leaders of the Order.

In his essay, Greenleaf explains that the servant leader is a servant first. It begins with someone having the natural desire to serve first, and then making a conscious choice to lead. This is different from the leader servant who leads first but makes the choice to serve after gaining power, authority or material possessions. The servant-first approach makes sure that other people’s highest priority needs are being served.

Key Principles of Servant Leadership

The concept of servant leadership is based on a set of key principles and values, which include the following:

  1. Listening: Servant leaders listen actively and empathetically to their employees, seeking to understand their needs, concerns, and ideas.
  2. Empathy: Servant leaders are able to put themselves in their employees’ shoes, and to see the world from their perspective. This enables them to connect with their employees on a deeper level, and to build trust and respect.
  3. Acceptance: Servant leaders seek to accept people as individuals and for who they are, even though their performance may be judged critically in terms of what they are capable of doing.
  4. Intuition: An intangible sense for patterns, or the ability to identify general patterns and use judgement based on historical context. The wise leader knows when to lean into these intuitions, but always understands that he or she is placing faith on percentages, and that this “hunch” is not a universal truth.
  5. Awareness and Perception: Servant leaders are self-aware, and they have a deep understanding of their own strengths, weaknesses, and values. This enables them to lead with integrity and authenticity, and to inspire others to do the same.
  6. Persuasion: Servant leaders use persuasion, rather than coercion or manipulation, to influence others. They seek to build consensus and commitment, rather than imposing their will on others.
  7. Conceptualization: Servant leaders are able to think creatively and strategically, and to envision the future of their organization. They have a clear sense of purpose and direction, and they are able to communicate this vision to others.
  8. Foresight: Servant leaders have the ability to anticipate and understand the consequences of their actions, and to make decisions that are in the best interests of their employees and their organization.

Benefits of Servant Leadership

There are several benefits of servant leadership for organizations, including the following:

  1. Increased employee engagement and satisfaction: When leaders prioritize the needs of their employees, and create a supportive and empowering work environment, employees are more likely to feel valued, motivated, and engaged in their work. This can lead to higher job satisfaction and lower turnover rates.
  2. Improved performance and productivity: A servant leader is able to inspire and motivate their employees to achieve their goals and work together more effectively. This can lead to improved performance and productivity for the organization as a whole.
  3. Stronger organizational culture: A servant leader creates a culture of trust, respect, and collaboration within their organizations. This can lead to better communication, teamwork, and innovation, as well as a stronger sense of purpose and mission.
  4. Greater customer satisfaction: A servant leader prioritizes the needs and interests of all stakeholders, including customers. This can lead to higher levels of satisfaction and loyalty from customers.

Challenges and Criticisms of Servant Leadership

While servant leadership has many benefits, it is not without its challenges and criticisms. Some of the main criticisms include the following:

  1. Risk of exploitation: Servant leaders may be seen as weak or passive, and their willingness to serve others may be taken advantage of by those who are more interested in their own self-interest.
  2. Confrontation avoidant: Servant leaders may prioritize harmony and consensus over making tough decisions and holding people accountable for their actions.
  3. Time and resource-intensive: Servant leadership requires a significant investment of time and resources, as leaders must prioritize building relationships and creating a supportive work environment.
  4. Misunderstood or undervalued: Servant leadership may be misunderstood or undervalued by those who prioritize traditional leadership styles and metrics, such as power, authority, and financial performance.

Why approach the COO position as a servant leader

The COO position is better approached as a servant leader for several reasons, but primarily because it is a position that will not be successful if the person holding the title doesn’t genuinely desire to serve others. Most of the time spent will be focused on helping others succeed, providing resources for others to do their job well, and making the organization run as effectively as possible. It is also a role that operates behind the scenes and serves as a glue for the organization by binding strategic initiatives and tactical efforts.

Help others succeed

The COO position is a unique role within an organization as it is a position that focuses on helping others succeed. This means that the person in the role is constantly looking for ways to improve the working environment for those around them, whether they report to the COO or the COO reports to them.

This often involves understanding the needs of each employee and department and providing them with the tools, training, and support they need to succeed and make the organization run as effectively as possible.

Not in the spotlight

Another unique characteristic of the COO position is that it is not always in the spotlight. Unlike the CEO or other high-profile positions, the COO often operates behind the scenes and may not be well-known to the public. This allows them to focus on the needs of the organization and its employees without being distracted by external pressures. The individual in this position will need to be fine with not getting all of the recognition that he or she believes they deserve.

Holds the organization together

The COO position also serves as a glue for the organization. By operationalizing the CEO’s strategy, the COO binds strategic initiatives and tactical efforts, ensuring that the organization is moving in the right direction. This requires a deep understanding of the organization’s goals, its culture, and the needs of its employees.

Conclusion

Servant leadership is a leadership style that emphasizes the leader’s responsibility to serve and support their team members or followers, rather than to assert their own authority or power. This concept has its roots in ancient Eastern philosophy, and was developed in the modern era by Robert K. Greenleaf. Servant leadership is based on a set of key principles and values, including listening, empathy, healing, awareness, persuasion, conceptualization, foresight, and stewardship. This leadership style has many benefits for organizations, including increased employee engagement and satisfaction, improved performance and productivity, stronger organizational culture, and greater stakeholder satisfaction. However, servant leadership also faces challenges and criticisms, such as the risk of exploitation, lack of accountability, and time and resource intensiveness. Despite these challenges, it is important for the COO to approach the position as a servant leader because it is a position that is more likely to succeed if the person holding it genuinely wants to serve by helping others succeed, being humble and not pursuing recognition, and understanding that they are a glue that binds the organization together.