Do you need authority to be an effective leader?

Are you a strong leader? Or do you sometimes wonder if people are willing to walk all over you?

Honestly, many of us are not loud and out there to prove that we are the best in the game. But at times, it makes one wonder – are we doing enough?

Are “strong” leaders the only successful ones?

I talked about this with someone recently.

In a podcast episode recorded last month, I connected with John Horn, SHRM-SCP, MPA. With hundreds of employees to manage, he has a big task at hand, which he solves with an interesting leadership approach: servant leadership.

Now, when it comes to servant leadership, there’s this very simple myth:

• You are not being assertive.
• You agree with whatever the other person says.
• You are not holding anyone accountable.

But John disagreed.

He shared that servant leadership is about creating an environment that allows for team and organization’s accountability and growth while honoring the working people rather than treating them like cogs in a machine.

In defining servant leadership, he shared a new perspective on what leadership could mean.

Leadership does not need to be about power and influence. It can be about serving others and making a positive impact. The formula is putting service first in every act and authority in the background.

But would your team still get things done?

Absolutely yes.

Here’s why:

Money is not the sole incentive that brings people to their desks daily. It could be growth opportunities, a matter of identity, or the feeling of accomplishment that they get regularly at work.

For instance, flexibility is important to many employees today; it’s one of the top five considerations when weighing a role. Does a strict leadership approach permit that? Are your employees satisfied with the resultant work environment?

It’s a no-brainer. They won’t be.

Your solution is adopting a leadership approach that won’t garner old-school approval.

A leader who actively displays care and trust adds immense value to the workplace. And that’s what servant leaders focus on, as per John!

Research agrees with this sentiment, as positive workplace behavior from leaders is shown to

help employee engagement and relationships.

The key is to meet the employee where they are and fulfill their needs instead of pushing yourself and your team into a paradigm of deadlines and OKRs.

Your approach might seem too weak to many, but it’s meant for your team’s context and challenges. Leadership and people management are evolving arenas; you need someone who gets you as you are in the present to support you.

Putting ideas into action

Now the question is, how does this tie up with you? Do you also feel that your leadership style is timid?

John suggests journaling as one of the finest methods to develop an understanding of your leadership style. Thinking about some critical questions like these below can help you introspect:

• What helps me feel valued as a leader?
• What motivates me as a leader?

As you reflect more, your clarity increases over time.

To cultivate a more servant-focused leadership style, try actively soliciting feedback from your team members on how you can better support their growth and development.

John’s podcast, which you can catch here, offers more insights about servant leadership. Let me know your thoughts – I’m excited to hear how you plan to lead with greater empathy and service.