Walsh X Talk - DBA Candidate Nick Peoples

Summary

This video script explores the transformative power of servant leadership, contrasting it with traditional authoritative leadership. It highlights the benefits of servant leadership, such as increased employee satisfaction, lower turnover rates, and higher productivity. Through personal anecdotes and examples from renowned leaders, the script emphasizes empathy, listening, empowerment, and service orientation as key tenets. It also addresses the challenges of servant leadership and provides actionable insights for leaders. Ultimately, the message is clear: successful leadership today is about influence, not authority, and putting people first leads to better organizational outcomes.

Takeaways

• 😀 The script discusses the shift from traditional authoritative leadership to a more empathetic and servant-based approach, emphasizing the importance of influence over control.
• 👥 It highlights the negative impacts of top-down management, such as worker burnout, job dissatisfaction, low morale, and high turnover rates.
• 🛠 The key to successful leadership today is identified as influence rather than authority, with servant leaders focusing on the professional development of their team members.
• 🌟 Traits of effective servant leaders include empathy, understanding, good listening, accountability, empowerment, transparency, and being open-minded.
• 💡 The script uses the example of Dimitri, a manager who genuinely cared for his team's personal and professional development, demonstrating the positive outcomes of servant leadership.
• 📚 It introduces Robert Greenleaf's concept of servant leadership, which emphasizes the well-being of those served and is based on behaviors and practices that prioritize people's needs.
• 🔑 The four major tenants of servant leadership are empathy, listening, empowerment, and service orientation, which unlock a team's potential and lead to collective success.
• 🚀 Prominent business figures like Jack Welch, Tony Hsieh, Herb Kelleher, and Susan Wojcicki are cited as examples of successful servant leaders in the industry.
• 💡 Susan Wojcicki's leadership philosophy, which includes acceptance of failure and cultivation of creativity, is highlighted as particularly effective.
• 🔄 The script acknowledges the challenges faced by servant leaders, such as finding balance, delegation, conflict resolution, and measuring success, and suggests ways to overcome them.
• 📈 Statistics are shared to emphasize the benefits of servant leadership, including increased productivity and reduced turnover among satisfied employees.
• 🛑 The importance of self-awareness, adaptability, and continuous learning for servant leaders is underscored, as well as the need for them to be in tune with their team's feelings and needs.

Q & A

What is the main theme of the video script discussing?

The main theme of the video script is the concept of servant leadership, contrasting it with authoritative leadership, and discussing its benefits and challenges in a business context.

Why is authoritative leadership often criticized in the script?

Authoritative leadership is criticized for causing worker burnout, job dissatisfaction, low morale, and high turnover rates due to its top-down approach that lacks empathy and does not consider the input of lower-level employees.

What does Kim Blanchard emphasize as the key to successful leadership today?

Kim Blanchard emphasizes that the key to successful leadership today is influence, not authority, highlighting the power of servant leadership over authoritative leadership.

What are the common characteristics of favorite managers mentioned in the script?

The common characteristics of favorite managers mentioned in the script include being empathetic, understanding, a good listener, accountable, empowering, transparent, and open-minded.

What is the difference between authoritative leadership and servant leadership according to the script?

Authoritative leadership is about giving orders and controlling people, while servant leadership is about understanding the needs of the team, building influence through trust and respect, and focusing on the professional development of team members.

Who is Robert Greenleaf and what is his contribution to the concept of servant leadership?

Robert Greenleaf is the founder of the modern servant leadership movement. He contributed by defining servant leadership as a non-traditional philosophy that emphasizes the wellbeing of those being served, rather than control or output.

What are the four major tenants of the servant leadership philosophy as mentioned in the script?

The four major tenants of the servant leadership philosophy are empathy, listening, empowerment, and service orientation.

Why is the approach of Susan Wojcicki, the CEO of YouTube, considered effective in the script?

Susan Wojcicki's approach is considered effective because she promotes acceptance of failure and cultivation of creativity, which allows her team to be imaginative and innovative without the fear of failure.

What are some challenges faced by servant leaders as discussed in the script?

Some challenges faced by servant leaders include finding a balance between directive leadership and servant leadership, delegation, resolving conflicts, and measuring success in ways that align with the values of servant leadership.

What is the real-life example provided in the script about managing a team of customer care agents?

The real-life example discusses the situation where the manager uses servant leadership principles to address Linda's feelings of inadequacy in her role, by empathizing with her, empowering her to lead in certain areas, and discussing her future plans and aspirations.

What are the key takeaways from the script regarding servant leadership?

The key takeaways are to use servant leadership as a platform to build a personal style, be adaptable, take a hybrid approach combining servant leadership with authoritative actions when necessary, and set clear expectations while holding the team accountable.

Outlines

00:00

🕴️ Introduction to Authoritative Leadership

The paragraph introduces the concept of authoritative leadership through a conversation with a character named Peter. It highlights the common experiences with bossy and overbearing managers like Bill Lumberg, emphasizing top-down management's historical effectiveness in maintaining control within organizations but also noting the associated drawbacks like worker burnout, job dissatisfaction, and high turnover rates. The paragraph sets the stage for exploring more socially responsible business practices.

05:01

🤝 The Rise of Servant Leadership

This paragraph discusses the importance of servant leadership as a counter to traditional authoritative leadership. It mentions Kim Blanchard's view that influence, rather than authority, is key to successful leadership. The paragraph contrasts servant leaders, who are empathetic, understanding, and supportive, with authoritative leaders. It stresses that servant leaders prioritize the professional development of their team members and are dedicated to their success, thus fostering respect and a strong influence without the need for constant supervision.

10:02

🌟 Empathy and Listening in Leadership

The focus here is on the importance of empathy and active listening in servant leadership. The paragraph explains how servant leaders connect with their team members on a personal level, understanding their emotions, perspectives, and needs. By prioritizing empathy, these leaders build trust and strong relationships, which are essential for effective leadership. Additionally, it highlights how active listening creates an environment where team members feel valued and heard, leading to valuable insights and increased team cohesion.

15:02

🎓 Empowerment and Development

This paragraph emphasizes the role of empowerment and personal development in servant leadership. Servant leaders provide their team members with the autonomy, resources, and support needed to succeed, fostering a sense of ownership and accountability. By focusing on the well-being and development of their team, these leaders create a positive and inclusive organizational culture where everyone can thrive. Examples of successful servant leaders in business, such as Jack Welch, Tony Hsieh, and Susan Wojcicki, are mentioned to illustrate the effectiveness of this leadership style.

20:04

💼 Personal Leadership Experience

The author shares a personal leadership experience with a team member named Linda. The paragraph discusses Linda's feelings of inadequacy in her current role and the author's plan to address this as a servant leader. The approach involves showing empathy, actively listening, and empowering Linda by finding ways for her to exhibit her leadership skills without overburdening her. The goal is to support Linda's personal and professional development, demonstrating the practical application of servant leadership principles.

25:08

🔄 Challenges and Adaptability in Servant Leadership

This paragraph explores the challenges faced by servant leaders, such as finding a balance between directive and servant leadership, delegation, conflict resolution, and measuring success. It emphasizes the need for flexibility, setting clear expectations, and leading by example to overcome these challenges. The author reflects on their own experiences, acknowledging failures and learning from them to improve their leadership approach. The paragraph concludes with key takeaways for aspiring servant leaders, including adaptability, a hybrid approach, and maintaining a focus on team well-being and development.

Keywords

💡Authoritative Leadership

Authoritative leadership refers to a leadership style where the leader exercises control over subordinates by giving orders and expecting compliance. This style is characterized by top-down management and is depicted in the video through the example of Bill Lumberg, an overbearing manager. The video contrasts this with servant leadership, highlighting the downsides such as worker burnout and job dissatisfaction.

💡Servant Leadership

Servant leadership is a leadership philosophy that emphasizes the leader's role as a servant to their team, focusing on the well-being and development of team members. The video explains how servant leaders prioritize empathy, listening, empowerment, and service orientation. Examples include the positive influence and personal investment of managers like Dimitri, who build trust and respect among their team.

💡Empathy

Empathy in leadership involves understanding and sharing the feelings of team members. The video emphasizes empathy as a core tenet of servant leadership, illustrating how empathetic leaders connect with their team on a personal level. Dimitri, a manager mentioned in the video, exemplifies empathy by showing genuine interest in his team's personal and professional lives.

💡Influence

Influence in leadership is the ability to inspire and motivate others without relying on authority. The video stresses that successful leadership today is about influence rather than authority, as noted by Kim Blanchard. Dimitri's leadership style, which leverages respect and minimal supervision, is a practical example of leading through influence.

💡Empowerment

Empowerment in leadership involves giving team members the autonomy, resources, and support they need to succeed. The video describes how servant leaders empower their teams by delegating authority and fostering a sense of ownership and accountability. Dimitri's approach to understanding his team's strengths and motivating them individually exemplifies empowerment.

💡Employee Well-being

Employee well-being refers to the overall health, satisfaction, and happiness of employees. The video argues that servant leadership prioritizes employee well-being over traditional metrics like productivity. This focus leads to higher job satisfaction and lower turnover rates, as shown by Dimitri's genuine care for his team's personal and professional growth.

💡Job Satisfaction

Job satisfaction is the level of contentment employees feel about their work. The video links high job satisfaction to increased productivity and lower turnover rates, citing that happy employees are up to 31% more productive. Servant leadership, with its emphasis on empathy and empowerment, significantly boosts job satisfaction.

💡Turnover

Turnover refers to the rate at which employees leave an organization. High turnover is often a symptom of poor leadership. The video mentions Dimitri's belief that turnover can be positive if it leads to greater opportunities for employees, reflecting a servant leader's commitment to the growth and development of their team members.

💡Trust

Trust in leadership is the confidence that team members have in their leader's intentions and actions. The video highlights that servant leaders build trust through empathy, listening, and genuine care for their team's well-being. Dimitri's ability to lead with minimal supervision is rooted in the trust he has cultivated among his team.

💡Professional Development

Professional development involves the continuous growth and advancement of employees' skills and careers. The video discusses how servant leaders like Dimitri invest in their team's professional development by understanding their goals and providing opportunities for growth. This investment in personal and career growth is a hallmark of servant leadership.

Highlights

The classic example of an authoritative leader is Bill Lumberg, who is bossy, overbearing, and non-empathetic.

Top-down management has been the standard of business operation, maintaining control within an organization.

While top-down management creates massive brands, it often leads to worker burnout, job dissatisfaction, low morale, and high turnover rates.

Servant leadership focuses on influence, not authority, and is about giving orders and controlling people.

Empathetic, understanding, accountable, empowering, transparent, and open-minded are common traits of servant leaders.

Servant leaders are dedicated to the professional development of those they lead and are genuinely interested in their team members' lives and goals.

Servant leadership cultivates deep empathy, allowing leaders to connect with others and respond with compassion and understanding.

Servant leaders empower their team members by providing autonomy, resources, and support, fostering a sense of ownership and accountability.

At the core of servant leadership is a commitment to serving others, prioritizing the well-being and development of team members.

Servant leaders create a positive and inclusive organizational culture where everyone can thrive.

Examples of successful servant leaders include Jack Welch, Tony Shay, Herb Kelleher, and Susan Wojcicki.

Servant leaders face challenges such as balancing directive leadership, delegation, resolving conflicts, and measuring success.

To overcome challenges, servant leaders must be flexible, adaptable, and set clear expectations while leading by example.

A real-life example from the speaker's career demonstrates the importance of empathy, empowerment, and personal development in servant leadership.

Employees with high job satisfaction are up to 31% more productive and 87% less likely to leave their organization, promoting the benefits of servant leadership.

Transcripts

[Music]

hello Peter what's happening

um I'm going to need you to go ahead and

come in

tomorrow so if you could be here

around 9 that would be great

okay oh oh and I almost forgot

um I'm also going to need you to go

ahead and come in on Sunday too okay we

um lost some people this week and uh we

need to sort of play

catchup thanks yeah we've all

encountered a bill Lumberg type manager

in our professional careers you know the

classic example of an authoritative

leader he's bossy he's overbear ing he's

crash he's non-empathetic he's

cold he's

self-serving top- down management has

been the standard of business operation

basically since business started I mean

it does make logical sense though right

that's how you maintain control of

people within an

organization executive level managers

make decisions usually on their own

accord those decisions flow down the

chain to mid-level managers who

eventually trickle it down to the

laborers who really have little to no

input in the business process

decisions this top- down approach it is

a solid way to run an organization and

it has worked to create massive brands

with billions of dollars of yearly

Revenue but at what

cost you got worker burnout you got job

dissatisfaction you got low morality and

high turnover rates

that's been the common theme amongst

many of these largest companies that you

know of

today so how can we get strong business

results while also being socially

responsible especially to the people who

run our

companies businesses interested in truly

cultivating their most valuable assets

human capital make a Comm commitment to

encouraging serving leadership amongst

their organizational

leaders so legendary business consultant

Kim Blanchard he most famously told us

that the key to successful leadership

today is

influence not

Authority wait let me rewind that back

let me say that

again the key to successful leadership

today is INF fluence not

Authority authoritative leadership is

about giving orders and controlling

people servant leaders on the other hand

understand that influence is more

powerful than

control think about your entire

professional

career especially your time and entry

level positions what were the common

characteristics of your favorite

managers I would be willing to bet that

empathetic is on that list your favorite

manager was probably also understanding

a good listener accountable empowering

transparent

open-minded these are all traits of

social uh servant

leaders a true servant leader is

dedicated to the professional

development of those he or she is

leading people follow and respect

servant leaders because they know that

their leader actually car

Progressive companies and Executives

know that servant leadership is the wave

of the

future so as I hearken back to my own

professional career out of the dozens of

managers that I've personally

encountered there is one

manager that I can remember that stands

out his name was Dimitri oh man Demitri

was he was a character like like really

and uh he was the manager in our call

center uh that I was working in early in

my career I was a rep and Demitri was my

direct

report his leadership style was special

to me because his approach was so

genuine personal and

Progressive now don't get me wrong I'm

not saying Dmitri was trying to be our

friend more than our manager what I am

saying though is Dmitri realized that

his authority was already established by

the title the company had given him and

he didn't feel a need to remind us of

that all the time Demitri was more

interested in getting to know his team

members on a professional level to

better understand our inherent strengths

and

weaknesses you know Dimitri he really

showed an interest in our personal life

our stories our family milestones and

our personal

goals for example in our meetings of

course we definitely discuss business so

things like kpis customer issues process

changes Etc you know what you would

discuss in a meeting normally the thing

that's different about him was Dmitri

was always sure to carve out time at the

beginning of each meeting for us to have

our water cooler time to collect L catch

up with each other and share stories you

know Dimitri was intentional though

about asking about updates on what was

going on in our lives and you can tell

that Demitri actually cared that's the

difference from this personal knowledge

of his team members Dmitri knew how to

best train and communicate with each of

us individually as well as how to best

motivate each of us to perform the best

in our roles

as I think about it Dimitri was also

invested in our personal

development Not only was he encouraging

us to educate ourselves within the

company departments and roles but he

also wanted to educate us for our

personal

career Dimitri treated his Department

like like a launching pad where you were

almost expected to graduate into

something bigger and better for your

life and I'll never forget the time

Dimitri told me turnover can be good

when the destination leads to something

greater you know we respected and worked

hard for

Demitri because we knew that he had our

backs and most importantly we didn't

want to let him

down Demitri was able to leverage that

respect into a strong influence that

allowed him to efficiently lead us with

minimal supervision

as a servant

leader I'd say Dimitri taught me how to

build influence among my

teammates by being a servant to those

who I

lead that brings me to the point of this

talk we will discuss the transformative

potential of adopting a servant

leadership

approach we will fully examine this

style to uncover the benefits and the

challenges of being a servant leader

in the end it will become evident that

servant leadership is the preferred and

the most effective style of leading

teams of people at this

point I probably said the word servant

and or leadership over 10 times but what

does servant leadership really

mean what is the philosophy of the

style Robert Greenleaf the founder of

the modern servant leadership movement

tells us in his essay the servant as

leader that servant leadership is a

non-traditional philosophy embedded in a

set of behaviors and practices that

place the primary emphasis on the

wellbeing of those we

serve if you notice in this definition

you didn't hear the word control or

output or

management servant leadership is a about

leading a team by first being dedicated

to the

people garnering the respect of those

you are leading by being invested in

their success not only in their working

roles but also in their overall careers

or personal

lives so there's four major tenants of

the servant leadership philosophy you've

got empathy you've got listening you've

got empowerment and you've got the

service orientation

these factors is what plays a key role

in unlocking your team's true potential

and the collective

success servant leaders we have a

tendency to cultivate a deep sense of

empathy allowing us to connect with

others on a personal level and respond

to their concerns with compassion and

understanding we prioritize

understanding the emotions perspectives

and needs of our team

members serving leaders we are also

attentive listeners who actively seek

input from our team members we create an

environment where individuals feel

comfortable expressing their ideas their

opinions and their concerns knowing that

their voices will be heard and

valued what can happen when you listen

to attentively by listening attentively

we gain valuable insights and build

strong relationships with our team

members based on trust and

respect servant leaders we Empower our

team members by providing them with the

autonomy the resources and the support

they need to

succeed we delegate the authority and

responsibility allowing uh individuals

to take ownership of their work and

contribute to the organization's goals

by empowering others servant leaders

Foster a sense of ownership think about

that word

ownership and accountability within the

team leading to increased engagement and

motivation at the core of servant

leadership is a commitment to serving

others servant leaders prioritize the

well-being and development of their team

members going above and beyond to

support them in achieving their goals

and fulfilling their

potential we lead by example we

demonstrate

selflessness humility and a willingness

to put the needs of others before our

own by serving as a catalyst for growth

and

development servant leaders create a

positive and inclusive organizational

culture

where

everyone everybody can

Thrive some of the biggest names in

business today they employ a servant

leadership style they know that this is

the best style to use so you got people

like Jack Welch the former CEO of

General Electric Tony Shay the CEO of

zapo herb kellerer the former CEO of

Southwest Airlines and my personal

favorite Youtube CEO Susan wki Susan is

a special case though because her

leadership style is so effective that

she was able to help lead two not one

but two of the biggest tech companies to

massive successes first starting at

Google then moving over to

YouTube Some of Susan's most profound

philosophies about leadership are

acceptance of failure and cultivation of

creativity Susan famously says to

acknowledge your failure instead of

making excuses for it think about that

for a

second the sooner you can acknowledge

the failure you the faster you can begin

correcting it and learning from

it as a servant leader Susan makes space

for her team to

fail understanding that failure is

inevitable and it's the first step in

success removing that fear failure from

her team Susan allows them to be as

imaginative and creative as

possible this seemingly simple

leadership philosophy has led to the

creation of some of today's most

Innovative Tech

products so now servant leadership is

not without its challenges don't get me

wrong sometimes servant leaders struggle

with things like finding balance between

directive leadership and servant

leadership

delegation resolving conflicts and

measuring

success interestingly enough many of

these are the challenges that I

personally struggle with in my

leadership

career it can be difficult at times to

be assertive and hand down directives

when you're used to a more passive

approach this is why servant leaders

must be flexible enough to adapt by

altering approaches setting clear

expectations building

trust and leading by

example enforcing the accountability

based on set expectations was crucial

for a servant leader to not be walked

over so now while servant leaders aim to

Empower each other or others excuse me

they may struggle sometimes with

delegation particularly when they have

high standards or perfectionist

Tendencies again that's me

perfectionists letting go of control and

trusting others to take tasks on can be

difficult but it's essential for

fostering growth and development within

your team let's talk about conflict

resolution conflict resolution can be

particular L challenging for servant

leaders when they uh prioritize

maintaining positive relationships and

Harmony within the team addressing

conflicts headon while still upholding

the values of empathy and understanding

that can require some tax and some

diplomacy looking at the metric of

success the traditional metric of

success such as profitability or

productivity may not always align with

the values of servant leadership which

focuses more on employee well-being and

development finding meaningful ways to

measure the impact of serving leadership

practices can sometimes be difficult to

overcome the challenges of measuring

success in serving leadership a leader

can start by redefining traditional me

me metrics to include indicators of

employee well-being satisfaction and

development

this may involve implementing regular

feedback mechanisms conducting employee

surveys and tracking metrics related to

employee engagement retention and

growth addressing the challenges of

servant leadership philosophy it really

requires a deep commitment to the

principles of servant leadership as well

as an ongoing

self-awareness

communication and adaptability

we'll talk more about that later it's

not always easy but the rewards in terms

of Employee Engagement satisfaction and

organizational success can be

substantial so let's transition let's

explore a real life example from my

management career

today I manage a team of customer care

agents my team is unique though in that

they are not just all uh phone answerers

but each has a unique job that's related

to customer care initiatives of the

company I won't bore you with too many

of the details of the Team Dynamics but

we have a pretty closely Nick group and

each of my team members are about as

atomous as an employee can be and I love

it my lead agent we'll call

her Linda used to be the leader of the

team but decided to step down to be able

to focus more on her personal life when

I got hired she was the one who trained

me um and since has been an exceptional

right-hand partner for me I can trust

and lean on Linda for

everything of everyone of the team

Linda's probably the closest to me um

she and I have the most interactions

during our normal work day and work week

so now it's time for Linda's annual

review

next month in preparation we use a

questionnaire to gather information

about the employees year and review the

questionnaire focuses on things like how

well the employee communicates how

receptive they are to change how

efficient they are at their jobs the

ways that the employee has leaned or

made their job more

efficient um how well they work within

the

team so the questionnaire uh it gets

sent

to um the employee three of their peers

and the leader of the team to get a

well-rounded scope of the employees

performance we are instructed to offer

feedback of our perspective of the

employees performance which includes

pointing out areas for improvement when

I filled out Linda's review I had

nothing but great things to say about

her she's closest you can get to perfect

her performance her character just all

great I was able to give deep feedback

because I know Linda not only in a

professional capacity but I also know a

lot about her as a person I have always

been intentional about learning and

understanding my team members as humans

first then as a member of the team or an

employee of the company but I see them

as humans first

upon reading Linda's assessment of her

own performance I was surprised to see

some of the personal Reflections and

feelings that I was not aware of that

Linda had Linda

writes where I struggle most is knowing

the scope of my responsibilities today

when I formally led the team the skills

I developed as the team lead are still

there but not being used in the same

capacity as a result I'm feeling a sense

of purpose is missing right now I hope

there's something down the road that

will better fit my skill set so what

does a servant leader do in a situation

like this how can I best acknowledge

Linda's feelings of inadequacy in her

role when there's no plans to change her

role what action plan can I offer Linda

to show her that I'm going to help her I

figured that my plan should start with

empathy I already empathize with Linda

as I'm reading her words uh and

absorbing her perspective I will show my

empathy by restating her words to show I

understand and offering my own examples

of similar feelings that I've had in my

own career I plan to make Linda feel

heard by asking her to elaborate on her

written words and actively listening

while she speaks though using verbal and

nonverbal cues I plan to show Linda that

I'm receiving everything that she's

saying and absorbing her

points I plan to empower Linda by

working with her to find ways she can

exhibit her leadership skills to the

rest of the team without putting too

many extra tasks on her plate we will

work together to identify areas and

situations where she can take the helm

and Lead members of the team also I plan

to utilize her more often in making

decisions on departmental processes and

procedures overall though I will uphold

my servantship to Linda by showing true

care and concern not just for her output

as a member of this team but also for

her personal well-being and career

goals Linda and myself will discuss her

future plans and aspirations whether

they are within this company or

elsewhere doesn't really matter as long

as she

progresses I'll do my best to help Linda

evolve as a professional that's my job

as the servant leader I plan to show

Linda that my goal is helping her reach

her goals and of

course I expect to give her a nice fat

raise uh at the end of it all because

she's an exceptional

worker as I was thinking about Linda I

started thinking about

my failure

here I had to come to the realization

that I failed Linda I failed her because

she had these feelings all the time and

I never knew I didn't know because I

never

asked a servant leader is constantly in

tune with his team and the only way to

maintain that is by asking impactful

questions especially during the

one-on-one check-in

meetings so in the spirit of suan would

checky acknowledgement of my fail

failure offers me an important

opportunity to find a valuable

lesson this has taught me to be more

intentional in my one-on-one meetings

about understanding my team going

forward I will craft better questions to

help promote and excuse me to help probe

the truest feelings of my team members

so I can be of service to them sooner as

a servant leader my overall intuition

has really been enhanced through this

situation learning from my

failures most important here so let's

talk

takeaways uh my career as a servant

leader has been full of failures and

successes the lessons from both they

have really shaped my perspective and I

have found some key takeaways here

number one use the servant leadership

philos phos ophy as a platform to build

your personal style around it's not

meant to be a set of rules to be

strictly

followed two be adaptable don't be so

rigid or indoctrinated by one leadership

philosophy that you can't be quick on

your feet when different situations

arise number

three take a hybrid

approach service to your team it should

be the foundation of all your decisions

and actions but when you need to take

charge deliver directives and be more

authoritative do that but do that in a

respectful

way

four set clear expectations of your team

from the

beginning have the team agree to the

expectations the most important part

hold the team accountable for for

meeting the agreed upon

expectations your team will gladly

follow you and work hard when they know

that you're leading with care but you

also have their best interest at heart

and not your own

self-interest so I'll close by offering

a few

statistics employees with high job

satisfaction are up to 31%

more productive think about that happy

equals

productive delighted

employees are

87% less likely to leave their

organization that's from HR

magazine leadership is it's not a

perfect science and servant leadership

is not some miracle answer to all the

world's business

problems but it is meant to provide a

solid foundation for you to base your

leadership style

around job satisfaction that's a key

driver for turnover productivity but

also team

Synergy servant leadership promotes job

satisfaction because the philosophy puts

people

first the days of the simple manager are

dying out because people are demanding

more from their their

employers today's Forward Thinking

companies are recruiting leaders over

supervisors leaders who can inspire

people to move on one Accord towards

company goals servant leadership is in

its Renaissance and the wave of the

future now the only question that

remains is will you

serf or will you

sink thank you for your time

[Music]