Servant Leadership: Empathy, Humility, and Team Legacy Insights

1 EDEL 510 Assignment Student’s Name Name of the University or Institution Course Number: Course Name Name of Instructor 5 th July 2023

2 EDEL 510 Assignments Question A There are various essential features that ought to be integrated into the character of a servant leader, including empathy, humility, and service orientation. Empathy is a crucial virtue that should be integrated into the essence of a servant leader. It involves understanding and sharing the feelings of others, enabling leaders to connect with and relate to team members' needs, emotions, and perspectives (Ortiz-Gómez et al., 2020). A servant leader builds trust, fosters open communication, and motivates individuals by actively listening, demonstrating genuine care and concern, and creating a supportive environment. Humility is another essential virtue for a servant leader. It entails recognizing and acknowledging one's limitations, strengths, and weaknesses. A humble leader prioritizes the success and growth of their team over personal recognition or ego. They actively seek feedback, value everyone's contributions, and create an inclusive environment where diverse perspectives are respected (OU Online, 2021). Embracing humility fosters continuous improvement, empowers team members to share ideas and take risks, and promotes fairness. Service orientation is a fundamental characteristic of a servant leader. It involves prioritizing the needs and development of team members over personal gain. A service-oriented leader supports the growth and success of their team by providing mentorship, guidance, and resources. They empower individuals by delegating authority and creating opportunities for them to thrive. By cultivating a culture of collaboration, trust, and collective achievement, a servant leader leaves a lasting legacy as someone who selflessly supports and elevates their team (OU Online, 2021).

3 Question B Empathy: Enhanced Legacy - In a scenario where leaders demonstrate empathy, they actively listen to their team members, understand their challenges, and provide appropriate support. As a result, team members feel valued, understood, and supported. This leads to increased trust, open communication, and effective collaboration within the team. The team achieves higher productivity, morale, and job satisfaction (Sousa & van Dierendonck, 2017). The leader's legacy is enhanced as team members remember them as genuinely caring for their well-being and creating a positive work environment. Diminished Legacy - On the other hand, if a leader lacks empathy, they may dismiss or ignore the concerns and emotions of their team members. This disconnects, erodes trust, and hampers open communication (Sousa & van Dierendonck, 2017). Team members may feel undervalued, unappreciated, and disengaged, decreasing morale and productivity. The leader's legacy is diminished as team members remember them for their lack of compassion and disregard for their well-being. Humility: Enhanced Legacy - A humble leader acknowledges their mistakes, admits when they don't know something, and thanks their team for success. Doing so creates an environment where team members feel valued, empowered, and motivated to contribute their best. The leader actively seeks feedback, listens to diverse perspectives, and fosters a culture of continuous

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4 learning and improvement. This enhances the team's creativity, innovation, and problem-solving abilities (Sousa & van Dierendonck, 2017). The leader's legacy is enhanced as team members remember them for their humility, openness, and willingness to empower others. Diminished Legacy - If a leader lacks humility and consistently seeks personal recognition or takes credit for the team's achievements, it creates a sense of resentment and disengagement among team members. The team may feel undervalued and unacknowledged for their contributions. This hampers collaboration stifles creativity, and creates a toxic work environment. The leader's legacy is diminished as team members remember them for their self- centeredness and failure to acknowledge the efforts of others. Service Orientation: Enhanced Legacy - A leader with a strong service orientation prioritizes the growth and development of their team members. They provide mentorship, guidance, and resources to help individuals succeed in their roles. This fosters a sense of trust, loyalty, and commitment among team members (Sousa & van Dierendonck, 2017). The leader empowers their team by delegating authority, encouraging autonomy, and creating opportunities for personal and professional growth. As team members thrive and achieve their goals, they attribute their success to the leader's support and guidance. The leader's legacy is enhanced as they are remembered as someone who selflessly served their team and enabled their growth. Diminished Legacy - If a leader is solely focused on their success, power, or control, they may neglect the needs and development of their team members. This creates a culture of disregard, where team members feel undervalued, unsupported, and unappreciated. The lack of

5 support and guidance stifles individual growth and limits team performance. The leader's legacy is diminished as team members remember them for their lack of care and regard for their team's well-being and development. Question C Empathy - To engrave empathy into my personal character development as a leader, I would actively practice active listening by being fully present and attentive when team members express their thoughts and emotions. I will seek to understand their perspectives by putting myself in their shoes and asking open-ended questions (Stasak, 2019). Cultivate a genuine interest in their well-being by regularly checking their progress and showing support. I will also consider their feedback seriously and take concrete actions to address their concerns. I will engage in empathy-building exercises, such as role-playing or empathy mapping, to enhance my understanding of others' experiences. Seek feedback from trusted mentors or colleagues to gain insights and refine my empathy skills further. Humility - Cultivating humility requires continuous self-reflection and acknowledging personal strengths and weaknesses. Regularly reflecting on my performance and areas where improvement is needed is critical. I will also encourage feedback from team members and actively listen to their insights and suggestions without defensiveness. Recognize and give credit where it's due, publicly acknowledging the contributions of others (Stasak, 2019). Moreover, I will also foster a learning mindset by seeking opportunities for self-development, such as attending workshops and conferences or taking online courses. I will also learn from the expertise of others and actively seek out diverse perspectives to broaden my understanding. I will

6 embrace a humble attitude by valuing the knowledge and experiences of others and demonstrating a willingness to learn from them. Service Orientation - To engrave service orientation into my personal character development as a leader, I will regularly assess the needs of my team members. Provide support and resources to help them achieve their goals, whether it's through mentorship, guidance, or access to necessary tools. I will actively mentor and coach individuals, encouraging their growth and development. I will also foster a culture of collaboration and teamwork by promoting shared goals and recognizing the value of collective achievements (Stasak, 2019). I will continuously seek ways to serve and support team members, such as providing mentorship opportunities, advocating for their professional development, and ensuring they have the necessary resources to succeed. Prioritize their success above personal gain and make service to others a core principle of your leadership approach, actively seeking ways to contribute to their growth and well-being.

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7 References Ortiz-Gómez, M., Ariza-Montes, A., & Molina-Sánchez, H. (2020). Servant Leadership in a Social Religious Organization: An Analysis of Work Engagement, Authenticity, and Spirituality at Work. International Journal of Environmental Research and Public Health , 17 (22), 8542. https://doi.org/10.3390/ijerph17228542 OU Online. (2021). 5 Proven Characteristics of a Servant Leader | OU Business Blog | Ottawa University . Ottawa.edu. https://www.ottawa.edu/online-and-evening/blog/march-2021/5- proven-characteristics-of-a-servant-leader Sousa, M., & van Dierendonck, D. (2017). Servant Leadership and the Effect of the Interaction Between Humility, Action, and Hierarchical Power on Follower Engagement. Journal of Business Ethics , 141 (1), 13–25. https://doi.org/10.1007/s10551-015-2725-y Stasak, J. (2019). 6 qualities of a servant leader . Wycliffe Bible Translators. https://www.wycliffe.org/blog/featured/6-qualities-of-a-servant-leader

EDEL 510 Assignment

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