Servant LeadershipNameInstitutionInstructorCourseDate Traits, Behaviors, and Leadership Style of a Servant LeaderServant leadership can be considered as a vocation by being implemented by leaders as their main purpose in an organization (Northouse, 2013). Servant leadership involves leaders guiding and serving their subordinates instead of the ordinary power hierarchy where employees serve their leaders. Servant leadership as a vocation involves a leader performing more responsibilities as a leader by serving the needs of others in a group dynamic (Northouse, 2013). Being a servant leader is not about showing power and authority rather serving others and putting the needs of others before one’s own needs. Servant leadership as a vocation will empower other team members, which will enable the members to improve their performance in the organization (Northouse, 2013). When people commit to being servant leaders, there are types of behaviors they exhibit and prohibit both personally and within the organizations they are leading (Davis, 2017). Servant leaders are naturally determined to serve others regardless their positions in an organization.
Some of these behaviors exhibited by servant leaders include trustworthiness, caring, being fair, responsible, and respectful to the other members of the organization (Davis, 2017). These personality traits are important in improving the relationship between the leaders and the employees. Servant leaders also prohibit certain behaviors, which are against their leadership style.
Some of the behaviors that they prohibit include making decisions on their own but rather involve other members of the organization in the decision making process (Davis, 2017). Servant leadership differs from traditional forms of leadership in that this leadership approach is mainly focused on serving others. Traditional forms of leadership focus on employees serving their leaders where the leaders exercise their power and authority over the employees (Northouse, 2013). This form of leadership creates a gap between the leaders and the employees due to fear, which is associated with this form of leadership approach. In servant leadership, leaders are concerned with the needs of their employees and help them in their development, which increases their value in the organization (Northouse, 2013). In traditional forms of leadership, there are no measures put in place to provide the employees with opportunities to grow and develop since they are responsible for addressing their own needs (Northouse, 2013). ReferencesDavis, C. J.
(2017). Servant Leadership and Followership: Examining the Impact on Workplace Behavior. Cham, Palgrave Macmillan. Northouse, P. G.
(2013). Leadership: Theory and practice. Los Angeles: Sage.