LDR30 topic5 DQ1 Response to Megan post

I have selected the article “How Humble Leadership Really Works” by Dan Cable (2018). This article really spoke volumes. It outlines what it means to be a servant leader and how hard it can be to lose sight of what really matters. “Power can cause leaders to become overly obsessed with outcomes and control, and, therefore, treat their employees as means to an end” (Cable, 2018). Operating under tense and fearful conditions is no way to live. I once worked at a facility that was led under a dictatorship. Employees dreaded coming to work each day. This will only increase the changes of employee’s dissatisfaction and turnover. Servant leaders strive to empower their employees. Emphasis is placed on learning and development rather than control or top-down leadership. “Servant leaders view their key role as serving employees as they explore and grow, providing tangible and emotional support as they do so” (Cable, 2018).

Servant leaders are willing to admit that they do not know it all. They learn from those around them and strive for continuous improvement. “Rather than telling employees how to do their jobs better, start by asking them how you can help them do their jobs better” (Cable, 2018). Perhaps they do not have the professional development skills or training needed to carry out their job duties. Perhaps they are afraid to ask for help. The servant leaders helps to decrease anxiety and increase confidence. The article uses a food service as an example of servant leadership. In the beginning, management is focused on decreasing delivery times. They compile a list of complaints and emphasize them to the truck drivers. Naturally, the employees began to feel devalued. After seeing the approach was not working, management changed their method. Instead of focusing on what was wrong, they began to focus on what they could do to help. The employees offered great ideas to meet customer needs and expectations. Slowly internal managerial changes resulted in a higher trust level within the organization.

“Sometimes the best way for leaders to serve employees — and their organization — is to create a low-risk space for employees to experiment with their ideas” (Cable, 2018). How do we perceive a mistake? Is this something that employees should be punished for? Is this something that we can use as a learning opportunity? As the food deliver service began to listen to their employees they quickly realized that top management did not know the ins and outs of the company like they thought they did. “When leaders are humble, show respect, and ask how they can serve employees as they improve the organization, the outcomes can be outstanding” (Cable, 2018). This is a win-win for all parties involved.

References

Cable D. (2018). How Humble Leadership Really Works. Harvard Business Review. Retrieved from:

https://hbr.org/2018/04/how-humble-leadership-really-works