SERVANT LEADERSHIP PRINCIPLES, PRACTICES AND ETHICS Shamir A. Ally Professor of Management, William Loveland College/ILM, MBA Program Professor, Greenleaf University Adjunct Professor, DeSales University, MBA, Program Adjunct Professor, Central Penn College External Ed.D. Examiner George Washington University Visiting Professor at Qatar University; Romanian-American U; and University of Guyana CEO & President, International Consulting Services [email protected] ABSTRACT This paper will explain the servant leadership styles and practices in the USA, China and Arab Cultures. Leaders, managers and executives, will need to think, act and lead differently, with a more caring management style, to cope with the Global challenges in the 21st. Century. This paper asks the question: How does Servant leadership compare to other leadership philosophies and practices? Keywords: Servant leadership, practice, ethics, Islamic culture, US culture, Chinese culture INTRODUCTION Servant leadership is a philosophy and practice of leadership coined and defined by Robert K. Greenleaf (1970) in The Servant as Leader. According to Greenleaf, “The servant-leader is servant first. It begins with the natural feeling that one wants to serve. Then conscious choice brings one to aspire to lead. The best test is: do those served grow as persons; do they, while being served, become healthier, wiser, freer, more autonomous, more likely themselves to become servants?” (Center for Servant Leadership, What is Servant Leadership? para.3), The origins of servant leadership can be traced back nearly 2,500 years ago, indicating that it is a timeless, universal aspect of leadership. This leadership principle and practice can enable improvement in the management of corporations, governments, universities, schools, states’ agencies, non-governmental organizations, and other organizations. Servant leadership implies a comprehensive view of the quality of people, work, and community spirit, and requires a spiritual understanding of identity, mission, vision and environment. Servant leaders are often seen as humble stewards of their organization's resources: human, financial and physical. Servant leadership is an approach to leadership with strong altruistic and ethical overtones that asks and requires leaders to be attentive to the needs of their followers and empathize with them; they should take care of them by making sure they become healthier, wiser, freer and more autonomous. The ultimate goal is to teach others to become servant leaders (Northouse, 2004). A servant leader is someone who is servant first and contributes to the well-being of those s/he is responsible. A servant leader examines the needs of the people and asks him/her how he/she can help them solve problems and promote personal development. He/She places his/her main focus on people, because only content and motivated people are able to reach their targets and fulfill set expectations. Servant leadership flows most naturally from the inner work that leaders voluntarily take on in their journey through life. It cannot be created from the top down (from leaders to employees), but rather from the head to heart, or from the outside in (obedience to outside authority).That is, its source is not egoism but a selfless regard for others and organization. Purpose This paper will explain the servant leadership styles and practices in the USA, Arab Culture and China. Leaders, managers and executives, will need to think, act and lead differently, with a more caring management style, to cope with the Global challenges in the 21st. Century. This paper asks the question: How does servant leadership compare to other leadership philosophies and practices? All leadership styles are being challenged Globally for their ability to excite, engage and involve followers, staffs, and people, with compromises rather than confrontation. Effective strategic leadership is about relationship, which will build trust, take risks, be connected, and be a role model, with the sharing of failures. In comparison, poor leadership institute controls, take advantage of authority via their position power, practice isolation, rewards conformists, and punish failures. Resistances will occur, and at times can lead to disastrous outcomes. Servant leaders engage, listen, learn, build trust, build confidences, support persons, and facilitate serving and growing with pride. It is critical to remember that engaging will not mean an acceptance of the resistance, but can lead to a mutually satisfying outcome. Servant leadership comparative advantage Servant leadership comparative advantage is that it organizes, teaches, communicates, encourage, and energies, to facilitate the best from people. Servant leadership equips practitioners to maximize their Global advantage, which builds a vision of values and trust with accountability for the ensuing results. Servant leadership is about a dedication to values, creating a caring, trusting, and innovative leadership culture. CONTROVERSIES SURROUNDING SERVANT LEADERSHIP It is claimed that servant leadership is a bad idea, because it is paternalistic and a hindrance to engagement. That servant leadership is a bad idea for workers to be served by their managers, when the emphasis should be on workers to think for themselves. When mangers terminate non performing staff, no servant can fire his master, and that there is falsehood in servant leadership practices. Spears (2005) explained servant leadership, as “we are beginning to see that the traditional, autocratic, and hierarchical modes of leadership are yielding to a newer model- one based on teamwork and community, one that seeks to involve others in decision making, one based on ethical and caring behavior” (p. 17). Servant leadership debate will continue, but it is growing Globally, with its emphasis on engaging, supportive and collaborative activities. THREE DIFFERENT CULTURES, ISLAMIC, ASIAN, AND WOMEN TO THE SUCCESSFUL PRACTICE OF SERVANT LEADERSHIP. Islamic culture and servant leadership Servant leadership as practiced in the USA can successfully be practiced in the Islamic World, Asia and with Minority women. In the Islamic World, the concept of servant leadership may best be captured in this tribal proverb, “Sagheer alcum khadimha, wa kabir alcum khadimha” that means “The youngest is the servant and the one who rules is likewise the servant.” Islam ("the leader of a people is their servant") and other world religions have long embraced the philosophy of servant leadership. (Wikipedia, definition, 2013). Servant leadership is deeply rooted in the Arab/Islamic culture. Many similarities can be found between the pre- Islamic and early Islamic leadership style and practices and those of servant leadership. Servant leadership puts a great deal of emphasis on listening. Review of the literature on Omar revealed how he excelled in utilizing the skill of careful listening in letting his subjects vent their steam, express all they had to say in order to direct their remaining energy towards finding solutions to their problems. Both a servant leader and Omar use persuasion as an effective tool in decision-making. (Sarayrah 2007). Servant leadership is deeply rooted in the Arab/Islamic culture. It must be remembered that during the Middle Ages, the Moslem world had exceeded the West in Civilization, especially through the leadership of men like Ṣalāḥ al-Dīn Yūsuf ibn Ayyūb , (1137/1138 – March 4, 1193), better known in the Western world as Saladin, who was the first Sultan of Egypt and Syria, and the Founder of the Ayyubid dynasty. Asian culture, People’s Republic of China and servant leadership According to a study conducted by Han, Kakabadse, and Kakabadse (2010) in the private sector: “We found that the concept of servant leadership holds parallel meaning in China, to that of the West and that we can describe the Chinese concept of servant leadership precisely as public servant leadership in the public sector and servant leadership in the non-public sector. We also report that when asked to characterize Chinese servant leadership in the public sector, the study respondents consider six types of servant leadership similar to the West but also three types of Chinese extended servant leadership.” (p. 37). Six types of servant leadership similar to the West, according to Han, Kakabadse, and Kakabadse, (2010) are (a) putting people first; (b) ethical behavior; (c) moral love; (e) conceptual skills; (f) humility, and (g) building relationships. In addition, three types of Chinese practices that extended servant leadership are: (a) being dutiful, (b) displaying devotion to party policies and State laws and (c) listening (Han, Kakabadse, & Kakabadse), Women in servant leadership Globally men are referred to as protectors and women as nurturers. One of the most famous mothers of the last century—Mother Teresa—offered a vivid example of this. While following her way of life may seem unfathomable, she offered this description of a nurturing lifestyle that is realistic—even for women of the 21st century: “Spread love everywhere you go: first of all in your own house. Give love to your children, to your wife or husband, to the next door neighbor … Let no one ever come to you without leaving better and happier. Be the living expression of God’s kindness; in your face, kindness in your eyes, kindness in your smile, kindness in your warm greeting”(p.77 ) This is an embodiment of servant leadership. Whereas, Mustafa K. Ataturk (1881-1938) Founder of the Republic of Turkey, stated “Everything we see in the world is the creative work of women” (p. 45)- In addition, the Chinese Proverb, “When sleeping women wake, mountains move,” -sums up the potential for an improved World with servant leadership practices. Clearly, these cultures have viewed women as acting as servant leaders. HISTORY OF SERVANT LEADERSHIP BEFORE ROBERT GREENLEAF Servant leadership is an ancient philosophy - one that existed long before Robert Greenleaf (1970) coined the phrase in modern times. There are passages that relate to servant leadership in the Tao Te Ching (Lao & Tao, 2006) attributed to Lao-Tzu, who is believed to have lived in China sometime between 570 BCE and 490 BCE. Leadership in history is actually what a leader does in deeds, words, and actions. The early Chinese leaders described “the highest type of ruler is one of whose existence the people are barely aware. Next comes one whom they love and praise. Next comes one whom they fear. Next comes one whom they despise and defy. When you are lacking in faith, others will be unfaithful to you. The Sage is self-effacing and scanty of words. When his task is accomplished and things have been completed, all the people say, ‘We ourselves have achieved it!” (Toa Te Ching, Chapter 17) Chanakya, Indian teacher/philosopher wrote, in the 4th century BCE, in his book Arthashastra: "the king [leader] shall consider as good, not what pleases himself but what pleases his subjects [followers]" "the king [leader] is a paid servant and enjoys the resources of the state together with the people" (Creating New Worlds Org History of Servant Leadership, para. 2). Servant leadership can be found in many religious texts, though the philosophy itself transcends any particular religious tradition. In the Christian tradition, this passage from the Gospel of Mark is often quoted in discussions of servant leadership: "But Jesus called them [his disciples] to Himself and said to them, “You know that those who are considered rulers over the Gentiles lord it over them and their great ones exercise authority over them. Yet it shall not be so among you; but whoever desires to become great among you shall be your servant. And whoever of you desires to be first shall be slave of all. For even the Son of Man did not come to be served, but to serve, and to give his life a ransom for many.” (Mark 10, English Standard Version, pp. 42-45), Leadership in the Middle Ages must include the writings of St. Thomas Aquinas (1225-1274), Christine de Pizan (1364-1430), Niccolo Machiavelli (1469-1527), Sir Francis Bacon (1561- 1626) and Thomas Hobbes (1588-1679). Islam ("the leader of a people is their servant"- Wikipedia., 2013) and other world religions have long embraced the philosophy of servant leadership. For example, the Noble Prophet Muhammad, AKA Abu al-Qasim Muhammad Ibn Abd Allah Ibn Abd al-Muttalib was born in: 570 AD at Mecca. He died: 8-Jun-632 AD. He taught that the leader of a people is their servant. The concept of servant-minded leadership and follower-ship is central to Islamic teachings. It must be remembered that during the Middle Ages, the Moslem world had exceeded the West in Civilization, especially through the leadership of men like Ṣalāḥ al-Dīn Yūsuf ibn Ayyūb , (1137/1138 – March 4, 1193), better known in the Western world as Saladin, who was the first Sultan of Egypt and Syria, and the Founder of the Ayyubid dynasty. A Muslim of Kurdish Origin, Saladin led Islamic opposition against the European Crusaders in the Levant. At the height of his power, his sultanate included Egypt, Syria, Mesopotamia, Hejaz, Yemen and parts of North Africa. Saladin and his Saracens behaved far better when they entered Jerusalem than the Crusading Christians who had come before them (Reston, 2001). Quakerism, a Christian denomination, began in the middle years of the 17th century where individuals and groups, mainly in Western Europe, claimed the right to think for themselves, and was less willing to accept established authority. The invention of the printing press, made reading of the bible possible, rather than the available to priests only. Men and women started to seek more direct personal experiences, not only in science, but in religion. Some of these persons, especially in England and Holland, came to be known as “Seekers.” Their leader was George Fox (1624-1691), and it was through his life work and those like him that Quakerism came into existence. In the United States of America, the Quakers appeared in practically all the colonies, with more in Pennsylvania, through the influence, work and efforts and to the efforts of William Penn. One notable Quaker of this period, whose writings are still read to this day, was John Woolman (1720- 1772). His literary Journal was published in 1793, under the title, A Word of Caution and Remembrance to the Rich, and it had an impact on many people. Even Robert Greenleaf, in his seminal essay, The Servant as Leader (1970), noted that Woolman’s life and work embraced the philosophy of servant leadership. Greenleaf believed that had there been more courageous and talented individuals like Woolman, the Civil War might have never happened. Woolman had made it his mission in life to gently but persuasively convince Quakers to renounce slavery. He traveled throughout the colonies preaching his beliefs to his fellow Quakers, so that by 1770, slavery had disappeared among the Society of Friends in America (Greenleaf, 1970). Throughout his life Robert Greenleaf maintained a very close relationship with the Society of Friends, and there is little doubt that those experiences made a deep and lasting impression on him. GREENLEAF AND THE MODERN SERVANT LEADERSHIP MOVEMENT The term servant-leadership was first coined in a 1970 essay by Robert K. Greenleaf (1904- 1990), entitled The Servant as Leader. Greenleaf, born in Terre Haute, Indiana, spent most of his organizational life in the field of management research, development, and education at AT&T. Following a 40-year career at AT&T, Greenleaf enjoyed a second career that lasted 25 years, during which time he served as an influential consultant to a number of major institutions, including Ohio University, MIT, Ford Foundation, B. K. Mellon Foundation, the Mead Corporation, the American Foundation for Management Research, and Lilly Endowment Inc. In 1964 Greenleaf also founded the Center for Applied Ethics, which was renamed the Robert K. Greenleaf Center in 1985 and is now known as The Greenleaf Center for servant leadership, headquartered in Westfield, Indiana 46074, USA. As a lifelong student of how things get done in organizations, Greenleaf distilled his observations in a series of essays and books on the theme of The Servant as Leader—the objective of which was to stimulate thought and action for building a better, more caring society. Greenleaf’s servant leadership concept is being followed by many Corporations, Educational Institutions and Global Organizations in their management styles. The most commonly cited definition of servant leadership in Greenleaf’s writings is the following answer he gave to the question of who is a servant leader: “The servant-leader is servant first…It begins with the natural feeling that one wants to serve first Then conscious choice brings one to aspire to lead. That person is sharply different from one who is leader first, perhaps because of the need to assuage an unusual power drive or to acquire material possessions. For such it will be a later choice to serve after leadership is established. The leader- first and the servant-first are two extreme types. Between them are shadings and blends that are part of the infinite variety of human nature….The difference manifests itself in the care taken by the servant-first to make sure that other people’s highest priority needs are being served".(Greenleaf, 1977, p. 13). The servant as leader, idea. The idea of the servant as leader came partly out of Greenleaf’s half century of experience in working to shape large institutions. However, the event that crystallized Greenleaf’s thinking came in the 1960s, when he read Hermann Hesse’s short novel Journey to the East—an account of a mythical journey by a group of people on a spiritual quest. After reading this story, Greenleaf concluded that the central meaning of it was that the great leader is first experienced as a servant to others, and that this simple fact is central to his or her greatness. True leadership emerges from those whose primary motivation is a deep desire to help others. In 1970, at the age of 66, Greenleaf published The Servant as Leader, (Greenleaf, 2002) the first of a dozen essays and books on servant-leadership. Since that time, more than a half-million copies of his books and essays have been sold worldwide. Slowly but surely, Greenleaf’s servant-leadership writings have made a deep, lasting impression on leaders, educators, and many others who are concerned with issues of leadership, management, service, and personal growth. In that essay, Robert Greenleaf said: “The servant-leader is servant first… It begins with the natural feeling that one wants to serve, to serve first. Then conscious choice brings one to aspire to lead. That person is sharply different from one who is leader first; perhaps because of the need to assuage an unusual power drive or to acquire material possession. The leader-first and the servant-first are two extreme types. Between them there are shadings and blends that are part of the infinite variety of human nature.” “The difference manifests itself in the care taken by the servant-first to make sure that other people’s highest priority needs are being served. The best test, and difficult to administer, is: Do those served grow as persons? Do they, while being served, become healthier, wiser, freer, more autonomous, more likely themselves to become servants? And, what is the effect on the least privileged in society? Will they benefit or at least not be further deprived? “ (p. 27) The Greenleaf Organizational website (www.greenleaf.org) (2013) states: “Robert Greenleaf recognized that organizations as well as individuals could be servant-leaders. Indeed, he had great faith that servant-leader organizations could change the world. In his second major essay, The Institution as Servant, Greenleaf articulated what is often called the “credo.” There he said: “This is my thesis: caring for persons, the more able and the less able serving each other, is the rock upon which a good society is built. Whereas, until recently, caring was largely person to person, now most of it is mediated through institutions – often large, complex, powerful, impersonal; not always competent; sometimes corrupt. If a better society is to be built, one that is more just and more loving, one that provides greater creative opportunity for its people, then the most open course is to raise both the capacity to serve and the very performance as servant of existing major institutions by new regenerative forces operating within them.” (What is Servant Leadership, para. 6) What is servant-leadership? In his works, Greenleaf (1970-2012) discusses the need for a better approach to leadership, one that puts serving others—including employees, customers, and community—as the number one priority. Servant leadership emphasizes increased service to others, a holistic approach to work, promoting a sense of community, and the sharing of power in decision making. Who is a servant-leader? Greenleaf said that the servant-leader is one who is a servant first. The difference manifests itself in the care taken by the servant—first to make sure that other people’s highest priority needs are being served. The best test is: Do those served grow as persons; do they, while being served, become healthier, wiser, freer, more autonomous, more likely themselves to become servants? And, what is the effect on the least privileged in society? Will they benefit or at least not be further deprived?” It is important to stress that servant-leadership is not a “quick-fix” approach. Servant leadership definition used in this paper was best stated by Northhouse (2004) as: “An approach to leadership, with strong altruistic and ethical overtones that asks and requires leaders to be attentive to the needs of their followers and empathize with them; they should take care of them by making sure they become healthier, wiser, freer and more autonomous, so that they too can become servant leaders” (pp. 308-309). Servant leadership in the context of leadership styles The most common division of leadership styles is the distinction between autocratic, participative and laissez-faire leadership styles. The authoritarian style of leadership requires clearly defined tasks and monitoring their execution and results. The decision-making responsibility rests with the executive. In contrast to the autocratic, the practice of a participative leadership style involves employees in decision-making. More extensive tasks are delegated. The employees’ influence and responsibility increases. The laissez-faire style of leadership, a type where leaders are not involved in the decision-making process, is negligible in practice. Servant leadership can be most likely associated with the participative leadership style. The authoritarian leadership style does not correspond to the guiding principle. The highest priority of a servant leader is to encourage, support and enable subordinates to unfold their full potential and abilities. This leads to an obligation to delegate responsibility and engage in participative decision-making. In the managerial grid model of Blake and Mouton (1964), the participative style of leadership is presented as the approach with the greatest possible performance and employee satisfaction. However, there is the question whether a leadership style can be declared as universal and universally applicable (Staehle, 1999). The servant leadership approach goes beyond employee-related behavior and calls for a rethinking of the hierarchical relationship between leaders and subordinates. This does not mean that the ideal of a participative style in any situation is to be enforced, but that the focus of leadership responsibilities is the promotion of performance and satisfaction of employees. MODELS OF SERVANT LEADERSHIP Most writers see servant leadership as an underlying philosophy of leadership, demonstrated through specific characteristics and practices. The foundational concepts are found in Greenleaf’s first three major essays, The Servant as Leader, The Institution as Servant, and Trustees as Servants. Larry Spears (2005) identified ten characteristics of servant leaders in the writings of Greenleaf. The ten characteristics are listening, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, commitment to the growth of others, and building community. Leadership experts such as Bolman, Deal, Covey, Fullan, Sergiovanni, and Heifitz also reference these characteristics as essential components of effective leadership. The Center for Servant Leadership at the Pastoral Institute in Georgia defines servant leadership as a lifelong journey that includes discovery of one’s self, a desire to serve others, and a commitment to lead. Servant-leaders continually strive to be trustworthy, self-aware, humble, caring, visionary, empowering, relational, competent, good stewards, and community builders. Kent Keith (2008), author of The Case for Servant Leadership, states that servant leadership is ethical, practical, and meaningful. He identifies seven key practices of servant leaders as: self- awareness, listening, changing the pyramid, developing your colleagues, coaching not controlling, unleashing the energy and intelligence of others, and foresight.' James Sipe and Don Frick (2009), in their book The Seven Pillars of Servant Leadership, states that servant-leaders are individuals of character, put people first, are skilled communicators, are compassionate collaborators, use foresight, are systems thinkers, and exercise moral authority. Servant leadership instead emphasizes collaboration, trust, empathy, and the ethical use of power. At heart, the individual is a servant first, making the conscious decision to lead in order to better serve others, not to increase their own power. The objective is to enhance the growth of individuals in the organization and increase teamwork and personal involvement. Greenleaf’s ten attributes to servant leadership Scholars generally agree that these characteristics are central to the development of a servant- leader. On Greenleaf’s (1990-2007) 10 attributes and definition, Larry Spears (2005) emphasized that these 10 characteristics are by no means exhaustive. The following are Greenleaf’s ten servant leadership attributes: 1. Listening: Traditionally, and also in servant leadership, managers are required to have communication skills as well as the competence to make decisions. A servant leader has the motivation to listen actively to subordinates and support them in decision identification. The servant leader particularly needs to pay attention to what remains unspoken in the management setting. This means relying on his inner voice in order to find out what the body, mind and spirit are communicating. 2. Empathy: A servant leader attempts to understand and empathize with others. Workers may be considered not only as employees, but also as people who need respect and appreciation for their personal development. As a result, leadership is seen as a special type of human work, which ultimately generates a competitive advantage. Empathy can be taught from an early age as an effective tool to enable social development through kindness, compassion and tolerance. 3. Healing: A great strength of a Servant Leader is the ability for healing one’s self and others. A servant leader tries to help people solve their problems and conflicts in relationships, because he wants to encourage and support the personal development of each individual. This leads to the formation of a business culture, in which the working environment is dynamic, fun and free of the fear of failure. 4. Awareness: A servant leader needs to gain general awareness and especially self- awareness. He has the ability to view situations from a more integrated, holistic position. As a result, he gets a better understanding about ethics and values. 5. Persuasion: A Servant Leader does not take advantage of their power and status by coercing compliance; they rather try to convince those they manage. This element distinguishes servant leadership most clearly from traditional, authoritarian models and can be traced back to the religious views of Robert Greenleaf. 6. Conceptualization: A servant leader thinks beyond day-to-day realities. That means he has the ability to see beyond the limits of the operating business and also focuses on long term operating goals. A leader constructs a personal vision that only he/she can develop by reflecting on the meaning of life and how this relates to the type of work the organization does. As a result, he/she derives specific goals and implementation strategies. 7. Foresight: Foresight is the ability to foresee the likely outcome of a situation. It enables the servant leader to learn about the past and to achieve a better understanding about the current reality. It also enables the servant leader to identify consequences about the future. This characteristic is closely related to conceptualization.