The service related aspects, and concern for the well-being of others, is what we mean by using the word “Servant”.  It is not about subservience, it is about HELPING.  Added to “Teamwork”, it represents people helping each other and working for the betterment of one another towards a shared purpose.  It’s that simple.

Advancing on the Servant Leadership Model created by Robert Greenleaf in the mid-twentieth century and made overwhelmingly popular by such authors as Stephen Covey, Ken Blanchard, and Spencer Johnson, Servant Teamwork is for the modern workplace. The old mindset on leaders and leadership development focusing on the individual as a leader, has been identified as ineffective, and we now have come to realize that leadership skills needed in modern times to insure success are quite different. Those with responsibilities for groups of people must let others run with new ideas and elicit more collaborative leadership skills and methods.

There are four primary reasons that are bringing about the Servant Leadership transformation towards Servant Teamwork®.

  1. Increases in complexity of work
  2. The pace of business needing to speed up
  3. Career development expectations of employees
  4. Succession planning and building leadership bench strength

Leaders of high performing organizations understand there is a smarter way to run successful businesses. The problem is that many people are not connected into the new paradigms of creating organizational velocity. If current leaders do not exploit the value, or are not effective in open or collaborative leadership methods, then they will be putting themselves and their organizations into a set of distinct disadvantages.

What are some current challenges with developing customer-centric leaders?

Managers face change more rapidly than ever, but the methods used to train them haven’t evolved and don’t address how to manage quick situational change. New skills like more complex and adaptive thinking, driving collaboration, generating trust and transparency are not fostered in traditional training programs.

The majority of managers are developed from on-the-job experiences, training, and coaching/mentoring; while these are all still important, leaders are no longer developing fast enough or in the right ways to match the new environment.

Leadership development has come to a point of being too individually focused and elitist. This is the old way. We are currently transitioning from traditional leadership, which resided in a single person or role, to new leadership that is a collective process that is spread throughout networks of people. The organizations that keep up will survive.

This is why the Servant Teamwork method is so important and made-for-today. The need for improved trust, collaboration, customer-centric culture, and EVERYONE to be involved (not just those with leader titles) is critical to thrive in this multi-generational and multi-cultural workplace environment. Servant Teamwork is a must-have for customer experience minded organizations to thrive today and in the foreseeable future.

Collaborative Relationships (by Tom Peters)

When processes aren’t working, everyone sits up and takes notice but when relationships aren’t working, they are somehow seen as interfering with work.  Really, relationships are every bit as much a part of work as processes are and also need to be engineered and tweaked.

Collaborative relationships don’t just happen. They need to be created and maintained once they are in place. They are critical to your business success.

Underlying Model of Leadership and Employee Engagement

It’s not about satisfaction. Leadership and employee engagement are about individualizing not universalizing.  It is about learning how to respond to the specific needs of an individual rather than behaving in standard, generic ways.

Leadership and employee engagement is complex. It is not realistic to expect one person to be ‘getting it right’ for his or her colleagues no matter how many leadership courses they have attended.  Leader and colleague relationships are most effective when viewed as a partnership. When people engage and take ownership for relationship building rather than sitting back and expecting management to fix things, the organization thrives. Our Mission is to help others create high performance organizations by building cultures focused on a common purpose and the well-being of employees and customers.