As we attempt to navigate life during these unprecedented times, we are left with many unanswered questions. How long will we be in quarantine; how will our kids go to school; and how will I be able to work to support my family? These are many common questions that many people across the world have considered and unfortunately, are difficult to answer. Many schools have closed for the rest of the school year and have switched to online learning, while most businesses have closed temporarily and are allowing their employees work from home or have closed the business permanently. This situation can be very difficult for people who rely on their jobs to support themselves and who don’t have much money saved. Those who now are working from home may experience difficulty with making this transition, especially older people who may not be well verse on using computers for certain tasks. This remote working may initially lead to a decline in work productivity and may discourage many employees. As a way to solve this problem, employers need to take on a servant leadership role in order to allow employees the ability to adjust to their new roles. This form of leadership highlights the ability for leaders to listen to the concerns of their employees, or followers, and nurture them (Northouse, 2016). Leaders are very supportive and encourage them by guiding them and providing them with advice. In an article from Forbes by Shane Paladin (2020), it is suggested that companies should establish a work environment that empowers their employees and give them autonomy to create their own unique experiences as they adjust to the new ways of working. Several ways to initiate this leadership are discussed in order to smoothly transition people during a rather turbulent time across the world.
The pandemic has altered people’s lives very drastically and within a very short period of time. No one expected this virus to develop into the global crisis it now is. People have been ordered to not leave their houses, unless it is an emergency and must practice social distancing. Most of us have never lived in times such as the ones we are facing now, and this new way of life for people may take time to adjust to. As a way for companies to deal with this, employers can lead with empathy (Paladin, 2020). If leaders have patience and allow their employees time to collect themselves and evaluate where things stand, regarding changes in their family and work, employees may feel less worried about having to immediately get back to work. In addition, if employees feel that their employers understand what they are going through, they may feel validated and that their employers care more about them than about getting work done (Northouse, 2016). By giving people the space they need, they may feel more motivated to get back to work once they are ready and be more productive.
Another important tactic that employers can exercise in order to navigate through these difficult times is to honor commitments (Paladin, 2020). With so much uncertainty about what the future holds for everything in society, having some sort of consistency with their work may be extremely helpful for employees. Companies can assist with this by being able to follow through on their commitments and form strong relationships with the employees. Having an employer who people can trust and rely on during difficult times may reassure employees that these times are only temporary and they will come out of this stronger. If an employer gives his employees 2 weeks to adjust to this change and does not require them to work during this time, the employers needs to follow through on this promise and provide them the support they need. When a leader takes on a servant leadership role, especially during times of crisis, they give their followers the time to heal and care solely on their wellbeing (Northouse, 2016). In a company, they will prioritize their employees and worry about productivity later. Once the employees feel better about the situation, companies can then begin slowly bringing everyone back to work, whether it be in person or remotely.
Leaders can also promote and accept change within the company in order to ease the transition during these times. One way that organizations can help with this is to reward those who take the initiative and create ideas that may be useful to others within the company (Paladin, 2020). For instance, if an employee thinks of a way to have meetings remotely with everyone at the company, they should be recognized for this and encourage others to do the same. Allowing followers the ability to explore new avenues of doing things that they may not have been accessible to before, they can become visionaries formulate new plans and goals. If employees are given more freedom to make decisions regarding their work, they may be able to grow as an individual and develop new skills and perspectives that they may have not been accessible to before (Northouse, 2016). These ideas may be able to improve the efficiency of the company and increase productivity. For instance, if there is a team project that several employees are working on, they can use platforms such as Google Docs or Slides that allow people to work on the project at the same time, even if they are not altogether. Exploring different ways to accomplish a goal can make people more compelled to continue this behavior and foster innovative thinking and be able to express themselves better. A company’s growth is largely determined by the willingness for the employees to expand their minds and promote change. Leaders who use the servant approach are better able to support their employees and encourage change in order to promote innovation and development.
References
Northouse, P. (2016). Leadership Theory and Practice. Thousand Oaks: SAGE Publications.
Paladin, S. (2020). Leadership Is A Service: 3 Ways To Navigate Volatility And Drive Change. Retrieved from Forbes: https://www.forbes.com/sites/sap/2020/04/02/leadership-is-a-service-3-ways-to-navigate-volatility-and-drive-change/#66f662f5597e
klh333 says
I could not agree with you more. A servant leadership approach might not be just be something that is helpful in such unprecedented times, it might be something that is imperative and very critical not only to organizations but to society as a whole in these times. Northouse (2016) emphasizes the need for a leader to take on a sort of parental-like role to their followers. They must put their followers and their needs above their own. However, that in and of itself does not make a servant leader. The leader must exist to serve others and do so in an empathetic, and caring manner in which allows the followers voice to be heard.
Many organizational leaders are currently faced with similar, if not identical, challenges as their followers. Because this pandemic is not simply hitting one demographic, everyone has similar challenges to meet head on. The similarities leaders and followers face at the moment, in a way, places them on level playing fields. The leaders who are able to humble themselves and recognize those similarities and open the floor up to suggestions from their followers, can expect a stronger bond and sense of loyalty. As you mentioned, at this point in the pandemic, there are a lot of unknowns that make every day life a little unsettling. It behooves everyone, no matter what industry or sector they are in, to work together to try to find solutions, individually, organizationally, and globally.
The government could also experience benefits by enacting a servant-like leadership approach. The leader of our country needs to be able to demonstrate empathy and understanding of how the people of his nation feel. Instead, he dismisses questions being asked and attacks those asking them. With this president who has demonstrated more narcissistic traits than anything else, I do not know if it is even possible for him to display a servant-like approach in any facet of his leadership. Honesty is another staple of servant leadership that helps strengthen the bond between leader and follower. Honesty also aids in the development process. By being honest and open about one’s area for opportunity, and by being able to accept that feedback, shows a dedication to individualized evolution. Again, this is something our president has demonstrated a lack of time and time again.
Servant leadership has shown increased benefits in organzations all over the world. While the name challenges the traditional depiction of a leader, it has proven to improve the performance and relationship of leaders, followers, and organizations. The fundamental principles of the approach transcends industries and cultures. Servant leadership has the ability to significantly and positiviely impact those involved, even under the toughest circumstances. Can it help us now?
References
Northouse, P.G. (2016). Leadership: Theory and Practice. 7th Edition. Los Angeles: Sage Publications.
wsk5 says
As we face these uncertain times we have to be able to adjust to new routines. That is what I miss my routine. I can totally see why people of all ages are having trouble adjusting to the many changes and the uncertainties they face for tomorrow, As we learned in the chapter Servant leadership is also service and influence. In your post you have spoke of this as a great way of dealing with the future. We can gather ourselves together and communicate with the different programs that we have and our boss can show us the way, and in turn empower us to learn new skills and to see that with change comes growth and learning. When your collaborative team has gathered on Google Docs we can see the different skills that each person posses and how they will initiate the other members as well as the leader on how to get things completed as far as work goes. Servant leaders make followers’ careers development a priority, including mentoring followers and providing them with support(Northouse,2013).
You also speak of Empowering, according to Northouse empowering refers to allowing follower the freedom to be independent, to make decisions on their own, and be self sufficient (Northouse 2013).This is exactly what you described ,you talk to employers being able to let the person function independently at home and to have control. This will also help them to grow because they will be able to handle difficult situations in the way they see fit.
During this time of change innovation is a very relevant skill and also a skill that a follower might not of been aware of before these times of change surrounded us. By creating innovative approaches to difficult situations the goals of the company can be met and they will be able to serve the broader purposes of the company.
The possible outcomes of Servant Leadership during this time of change could be follower performance and growth, organizational performance, and societal impact (Northouse,2013) The others first organizational philosophy see’s that leaders who become servants first and listen to others help them grow as a person as well as a company.
Northouse, P.G. (2016). Leadership: Theory and Practice. 7th Edition. Los Angeles: Sage Publications.
Abbey Espigh says
I could not agree more that servant leadership could benefit many organizations during the COVID-19 pandemic. Servant leadership is described as to when a leader puts the follower first and puts the follower’s interest and development before their own (Northouse, 2016, p.226). The reason this is so important is because it can help cause the anxiety that has been created with pandemic. You mention in your post the changes and challenges everyone is currently facing with working remotely or currently being laid off due to organizations and businesses being shut down. There is a sudden need of leaders to be more servant than ever before.
By demonstrating the ten characteristics of servant leaders, it could help their employees in the long run by building a foundation for servant leadership when the pandemic ends (Northouse, 2016, p.227). By listening and showing empathy, leaders or managers could show that they are listening to what is going on with their employees and that they understand this is a difficult time (Northouse, 2016, p.227). By sharing their own struggles with their employees, it also shows empathy that they know where they are coming from. They can offer healing which refers to their employees well being (Northouse, 2016, p.228). Healing could be demonstrated by giving their employees time off to get things in order in their home, especially as you mentioned since many children are not in school. Leaders should show awareness, by providing updates on COVID-19 and their organization announcements or changes due to the pandemic. By providing these updates it demonstrates that the leader is aware of what is happening and help their employees by providing information and making sure they are aware of organizational announcements (Northouse, 2016, p.228).
Leaders can use the characteristic of persuasion and conceptualization by helping to demonstrate, to upper management and their employees, why flex time is a good change for everyone during the pandemic (Northouse, 2016, p.228). By providing flex time to employees, it allows employees who have things come up during the day to rearrange their work hours and still get the work done without the organization having to pay overtime. This shows that the organization really cares about the employees and in turn it makes the employees happy that the organization is being so considerate during this time. By being creative in avoiding issues that arise due to the pandemic these leaders show they have the conceptualization characteristic (Northouse, 2016, p.228).
Additionally, servant leaders have the a characteristics of foresight and stewardship. Northouse states foresight is, “an ability to predict what is coming based on what is occurring in the present and what has happened in the past” (Northouse, 2016, p.228). During this pandemic because it is such unchartered waters it can be difficult to demonstrate the characteristic of foresight. However, a leader could use things that have been successful or not when employees have worked from home in the past or use what they have learned from the past few weeks to know how the next few weeks will go. By understand what has happened, a servant leader can help reduce failures on repeated items. With stewardship, a servant leader the leader still has to manage and guide the employees (Northouse, 2016, p.228). This can often be difficult when individuals are not in the same building; however, a servant leader still has to demonstrated leadership with their employees.
Lastly, a servant leader must commitment to the growth of people and build community. These two characteristics are more important than ever based on the current pandemic. A servant leader needs to focus on each employee to know what they want to do and help them grow personally and professionally (Northouse, 2016, p.228). By still focusing on a relationship with their followers during this crisis servant leaders can show a connection that may have been overlooked if the leader and employee were in the same building. Making the connection to help grow someone remotely shows a completely different invested interest that could very well have been overlooked if done in person. After understanding more of their employees interest a servant leader can help create a community for these employees to talk or share information and interests (Northouse, 2016, p.229). A servant leader does not just listen and learn about their employee they help them to make connections to other people with their interests and help give them other areas of individuals to connect too (Northouse, 2016, p.228). More than ever we are in a situation where servant leadership is important to employees and organizations.
References:
Northouse, P.G. (2016). Leadership: Theory and Practice. 7th Edition. Los Angeles: Sage Publications.