Imagine a world where most leaders see their roles as serving their constituencies, imbued with a sense of the broader good, rather than simply adding bullet points to their resumes in preparation for the next climb up the greasy pole. Imagine professional cultures where ambition and the desire to advance in our careers are balanced with values of care and responsibility.
How can we grow leaders who hold themselves to these higher standards?
Massachusetts educator and organizational consultant Steven Lawrence is an emerging voice on the virtues of servant leadership, a topic that deserves much greater attention. In an essay posted to his Ground Experience site, Steve introduces servant leadership by citing the seminal work of the late Robert K. Greenleaf, founder of the Center for Applied Ethics:
Greenleaf spent more than 40 years after early retirement researching management, leadership, education, and organizational culture. Over time, he came to the conclusion that the institutions in this country -both public and private- are suffering from a “crisis in leadership.”
…Greenleaf introduces a vision of leadership in which leaders see themselves as servants first and leaders second. Leadership is viewed as an instrument of serving the greater good, not as an end itself, and the search for and acquisition of power or influence is always subsumed into the overarching desire to be of service.
Servant Leaders are fundamentally about people and define the stakeholders in their sphere of influence quite broadly, including colleagues, subordinates, and boards of directors/trustees, clients and even the world at large. They place the needs of their people as primary and will not sacrifice the needs of the organization they lead in the service of furthering their own careers.
My connection with Steve has been through our common interest in preventing and stopping workplace bullying. He discussed servant leadership in this context at the Workplace Bullying Workshop that I hosted last fall in Boston. Suffice it to say, the presence of more servant leaders in our workplaces would sharply reduce the prevalence of bullying and other forms of interpersonal mistreatment on the job.
I find the concept of servant leadership to be enormously appealing and life affirming, especially amidst professional cultures where raw ambition, private agendas, and naked ideology too often prevail. As a denizen of the academic workplace, I have witnessed and experienced the destruction wrought by self-serving administrators and board members. Looking at academe from a distance, one might visualize it as an idyllic work setting, fostered by leaders who share a love of learning, research, and ideas. All too often, this is not the case. In fact, servant leadership is increasingly rare in higher education.
So herein lies the rub: For more servant leadership, you need the presence of — yup — more servant leaders. To me this means that the philosophy and practice of servant leadership should be part of the training and orientation of future and present leaders. This doesn’t require us to cast aside our career goals and aspirations. Rather, we should treat opportunities to lead as privileges that enable us to make a difference, guided by a spirit of service.
How is the Healthy Workplace movement going? I was forced to resign from my position this past January. I walked away from it all with a combination of relief, joy, excitement for new opportunities, anger and a sense of failure because my co-workers are only feeling more fearful of losing their jobs. I have since learned that over a dozen teachers at my school and another bullying principal school in my district either transferred to another school or were forced to resign. In all instances these employees were older strong women whom their principal perceived were posing a threat or were becoming too expensive for the district. The force within me to organize a support group and galvanize a healthy workplace movement in my state are strong. Are other teachers feeling this way? I’m feeling the teacherBern!