At this point in what is shaping up as the wildest presidential election in many decades (and possibly one of the wildest in our country\u2019s history), it\u2019s easy to get a little discouraged with the democratic process. Sometimes it may even be tempting to agree with Winston Churchill\u2019s remark that, \u201cThe best argument against democracy is a five minute conversation with the average voter.\u201d On the other hand, Churchill also said, \u201cIt has been said that democracy is the worst form of government except all the others that have been tried.\u201d<\/p>\n
In any case, what it comes down to for me is that the process of voting is a powerful way not only to reach important decisions, but it\u2019s also a great learning tool for those in a leadership position. Self- awareness is critical to growing and developing as a leader. With that in mind, I have a question for you: if you asked the people in your organization to vote on whether or not you\u2019re a successful leader, what would they say? And what might you learn from what they say?<\/strong><\/p>\n Now, to make such an exercise useful, I think you\u2019d want to make the question more specific. \u00a0As I\u2019ve made clear in other postings, I believe strongly that servant-leadership is a better way to lead. I believe that because of the considerable body of research that shows that organizations that apply the principles of servant-leadership consistently outperform their competition across a whole array of key metrics. \u00a0In Seven Pillars of Servant Leadership<\/a><\/em>, for example, the authors show that while the eleven public companies cited in Jim Collin\u2019s Good to Great<\/em> <\/a>achieved a 17.5% total return on investment over a 10 year period, eleven similar size, publicly held, servant led companies actually returned 24.5% over the same ten years.<\/p>\n . Position authority\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 . Moral authority<\/p>\n . Might makes right\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 . Puts others first<\/p>\n . Survival of the fittest \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0. Puts the organization first<\/p>\n . My way is better \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0. Empowers others<\/p>\n . People are tools \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 . Welcomes feedback<\/p>\n . The end can justify the means \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 . Builds consensus<\/p>\n .\u00a0 Who screwed up? \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0. Seeks solutions not blame<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n Most companies, however, are not servant led. Most companies, and most organizations within companies, still adhere to the traditional command and control model. How does servant-leadership differ from command and control? This simple chart can help answer that question.<\/p>\n So the high level question you might want to pose to the people in your organization is: As a leader, where do I fall on a continuum between \u201cpure\u201d command and control and \u201cpure\u201d servant leadership?<\/p>\n What if you asked your people to \u201cvote\u201d on your leadership effectiveness by completing the following exercise, answering seven simple questions that together can help place you on that leadership continuum? The results \u00a0might be very interesting, don\u2019t you think?<\/p>\n 1.\u00a0\u00a0\u00a0\u00a0\u00a0 [Your Name]\u00a0 often asks for feedback on his\/her leadership style, he\/she often asks how he\/she could better support the people in the organization, and he\/she really uses the information?<\/p>\n Command & Control\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Servant Leadership 2. [Your Name] often takes the mission statement off the wall, talks about it at staff meetings, and \u00a0\u00a0\u00a0discusses what that means for everyone on the team, especially when we face a difficult decision.<\/p>\n Command & Control\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Servant Leadership 3.\u00a0 [Your Name] does not<\/em> do most of the talking during staff meetings and makes it a point to draw people out to participate, asking for their opinions so as to reach solutions together whenever possible.<\/p>\n Command & Control\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Servant Leadership 4. [Your Name] seems to consider his\/her role as a leader to be a privilege, one that the \u00a0people in the organization give him\/her every day.<\/p>\n Command & Control\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Servant Leadership 5. When mistakes are made, [Your Name] treats them as learning opportunities for the team\u00a0 and himself\/herself instead of looking for someone to blame.<\/p>\n Command & Control\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Servant Leadership 6.\u00a0 [Your Name] puts people in positions to succeed by giving them roles which play to their strengths.<\/p>\n Command & Control\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Servant Leadership 7. [Your Name] often allows other members of the team to get recognition which he\/she could have received,\u00a0 because it would\u2019ve been the best thing for their development at that time.<\/p>\n Total Score_____\u00a0\u00a0 Average Score_______<\/strong><\/p>\n Command & Control<\/strong>\u00a0 1\u2026\u2026\u2026\u2026\u2026\u20262\u2026\u2026\u2026\u2026\u20263\u2026\u2026\u2026\u2026\u2026\u20264\u2026\u2026\u2026\u2026\u2026..5\u2026\u2026\u2026\u2026..6\u2026\u2026\u2026\u2026..7 Servant Leadership<\/strong><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n Once you\u2019ve collected the survey, and done it yourself, you could ask yourself questions like these:<\/p>\n How does my rating of myself (my overall\/average score) compare to the rating the people in my organization gave me?<\/em><\/p>\n On which specific questions was the difference the greatest between the way I rated myself and the way the others on my team rated me? What does this suggest in terms of what I do every day as a leader?<\/em><\/p>\n What specific actions could I take to move myself along the continuum toward servant leadership?<\/em><\/p>\n Give it a try. I think you’ll find the results, and the ideas\u00a0they generate, very thought provoking. And as always, I look forward to hearing your thoughts.<\/p>\n My Best,<\/p>\n Joe<\/p>\n \u00a0<\/strong><\/p>\n <\/p>\n","protected":false},"excerpt":{"rendered":" At this point in what is shaping up as the wildest presidential election in many decades (and possibly one of the wildest in our country’s history), it’s easy to get a little discouraged with the democratic process. Sometimes it may even be tempting to agree with Winston Churchill’s remark that, “The best argument against democracy […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-101","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/greensummit.co\/index.php?rest_route=\/wp\/v2\/posts\/101","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/greensummit.co\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/greensummit.co\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/greensummit.co\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/greensummit.co\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=101"}],"version-history":[{"count":2,"href":"https:\/\/greensummit.co\/index.php?rest_route=\/wp\/v2\/posts\/101\/revisions"}],"predecessor-version":[{"id":103,"href":"https:\/\/greensummit.co\/index.php?rest_route=\/wp\/v2\/posts\/101\/revisions\/103"}],"wp:attachment":[{"href":"https:\/\/greensummit.co\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=101"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/greensummit.co\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=101"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/greensummit.co\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=101"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}\n\n
\n Command and Control\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Servant-Leadership<\/strong><\/p>\n \n\n
\n Please answer the following questions by using the seven-point scale.<\/p>\n
\n1________2__________3_____________4_________5__________6___________7<\/p>\n
\n1________2__________3_____________4_________5__________6___________7<\/p>\n
\n1________2__________3_____________4_________5__________6___________7<\/p>\n
\n1________2__________3_____________4_________5__________6___________7<\/p>\n
\n1________2__________3_____________4_________5__________6___________7<\/p>\n
\n1________2__________3_____________4_________5__________6___________7<\/p>\n