This document introduces the concept of servant leadership and how it applies to achieving an organization's mission. It discusses how servant leaders prioritize serving others and making sure their needs are met over their own needs. The document outlines characteristics of servant leaders, such as listening, empathy, trust-building, and accountability. It also provides quotes about servant leadership from notable figures. Participants are guided through a self-assessment to evaluate their own leadership qualities and identify one action item to improve their servant leadership abilities in serving their community.
Servant Leadership is a cornerstone principle of the Solstice culture. When engrained and celebrated in a business it creates a collaborative, dynamic environment that people love to be a part of. This is a presentation I recently gave to our staff on the qualities of a Servant Leader. I wanted to share it with the broader business community. Enjoy and would love to hear any additional insights in the comments below.
This document discusses the principles and qualities of servant leadership. It defines servant leadership as an approach where the leader prioritizes serving others. The key aspects are listening to followers, empathizing with them, helping them grow, and building community. The principles include concepts like persuasion, conceptualization, foresight, and commitment to the growth of people. Qualities of a servant leader are using power honestly, caring for constituents, inspiring service, and adapting to situations.
This document discusses the concept of servant leadership. It begins by defining leadership and contrasts it with management. Effective leadership is about inspiring others and helping them achieve a shared vision, rather than taking control or giving orders. True leadership accomplishes things through others by giving them autonomy, fostering mastery of their work, and ensuring they find purpose in their roles. The document provides examples of how servant leaders can support their teams by removing obstacles, asking thoughtful questions, and trusting people to do their jobs well without unnecessary intervention. It emphasizes that the most important responsibility of leaders is developing initiative and creativity in their people.
The LeaderServe Foundation & Retreat Center is in the early concept stage of development. This introductory presentation is in Draft Format.
Information, ideas, and graphic elements are subject to change without notice.
The document discusses the principles of servant leadership, beginning with an overview of Robert Greenleaf's theory of servant leadership and its roots in religious texts. It then covers the key characteristics of servant leadership according to Greenleaf and Larry Spears, including listening, empathy, healing, awareness, persuasion, and commitment to community growth. The document also notes studies showing servant leadership is effective in businesses and higher education when applied, improving areas like employee morale and motivation.
Servant leadership is a philosophy where leaders focus on serving their followers by putting their needs first and helping them develop and perform at their best potential rather than focusing on personal gain or power. A servant leader shares decision-making power, prioritizes the needs of others, helps people improve their skills, is willing to learn from others, and does not seek rewards or advancement for themselves. Real-life examples of servant leaders include Nelson Mandela, Mother Teresa, and Mahatma Gandhi who fought for justice, peace, equality, and helping the poor and oppressed.
Servant leadership is a philosophy where the leader's primary goal is serving others. The document discusses the origins and definition of servant leadership, including quotes from ancient texts advocating putting others' needs first. It also profiles the modern founder Robert Greenleaf and his view that the servant leader's natural instinct is to serve. Ten key characteristics of servant leadership are outlined, such as listening, empathy, and commitment to developing people. Examples are given of famous leaders like Gandhi, MLK, and Mother Teresa who exemplified putting others' needs before their own. Both strengths and criticisms of the servant leadership model are presented.
This presentation talks of Servant Leadership - the origins of Servant leadership, the characteristics of a Servant leader and the qualities of a Servant Leader
Servant leadership is defined as prioritizing the needs of followers by making sure their highest priorities are met. There are 10 characteristics of servant leaders including listening, empathy, awareness, and conceptualization. A model of servant leadership includes antecedent conditions like culture and leader attributes, servant leader behaviors like putting followers first and empowering them, and outcomes like increased follower performance and organizational performance. While servant leadership has strengths like emphasizing altruism, it also has weaknesses such as not working in environments where followers do not want guidance or empowerment.
This document discusses servant leadership in business. It begins by defining servant leadership as putting employee and customer needs first according to Robert Greenleaf. Servant leaders empower employees and help them grow. The benefits of servant leadership for businesses include low turnover, a strong culture, and high employee performance. The document then provides examples of servant leadership at Southwest Airlines, Chick-fil-A, Home Depot, Starbucks, and Dwyer Group. These companies prioritize employee and customer satisfaction, which has led to their success.
The document discusses the principles of servant leadership and effective leadership. It outlines the five principles of being as being authentic, vulnerable, accepting, present, and useful. It also provides quotes on servant leadership focusing on caring for people, being present, letting go of ego, and paying attention. True power comes from respect, trust and support rather than controlling people. Servant leadership is about elevating people to higher levels.
This document discusses servant leadership through the lenses of several leadership experts. It begins by outlining Robert Greenleaf's history and definition of servant leadership. It then examines Larry Spears' 10 characteristics of servant leaders, Patterson's 7 virtuous constructs, and Page and Wong's 7 factors of servant leadership. The document delves into each of the 7 factors identified by Page and Wong: humility, serving others, courageous leadership, visionary leadership, empowering others, participatory leadership, and inspirational leadership. For each factor, qualities and behaviors associated with that aspect of servant leadership are described.
Lead Humbly: The Path of Servant Leadership Lindy Ryan
This presentation was created for and delivered to attendees of the 6th Annual University of Colorado CUGold Leadership Conference.
http://umc.colorado.edu/studentlife/cugold/leadershipconf
This document provides an overview of Module 1 of a training course on group dynamics. It discusses 4 key steps in the group development process according to Jack Gibb: 1) Acceptance, where group members feel safe and accepted; 2) Sharing information and concerns to understand each other; 3) Setting goals that the group commits to; and 4) Organizing for action by assigning roles and responsibilities. The document also includes reflection questions for participants and exercises on listening, sharing life experiences, and leadership styles.
This document discusses youth leadership and group dynamics at Encounter. It describes transformational leadership as being the best fit for Encounter's core values. It outlines the stages of group formation and provides tips for effective leadership, including setting goals, facilitating discussions, and finding meaning in leadership roles. The overall message is that youth are empowered to use their gifts to help others through the Encounter experience.
This document discusses the principles of servant leadership. It outlines that servant leaders (1) put service before self-interest and empower others, (2) listen to understand problems and affirm others, and (3) inspire trust by being trustworthy and allowing others to flourish. Servant leaders help others reach their full potential and become whole by nourishing the human spirit and accepting responsibility. The document also provides examples of servant leaders like Robert Greenleaf, James Hunter, and Archbishop Desmond Tutu.
This document provides information on leadership styles and developing effective teamwork. It discusses directive, democratic, and non-directive leadership styles. The ideal is facilitative leadership, which uses the appropriate style for each situation. It also covers stages of team development and behaviors that build team spirit. Consensus building is presented as a technique to strengthen teamwork. General officer duties and options for strengthening the officer team are reviewed. The goal is to help volunteer leaders improve their leadership skills and foster collaborative teamwork.
Generation Y Volunteerism and Civic Action: Engaging Future Leaders and Entre...Sean P. Bender
This document discusses Generation Y (Gen Y) volunteerism and civic engagement. Gen Y, also known as Millennials, refers to those born between 1979-1984. They make up around 35% of the world's population. Gen Y values having a meaningful philosophy of life and prefers communication through mobile devices and social media like Facebook. While brand loyal, they are not always loyal to specific businesses. Gen Y desires a sense of community and place but is also independent and interested in entrepreneurship. The document advocates engaging Gen Y in volunteer and civic activities to develop future leaders.
The document discusses volunteerism and volunteer management. It defines volunteerism as unpaid community service work done without expectation of compensation. It outlines the volunteer management cycle, including planning, recruitment, induction and training, supervision and evaluation, recognition, and review. It provides guidance on conducting a needs assessment, developing meaningful volunteer roles and position descriptions, recruiting volunteers, orienting and training volunteers, implementing service projects, and evaluating impact. The goal is to effectively harness the potential of youth volunteers through strong leadership and organization.
Exploring Servant Leadership Behaviors in Volunteer-Led Community Service Pro...Melanie Thomas
This document discusses servant leadership and how it relates to volunteerism and community service projects that benefit veterans. It provides background on servant leadership and defines the seven pillars model of servant leadership. It then discusses how servant leadership has impacted the United States historically through figures like George Washington and how increasing diversity may improve prospects for servant leadership in the future. Finally, it discusses the importance of volunteerism and how volunteers support organizations like the VA.
The document provides information about early college planning for students at OCHS Guidance Department. It discusses the importance of early planning to help students prepare academically, financially, and with activities and campus visits. It outlines the key components of a student's academic record that colleges consider, including GPA, class rank, course rigor, and test scores. Minimum requirements for 4-year colleges and selective college admissions are presented. Information is provided on standardized tests, athletic requirements, the college search process, campus visits, and sample college admission profiles.
Servant leader greg hutchings agile 2012smdrewz lin
Greg Hutchings gave a presentation on servant leadership. He began with introducing himself and his background in agile consulting. The presentation was structured to include a lecture on servant leadership, breaking into groups to discuss leadership patterns and anti-patterns, and reflecting on applying these lessons personally. Servant leadership emphasizes listening, empathy, healing, awareness, persuasion, conceptualization, foresight, stewardship, commitment to others' growth, and building community. The workshop focused on discussing admired leaders and least admired to identify effective and ineffective qualities.
The role of the youth in alleviating povertyAko JB
1) The document discusses the role of youth in alleviating poverty in the Philippines, noting that 30% of the Philippine population is composed of youth aged 15-30.
2) It argues that involving youth and considering their perspectives is important for effective poverty reduction strategies, as youth make up a large portion of the population in developing countries and are directly impacted by poverty.
3) The document summarizes key statistics about poverty in the Philippines, including which provinces have the highest poverty rates and the minimum income needed for a family to meet basic needs. It outlines characteristics of the poor such as living in rural areas, low education levels, and reliance on informal sector work.
My talk at Agile Tour India 2016 Hyderabad.
Gen Z is all around us. We see the thumb trigger savvy children and young adults around us, surely sounding smarter and geekier. There are specific needs and behaviour patterns of this "Always On" generation, and I believe many of the agile principles and values will help us to gel with them better. While dealing with 2 bright kids at home and children around me, I often compare various methods of parenting with agile values and find those valueable, specially the focus on Servant Leadership and Enablement.
Servant leadership is a philosophy and set of practices that enriches the lives of individuals, builds better organizations and ultimately creates a more just and caring world. A lot of lessons out of the same would be applicable as we parent this independent minded generation that has literally everything at their fingertips. I intend to present my view to the audience on applying the agile values and principles as life skills.
This document discusses the benefits of servant leadership, including understanding why it is an effective leadership style, learning skills to improve leadership through servant leadership, and how servant leadership can increase student engagement on campus. It also mentions topics like mindfulness, serving others, how businesses could operate with servant leadership principles, creating service opportunities, and making life awesome through service.
This document discusses servant leadership. It provides definitions of servant leadership from Robert Greenleaf and Larry Spears, identifying key traits like trustworthiness, respect, and commitment to growth. It notes that the best servant leaders serve others first in order to help them grow. The document also stresses the importance of trust for effective leadership and achieving organizational goals. It challenges readers to experiment with their own leadership behaviors and interactions to strengthen servant leadership skills.
The document summarizes a study on servant leadership trends and how they relate to key business trends. It discusses how servant leadership influences outsourcing, internet-related business, and demographic shifts related to the baby boomer generation. The study examines 10 characteristics of servant leadership and aims to identify how businesses today perceive and apply these traits. It concludes that servant leadership can help organizations adapt to changes and facilitate cross-generational cooperation by prioritizing service and community-building.
Mercedes Clement is a senior professor and librarian who chairs the library services department at Daytona State College. She has extensive experience in library management and operations. This document provides an introduction to servant leadership, which emphasizes serving others and helping them grow. It outlines Robert Greenleaf's model of servant leadership, including its key characteristics like listening, empathy, and commitment to others' growth. Examples are given of companies that practice servant leadership, like Starbucks and Southwest Airlines. The document also discusses how to develop servant leadership skills and provides additional resources on the topic.
Servant Leadership as a Model for Multi-Author Blog ManagementCopyblogger.com
These are the slides from Jerod Morris' panel presentation at Authority Intensive 2014. Jerod spoke about his experience managing multi-author blogs, and how a model of servant leadership can be applied to lead a successful blog -- by more effectively leading an audience and a team of writers.
Robert Greenleaf developed the theory of servant leadership after a long career at AT&T. Servant leadership positions serving others as the primary function of leadership. Greenleaf argued that successful leaders are driven first by a desire to serve rather than by a desire for power or material wealth. He believed that when institutions view their primary function as serving customers and employees, they build a better society. The Greenleaf Center was established to promote servant leadership principles in organizations.
The document summarizes a presentation on the relationship between servant leadership and job satisfaction, and the moderating role of organizational structure. It discusses how servant leadership is positively linked to job satisfaction but this relationship may be weakened by high levels of formalization and centralization within an organization's structure. The presentation outlines hypotheses about these relationships and describes two studies - an experiment and organizational survey - that were conducted to test the hypotheses. The preliminary results indicate servant leadership has a strong relationship with job satisfaction, which is strengthened when organizational structure has low levels of formalization and centralization.
The document discusses developing a servant leadership curriculum for young adults. It begins by noting the disconnect between prevailing leadership concepts that prioritize competition and current problems, and proposes introducing servant leadership as an alternative paradigm. This emphasizes listening, empathy, healing and community building. The document then considers insights from fields like literature, philosophy and arts that could inform the curriculum, and provides examples of design questions to guide developing curricula focused on well-being, justice and equitable leadership skills.
Context from my textbook. Picture are too large to upload. So I ty.docxdonnajames55
Context from my textbook. Picture are too large to upload. So I typed it.
Ten characteristics of a servant leader
1. Listening. Communication between leaders and followers is an interactive process that includes sending and receiving messages. Servant leaders communicate by listening first. They recognize that listening is a learned discipline that involves hearing and being receptive to what others have to say. Through listening, servant leaders acknowledge the viewpoint of followers and validate these perspectives.
2. Empathy. Attempting to see the world from that person’s point of view. Empathetic servant leaders demonstrate that they truly understand what followers are thinking and feeling. When a servant leader shows empathy, it is confirming and validating for the follower. It makes the follower feel unique.
3. Healing. Servant leaders care about the personal well-being of their followers. They support followers by helping them overcome personal problems.
4. Awareness. It includes understanding oneself and the impact one has on others. With awareness, servant leaders are able to step aside and view themselves and their own perspectives in the greater context of the situation.
5. Persuasion. Persuasion is clear and persistent communication that convinces others to change.
6. Conceptualization. Refers to an individual’s ability to be a visionary for an organization, providing a clear sense if its goals and direction. Goes beyond day-to day operational thinking to focus on the “big picture.” Conceptualization also equips servant leaders to respond to complex organizational problems in creative ways, enabling them to deal with the intricacies of the organization in relationship to its long-term goals.
7. Foresight. Foresight encompasses a servant leader’s ability to know the future. It is an ability to predict what is coming based on what is occurring in the present and what has happened in the past.
8. Stewardship. Is about taking responsibility for the leadership role entrusted to the leader. Servant leaders accept the responsibility to carefully manage the people and organization they have been given to lead.
9. Commitment to the growth of people. Servant leaders are committed to helping each person in the organization grow personally and professionally. Commitment can take many forms, including providing followers with opportunities for career development, helping them develop new work skills, taking a personal interest in their ideas, and involving them in decision making.
10. Building community. A community is a collection of individuals who have shared interests and pursuits and feel a sense of unity and relatedness. Community allows followers to identify with something greater than themselves that they value. Servant leaders build community to provide a place where people can feel safe and connected with others, but are still allowed to express their won individuality.
These behaviors are influenced by context and culture.
This document provides information about life competencies and youth leadership. It discusses the importance of developing life competencies to act effectively in different life situations. Some key life competencies mentioned include the ability to have an organizational impact, taking on added responsibility, and effective communication skills. The document also outlines the importance and role of youth leadership, including developing positive relationships, ensuring youth safety, engaging youth in their own development, and helping youth grow as active citizens.
This document discusses the concept of servant leadership. It begins by defining servant leadership as a philosophy that involves sharing power and putting others' needs first. It then provides background on servant leadership, tracing it back to ancient Chinese and Christian texts. The term "servant leadership" was coined by Robert Greenleaf in 1970. Greenleaf described the servant-first attitude of prioritizing others' highest priority needs. The document outlines 10 key characteristics of servant leaders, provides examples of famous servant leaders like Gandhi and MLK Jr, and describes how to practice servant leadership through self-awareness, listening, empowering others, and foresight.
LEADERVSFOLLOWER that talks bout leadership and a follower.pptxMARKLORENZTUGADI1
This document discusses the roles and characteristics of leaders and followers. It states that leadership qualities are not exclusive to leaders and that a great leader encourages teamwork. It then lists characteristics of an efficient leader, such as setting a good example, assuming responsibility, showing initiative, being a lifelong learner, and showing enthusiasm. It also discusses the roles of an effective follower, such as having courage to do their responsibility, challenge the leader if needed, and participate in change while maintaining integrity. Overall, the document highlights that both leaders and followers play essential roles and share some similar positive characteristics that can influence people.
Leadership styles and traits can be learned and developed over time. There are many approaches to leadership, including autocratic, democratic, and laissez-faire styles. Effective leaders demonstrate traits like honesty, confidence, strong communication skills, and the ability to inspire others. Leaders can exercise formal power derived from their position or personal power based on expertise and respect. The level of authority a leader uses can range from telling employees what to do to delegating decision-making. Developing leadership skills takes hard work but allows anyone to become a great leader.
Human relation and leadership (by alotencio & anonuevo)titserRex
This document discusses human relations and leadership. It defines human relations as the interaction between people in groups, especially in workplace settings. Leadership is defined as the process of influencing others to achieve common goals. The document outlines several theories of leadership and human relations, including trait theory, behavioral theory, and situational theory. It discusses the work of Elton Mayo and the key findings from the Hawthorne Studies on the impact of social and human factors in organizations. The conclusion states that human relations and leadership are intertwined, and achieving organizational objectives requires considering human social factors and having good communication.
The document discusses personal growth and social roles. It defines personal growth as the self-development of an individual towards achieving their potential. Key ingredients for personal growth include self-awareness, self-motivation, and understanding one's personality and strengths. Social roles refer to the expected behaviors associated with different social positions or statuses. These include family roles, work roles, and organizational roles within groups and teams. Organizational roles can be managerial, team-based, or task-oriented and involve responsibilities like decision making, information sharing, and achieving group goals.
This document discusses personality and the Big Five model of personality. It provides definitions of personality as the unique combination of characteristics that capture a person's interactions with others and self-view. The Big Five model identifies the five main dimensions of personality as openness, conscientiousness, extraversion, agreeableness, and neuroticism. Each dimension is described in terms of typical behaviors and workplace implications. For example, openness relates to curiosity and creativity, while conscientiousness consistently predicts job performance. The document also lists factors that influence personality development such as heredity, environment, physical features, and socialization.
This document discusses leadership training and development in the context of agribusiness. It begins by distinguishing between leadership and management, noting that leaders effect positive change while managers focus on controlling and problem-solving. It then covers various theories and styles of leadership. The document also discusses agriculture and agribusiness, characteristics of agribusiness leaders, and the roles of agricultural extensions and farmer organizations. It provides steps for establishing and strengthening farmer organizations. The overall aim is to empower individuals and organizations in agribusiness through leadership development.
This document summarizes the roles and responsibilities of volunteer board leaders and public policy boards. It discusses establishing policy and partnerships with staff, providing strategic direction, assuring financial integrity, and participating responsibly as a board member. It also covers evaluating performance, leading change effectively, and the importance of ethics, integrity and credibility for board leaders.
This document provides an outline for a presentation on the sociological foundations of education. It discusses several topics that influence socialization and societal change, including human relations, leadership, social problems like drug addiction and juvenile delinquency, sex problems, population explosion, poverty, and lack of peace and order. For each topic, it identifies objectives, key concepts, and potential references.
This document discusses organizational behavior and human behavior within organizations. It covers several key topics:
1) Understanding human behavior in organizations involves studying how individuals and groups act within organizations to identify ways to improve effectiveness. Organizational behavior draws on research studies to build its knowledge base.
2) Fundamental concepts around human behavior include individual differences between people, how people perceive things differently, treating employees as whole people rather than just skills/roles, motivated behavior based on needs and consequences, employees' desire for involvement, and treating people with dignity and respect.
3) Organizations are social systems with mutual interests between managers and employees, and ethics help meet objectives. Effective approaches consider human resources, contingencies, results,
The document discusses 5 different leadership styles:
1. Authoritarian leadership keeps strict control through close supervision and regulation. Leaders maintain a professional distance.
2. Paternalistic leadership treats subordinates like family, with complete loyalty and trust in exchange for job security. However, this can lead to favoritism.
3. Democratic leadership shares decision-making power with group members and values their input and interests. However, it requires strong guidance.
4. Laissez-faire leadership gives complete freedom and autonomy to subordinates with little direction. It works best when followers are highly skilled and motivated.
5. Transactional leadership uses a system of rewards and punishments to motivate followers to achieve goals
1.Morals, Values and Ethics By Akshit Jain.pptAkshit Jain
The presentation "Morals, Values, and Ethics" by Akshit Jain delves into the fundamental concepts that underpin human behavior and decision-making. Through a series of slides, Jain explores the intricate relationship between morals, values, and ethics, shedding light on their significance in various aspects of life, including personal development, societal norms, and professional conduct.
This document discusses the differences between leadership and management. It provides definitions and examples of each:
- Leadership involves providing vision and motivating people, while management focuses on ensuring tasks are completed through others.
- A leader-manager combines both roles by thinking long-term, constantly striving for improvement beyond their immediate responsibilities, and emphasizing vision and values over status quo.
- Successful leadership requires followers, communication within the situation, and developing skills at multiple levels from position to respect. Important ingredients include priorities, integrity, and creating positive change.
- Reflecting on a service learning project, the document examines lessons around personal success, learning, and developing a sense of civic responsibility. Principles of
This document provides an overview of leadership concepts discussed in Chapter 12. It discusses leadership as an interactive process rather than traits, situational leadership which focuses on flexible behaviors, and successful leadership being dependent on follower maturity and willingness. Transactional leaders focus on rewards and punishment, while transformational leaders appeal to higher needs and ideals. Relationships are central to leadership success. Feminine and masculine leadership styles are discussed, as well as leadership through service, responsibility, change agency, social responsibility, and passion.
Effective interpersonal communication in organizations(unit 3)Sumit Kumar
Interpersonal communication is fundamental to success in organizations. It is used for tasks like interviewing, learning job duties, collaborating with colleagues, and managing others. Organizational communication differs from personal communication in that organizations are goal-oriented and require coordination among employees to accomplish shared objectives. Interpersonal communication can be understood through compositional, situational, and developmental frameworks and involves skills like active listening and adapting to different situations. How people communicate impacts their leadership and effectiveness.
This document discusses inclusive leadership and defines what it means. It provides three key points:
1. Inclusive leaders get the best from all their people by building diverse teams, which increases performance, innovation, and engagement.
2. Leading inclusively across differences is essential for organizations to succeed today. Unless leaders can work effectively with diverse groups, organizations will not achieve their full potential.
3. There are three core competencies of inclusive leaders - adaptability, developing diverse talent, and building inclusive relationships. The document describes each competency in further detail.
Similar to Exploring Servant Leadership Behaviors in Volunteer-Led Community Service Projects Benefiting Veterans (20)
Embracing Change_ Volunteerism in the New Normal by Frederik Durda.pdfFrederik Durda
The new normal has not diminished the spirit of volunteerism; rather, it has transformed it, opening up new avenues for individuals to connect with and support their communities. As we continue to adapt, volunteerism will remain a vital force in building resilient, compassionate, and inclusive societies.
Unlocking The Human Element in IT And Service ManagementDario Diament
The book "Unlocking the Human Element in IT" provides a comprehensive guide to understanding and leveraging the human aspects of information technology. Drawing on extensive research and real-world case studies, the book delves into the critical role that people, culture, and organizational dynamics play in the success or failure of IT initiatives.
The Importance of the Human Element in IT
The book begins by highlighting the often-overlooked human dimension of IT, emphasizing that technology alone is not enough to drive meaningful change and innovation. It argues that the true power of IT lies in its ability to empower and engage people, fostering a collaborative and adaptive organizational culture.
Key Themes and Insights
People-Centric Approach: The book underscores the need to shift from a technology-centric mindset to a people-centric approach in IT management. It explores strategies for aligning IT goals with the needs and aspirations of employees, customers, and stakeholders.
Organizational Culture: The authors examine the profound impact of organizational culture on IT initiatives, addressing topics such as change management, leadership, and team dynamics. They provide practical frameworks for cultivating a culture that embraces innovation, collaboration, and continuous learning.
Soft Skills and Talent Management: The book delves into the importance of developing soft skills, such as communication, empathy, and problem-solving, among IT professionals. It also explores effective talent management strategies to attract, retain, and develop high-performing IT teams.
Agile and Adaptive IT: The book highlights the rise of agile and adaptive IT methodologies, emphasizing the need for IT organizations to be nimble, responsive, and customer-centric. It offers guidance on implementing agile practices and fostering a mindset of continuous improvement.
Bridging the IT-Business Divide: The authors address the longstanding challenge of aligning IT with business objectives, providing strategies for enhancing collaboration, communication, and mutual understanding between IT and other organizational functions.
Practical Applications and Case Studies
Throughout the book, the authors present real-world case studies that illustrate the impact of the human element in IT. These case studies cover a range of industries and organizational contexts, offering valuable insights and lessons learned for readers to apply in their own environments.
Conclusion
"Unlocking the Human Element in IT" is a must-read for IT leaders, managers, and professionals who recognize the importance of people, culture, and organizational dynamics in driving successful IT initiatives. By embracing the human element, organizations can unlock the full potential of their technology investments and achieve sustainable, transformative change.
People mentioned:
- Matt Beran
- Deborah Monroe
- NJ Robinson
- Megan Engels
- Gregg Gregory
- Rocky McGuire
Learn more at invgate.com
Certified Administrative Officer CAO.pdfGAFM ACADEMY
The Certified Administrative Officer (CAO) is a gold-standard certification awarded exclusively by the Global Academy of Finance and Management ®. Earning this designation demonstrates that you have skills and experience in office administration which includes events coordination, time management, resource management, Microsoft Office applications, and business communication.
REQUIREMENTS
The Certified Administrative Officer designation requires a diploma or a bachelor's degree in business and administration, or related field.
Two years experience in office administration
Final year graduates with industrial attachment will be considered.
In addition to educational requirements, candidates must have knowledge in Microsoft Office applications, and business communication skills.
To apply: https://gafm.com.my/digital-certification/application-for-certification/
Navi Mumbai @Call @Girls Whatsapp 9930687706 With High Profile Service
Exploring Servant Leadership Behaviors in Volunteer-Led Community Service Projects Benefiting Veterans
1. By Melanie L. Thomas
MBA – 592 –W Advanced Projects in Business
Exploring Servant
Leadership Behaviors in
Volunteer-Led Community
Service Projects Benefiting
Veterans
2. Background Information – (What is Servant Leadership?)
Sipe & Frick 7 Pillars Model
6 Areas of a Healthy Organization
Servant Leadership’s Impact on the United States
Servant Leadership’s Impact on the Future of the United
States
Volunteerism
Volunteer Functions Inventory – Motivation to Volunteer
Monetary Value of Volunteering
The Importance of a Volunteer’s Time
Volunteer Impact
Volunteers and the VA
Why Do Our Nation’s Veterans Need Our Help?
3. *The concept of servant leadership has been around since
1970 when Robert K. Greenleaf wrote an essay titled,
“Servant as Leader.”
*Greenleaf’s inspiration for the essay comes from
Hermann Hesse’s Journey to the East. In this story a
band of men on a mythical journey lose a servant named
Leo. The story describes Leo as a servant who sustains
the group, does menial chores, and has a spirit of
extraordinary presence. When Leo disappears, the group
falls into complete disarray and the journey is
abandoned. Years later, Leo is found and becomes a great
and noble leader
4. *“going beyond one’s self-interest,” is the main
characteristic of servant leadership.
*The servant leader can be described as a leader who is
governed by creating opportunities for followers in order
to help them grow.
*Greenleaf describes the servant leader as a leader who
considers themselves to be, “first among equals.” They do
not use their power to get things done. However, they use
persuasion to convince others to get work done.
*In this theory, the servant leader places the leader in the
role of a steward who leads through trust
5. *Greenleaf Center for Servant Leadership - “a philosophy
and set of practices that enriches the lives of individuals,
builds better organizations and ultimately creates a more
just and caring world”
*The priority must focus on serving others including
supervisors, colleagues, employees, customers and your
community.
6. *Becoming a servant leader starts with creating awareness.
*For the most part, once we are shown what we need to
know we practice this new behavior until it becomes a
habit. This leads to a behavioral change. Sometimes, we
may face obstacles that make learning new information and
developing new habits difficult. Challenges must be
overcome in order to make these new habits stick.
7. *Helps us to understand and comprehend the skills-
oriented approach to Servant Leadership.
*In their seven pillar model they define the characteristics
of a servant leader as being a person of character,
through putting others first, as a skilled communicator, as
a compassionate collaborator, the ability to have
foresight, a systems thinker, and as an individual who
leads with moral authority.
8. *1ST Pillar – Person of Character - one must maintain their
integrity, demonstrates humility, and engage in value driven
behavior. They act in a way that is considered ethical,
trustworthy and credible.
*2nd Pillar – Putting Others First - This entails being service
driven, mentor minded, and showing concern for others. They
help others even when they are not expected to. They focus
on service to all stakeholders, and will go above and beyond to
ensure that others are provided with the best possible service.
9. *3rd Pillar - The Skilled Communicator - One must practice
empathetic listening, invite and deliver feedback, and
communicate persuasively.
*This is accomplished when a servant leader is fully present with
employees. They have a keen awareness of their thoughts,
feelings and needs. The servant leader will express a deep
caring and understanding of their experiences. They will also
ask for and act upon feedback, be able to deliver feedback
appropriately, and will guide their employees to develop
insights of their own. Additionally, they motivate others
through connecting communication with meaningful
experiences.
10. *4th Pillar – Compassionate Collaborator - The compassionate
collaborator is one who builds teams and communicates,
creates psychological safety, and is first among equals. They
will encourage a culture of community in which values mutual
helping relationships, creates a safe environment where it is
ok to have an honest opinion, encourages their employees to
come up with new and improved ways of doing things, and
where an honest mistake will not be held against an
individual. They will also promote inclusiveness and will not
concern themselves with hierarchy.
11. *5th Pillar – Foresight - A person who is considered a
visionary. This person will anticipate consequences and will
take courageous and decisive action when necessary. An
individual who has foresight will develop and share
compelling long-term goals, demonstrates a good
understanding of what will happen in the future base on
what is happening currently, has a high level of intuitive
insight about the past, is willing to take personal risks when
faced with pressure in making the right decision, and
considers all aspects of a situation that will inevitably
impact the future.
12. *6th Pillar - Systems Thinker - One who is comfortable with
complexity, leads change effectively, and exercises stewardship.
A systems thinker seeks to gain an understanding of
relationships within the larger system, is cognizant of complex
factors when making important decisions, they respond to
changes by being flexible, are understanding to how these
changes will affect their employees, will always consider the
greater good when making a decision, and will consider the
future impact on both the organization and the community in
which their decision ultimately are effected by.
13. *7th Pillar - Moral Authority - This behavior is outlined by
sharing power and control, and through creating a culture
of accountability. This individual sees every player as an
important piece of the overall puzzle. They serve by
teaching, nurturing, listening, and encouraging others,
set clear performance standards for their employees, and
holds employees accountable for standards of
performance.
15. *Servant leadership is the basis of this concept.
*The leader of a healthy organization is one who displays
authenticity. The organization encompasses a leader who
is open, real, approachable, and accountable to others.
The leader of a healthy organization is one who is not
higher than others but one who serves their subordinates
by displaying authentic qualities.
*Valuing and Developing People In this type of
organization the gift of trust is given without earning it
at first. People are accepted at their present value not
just their future potential. People in a healthy
organization put others before themselves. They focus on
the needs of others and how to best meet their needs.
16. *Building Community Strong leaders know that people will be
more impacted by the quality of relationships than they will
be by the accomplishment of tasks. Therefore, they are
intentional about building a community in which works
together and learns to serve one another in the process. The
importance of relationship between leaders and workers is
vital in building a community. Collaborating on work is also
important. When leaders and workers spend time and space
working on projects together a dynamic partnership forms.
*Leadership for the good of those being led The initiative to
take appropriate action comes not from being driven by
personal ambition but because one is called to serve the needs
of others. This includes being future oriented. Looking ahead
and envisioning what the future looks like is important to
share with others within an organization. When a vision or
goal is openly shared, it creates a clear direction for workers
17. *Sharing leadership Recognizing that every leader has power
and must make choices with which how that power will be
used in an organization increases the potential influence and
impact on the total organization. Power is described as the
ability to do, to act. In an organization it represents the
ability to make important decisions and allocating resources.
When power is shared it encourages people to act for the
good of the group and toward the mission of an organization.
18. *George Washington - The first president of the United
States was a servant leader. Washington was a surveyor and
a farmer. He was widely respected as a person of good
character and as someone who focused on public service. A
general in the Continental Army, President Washington was
admired and respected by all who he served.
*Westward Expansion – During the 19th century the United
States culture turned toward individualism and away from
community. Values turned from community to individual
initiative, hard work, and material rewards. Many
American’s individual rights and rewards outweighed the
sense of community rights and community needs. Individual
self-reliance is very important today.
19. *Christianity - In many ways the United States started out as a
Christian country and is considered to still be today. The United
States culture, politics, and history have been heavily influenced by
Christianity. 75 – 80 percent of Americans today describe
themselves as being Christian. Jesus clearly defined the Servant
Leadership model in his teachings and has called upon his followers
to be servants.
*Diversity - Prospects for Servant Leadership may improve the United
States in the coming decades. The increase in African-American,
Hispanic, and Asian-American population’s attitudes toward
leadership, though slightly differ, they include the philosophy of
service to their community. In these cultures, the purpose of
leadership is not to acquire power, wealth, or fame for oneself, but
to improve life for community members. This clearly supports the
Servant Leadership model.
20. *Americans are beginning to learn that power, wealth, and fame
are not as meaningful as once thought.
*Writer Gregg Easterbrook wrote The Progress Paradox. In the
book he writes about the end of World War II. The objective is
social welfare in America and Europe. He says that per-capita
income, longevity, home size, cars per driver, phone calls made
annually, trips taken annually, highest degree earned, IQ scores
have all trended upward. However, the trend line for happiness
has been flat for over fifty years. This percentage has gradually
declined since the 1940’s. Easterbrook concluded that,
“Americans and Europeans have even more of everything except
happiness.
*As Americans grow concerned with rediscovering where to find
the most meaning and happiness in life, they will become less
focused on power, wealth, and fame. This will inevitably support
an increased interest in Servant Leadership.
21. *Research on leadership has uncovered that servant
leadership behavior exists in volunteer-led community
service.
* The goal of volunteering is to provide help to others, a
group, an organization, a cause, or the community at large,
without expectation of material reward.
*Volunteering can be described as something done when an
individual or a group of individuals work together to achieve
a common goal.”
*There are many volunteer-led community service programs
that have been developed to help improve veteran’s health
and well-being.
22. American Legion
Veterans of Foreign Wars
AMVETS
Elks
Korean War Veterans
Knights of Columbus
Eagles
Lions Club
Disabled American Veterans
Wounded Warrior Project
United Service Organization
Department of Veterans Affairs
23. *Volunteerism and servant leadership behaviors impact
both the volunteer and the veteran benefiting from being
provided with service by a volunteer.
*The more ties people have to others, the more support
they expect to receive. Volunteer work means giving
social support rather than taking it, plausible arguments
can be made that doing volunteer work improves both,
the givers and the receiver’s mental health.
*Volunteer work and servant leadership behaviors have an
effect on our social relationships, which oftentimes
changes the way we think about ourselves and others.
24. *Volunteerism and servant leadership behaviors not only impact
the veteran themselves but, the community as well.
*Servant leaders serve by meeting the needs of their followers
and teaching them to become leaders of their own. A sense of
community and common good is developed.
*These leadership behaviors promote a need to service the
community because good community leads to good business.
*This allows followers to be placed above the leader and letting
them take lead. Servant leaders are like parents. They raise
their children by putting the needs of the child above their own,
and helping them become responsible citizens of society
destined to do great things.
*This type of behavior cultivates a never-ending circle that
allows us to grow and achieve more and more. It also helps to
pass along the same attributes to others who may be struggling.
This cycle is why servant leadership leads to improving both,
veterans and the communities in which they live.
25. Helps us to understand what motivates individuals to
volunteer. There are six separate motivations for
volunteering.
*Values is the first motivational factor. When a volunteer
works to achieve a desired goal or values, people remain
true to an ideal conception of themselves. This factor is
attributed to the individual who says, “I can do something
for a cause that is important to me.”
*The second motivating factor is enhancement. An individual
may seek a volunteer opportunity that may teach them a
new skill. A volunteer who is motivated by enhancement
may say, “Volunteering lets me learn things through direct,
hands-on experience. Social factors influence a volunteer’s
motivation as well. A social need to fit in or belong can
influence a volunteer to contribute.
26. *The fourth factor that influences a volunteer’s decision to
donate their time is their career. An individual who wants to
achieve a new work skill, make business contacts, or explore
different career options is motivated by this function.
*The fifth motivating factor is protective. Volunteers who
seek out helping others through this function, typically feel
that volunteering is a good escape from their own personal
problems. Volunteering through this function can be seen as
a form of coping.
*Finally, motivations from understanding propel individuals to
volunteer. People who are motivated to volunteer through
understanding consider it a means towards personal growth.
An individual may say that, “volunteering allows me to gain
a new prospective on things”
27. *According to the Corporation for National and Community
Service a volunteer’s time is valued at $23.07 per hour.
*This value is based on the hourly earnings of all production
and non-supervisory workers on private non-farm payrolls
average provided by the Bureau of Labor Statistics.
28. *The economic value of volunteering is important because it can
emphasize to government and policy makers that voluntary work
does indeed make a significant impact to the economy,
*it encourages others to become volunteers, and it informs the
media and the community about the value of volunteer time.
*It is important to look at both the direct cost of volunteering to
an organization as well as the added value the volunteer brings.
*An easy way to calculate this would be to multiply the amount of
volunteers by the number of hours and then, multiplied by a
wage.
* This would give us a rough estimate of the monetary value. However,
in order to measure the added value a volunteer contributes, this can
be a little bit trickier. You must assess where and how the volunteers
directly affect your organization, communities, service users, and
stakeholders.
29. *The impact of volunteering has several consequences pertaining to
positive physical and mental health. In fact, voluntary association
membership contributes to decreased psychological distress and
buffers the negative consequences of stressors.
*It also increases life satisfaction and decreases depression.
Volunteering is commonly association with better physical health
and lower mortality. These findings are consistent with the idea that
volunteer work is beneficial to a volunteer’s well-being.
*A cross sectional study compared elderly volunteers and non-
volunteers and found that those who volunteered had significantly
higher life satisfaction, a stronger will to live, greater feelings of
self-respect, and fewer symptoms of depression and anxiety
compared to non-volunteers.
*People with greater personal well-being may volunteer more often.
People who are involved in community service have greater life
satisfaction, self-esteem, sense of purpose in life, physical health,
and mental health.
30. *In today’s climate of limited resources It is vital that we
understand the value of a volunteer. Because it costs money to
provide a volunteer service, it is important that we monitor the
positive impact that volunteers have on the Veterans they serve.
*Impact is defined by the extent in which a program has affected
the consumers of the service provided. It refers to the extent in
which people have changed or benefited through services and
programs. It also looks at the effects on participants, clientele,
and the community. When evaluating impact, the goals of the
program i.e. why are the volunteers doing what they do?, what
changes are happening because of these volunteer activities?,
and how are volunteers making a difference for our Veterans?
*Other questions to ask when determining the full impact of a
volunteer are, have participants been helped as a result of a
volunteer?, in what way?, to what degree?, how has the public
been affected by the program?, and what differences have been
made?
31. *A nationwide program which provides Veterans with
volunteer assistance while they are being cared for by VA
health care facilities.
*Since 1946, the VA has had an estimated 140,000
volunteers who gave more than 11 million hours in
service to America’s Veterans. As one of the federal
government’s largest volunteer programs, the VA assists
veteran patients by augmenting staff with end of life care
programs, foster care, community-based volunteer
programs, hospital wards, nursing homes, and veteran
outreach centers
32. *Through volunteer assistance, a Veterans life is impacted in
ways that improve their overall health and well-being. This
ultimately impacts the community in which they live.
*Volunteers assist Veterans in many ways. They provide service
in various areas throughout VA Medical Center’s nationwide.
*Some of the places volunteers provide assistance are in
Recreation Therapy programs, at information desks, and by
providing transportation and escorting services.
*They also provide volunteer assistance in unique ways. Bake
sales, silent auctions, and selling popcorn to raise money for
personal hygiene items are among the many creative ways
volunteers serve.
*In addition, volunteers provide photography assistance, cook
home cooked meals for Veterans in the Community Living
Center, and assist with gardening in order to offer veterans an
opportunity to grow and eat their own fresh fruits and
vegetables.
33. *Volunteers have also helped to make improvements in VA Medical
Centers across the nation. They have helped with culture changes
that include celebrating Black History and holiday socials,
assistance with blood drives, and by providing feedback to
Marketing as well.
*Many volunteers get involved with VA and help veterans by
providing special events and programs that bring cheer to
hospitalized veterans. Some of these programs include a special
Day of Caring/Giving, Guitars 4 Vets, Sports fundraising activities,
community events, and college sporting.
35. The number of Veterans struggling with behavioral
health issues, financial challenges, and legal issues is
overwhelming.
The need to support our nation’s veterans is great. Due
to their enormous efforts, the United States has gone
through two recent war campaigns with life here in
America largely unchanged.
Americans are really good at putting
yellow ribbons on their bumpers, waving flags and
chanting USA at parades. However,
the need to do more is great.
36. *Revealed profound and enduring effects of the wars in Iraq
and Afghanistan.
*Veteran’s answers revealed an overall sense that United
States leaders deployed them to fight in wars the nation did
not believe in. There is also a sense of alienation from
society that sent them to war.
*Three-quarters of post 9/11 combat veterans believe that
overall Americans appreciate their wartime efforts. However,
69 percent feel that the average American doesn’t
understand their combat experience.
*Of those surveyed, 55 percent report feeling disconnected
from civilian life, and 42 percent dismiss the praise from
civilians who say, “Thank you for your service,” because this
usually does more for the civilian than for veterans
37. *The survey also identifies overall mixed feelings of
veterans toward the government’s support for their
service.
*Veterans view the military as not doing enough to help
their transition back into civilian life. This is primarily
due to the record numbers of veterans claiming
benefits.
*The government may be doing an overall good job with
the veterans they serve but, may not be meeting the
needs of every post 9/11 veteran.
*Despite the survey’s findings, nine out of ten post 9/11
combat veterans agree they would do it all over if given
the opportunity
38. *The unemployment rate for new young veterans is worse
than that, of their young non-veteran peers.
*Veterans aged 18 – 24 have an average unemployment
rate of 20.4%. This is 5 percentage points higher than the
average among non-veterans aged 18 – 24.
*This is staggering considering that young veterans are
entering the workforce with far more skills and
experience than their civilian peers.
*The same is true for older veterans.
39. *In 2012, the unemployment rate for post 911 veterans between the ages
of 45 and 54 was 7.17%.
*The average unemployment rate for their civilian counterparts was 6.2%.
*A period of unemployment may seem like a normal contributing factor
while transitioning from military service. However, a 2013 survey
revealed that the real meaning behind the reason for unemployment is
more than a period of transition.
*In January, 2013 Iraq and Afghanistan Veterans of America surveyed their
membership. A snapshot of 4,000 new veterans indicated a staggering
realization.
* 16% said that they were unemployed.
* Of those unemployed, 33.8% have been unemployed for longer than a year.
* 17% indicated that they have been unemployed for longer than two years.
40. *Today’s business leaders are part of the first generation of
business leaders that largely didn’t serve in the military.
*This poses a significant cultural barrier in understanding military
skills and experience that may help a business owner’s bottom
line.
* There are some legal barriers that prevent veterans from
doing the work they did while serving in the military as
well.
*Veterans return home ready to continue the jobs they did
while in the military. However, they find that they need to
re-train to do the jobs they have been doing in order to
meet requirements for civilian licensing or certification.
41. *260,000 veterans will become homeless this year.
*The U.S. Department of Veterans Affairs reported that,
“Only 8% of Americans can claim veteran status. However,
17% of our homeless population is made up of veterans.
*On any given night there is an estimated 76,000 homeless
veterans nationwide sleeping on the streets
42. *Veterans are 50% more likely to become homeless than other
Americans due to poverty, lack of support networks, and dismal
living conditions in overcrowded or standard housing.
*Today 1.5 million veterans are considered at risk for
homelessness.
* The greatest veterans at risk for homelessness are those
veterans who have a lack of support and are socially isolated
after discharge.
* 1/5 veterans are living alone. More than half of our veterans are
living with a severe housing cost burden.
*Approximately 45% of the 1.6 million veterans from the Iraq and
Afghanistan Wars are seeking disability compensation. The
average wait to get a disability claim processed is eight months.
*All of these factors are contributing to the increasing amount of
veterans who become homeless
43. *An estimated 22 veterans will commit suicide in
America each day.
*According to a report released by the U.S. Department
of Veterans Affairs in 2010, the rate of individual
veterans committing suicide is increasing since 1999.
*Nearly 70% of those who committed suicide were age
50 or older
44. *The National Alliance on Mental Illness reports that nearly 1 in 4
active duty members show signs of a serious mental health
condition.
*There are three types of mental health concerns that plague our
military.
*Post Traumatic Stress Disorder (PTSD) - Traumatic events, such as
military combat, assault, disasters or sexual assault that can have
long-lasting negative effects such as trouble sleeping, anger,
nightmares, being jumpy and alcohol and drug abuse.
*Depression - interferes with daily life and normal functioning and may
require treatment.
*Traumatic Brain Injury or (TBI) - traumatic brain injury is usually
caused by a significant blow to the head or body. Symptoms can
include headaches, fatigue or drowsiness, memory problems and
mood changes and mood swings.
45. *A large portion of the Veteran population is young. Many of
whom lack financial experience and receive steady paychecks
offered by the military. This becomes an issue because they
become prime targets for predatory lending and other
unfavorable practices.
Many Veterans are not familiar with their legal rights regarding
the judicial system, Veterans Courts, and VA claims. Many of
these Veterans suffer from service-related trauma that often
causes them to fall prey to the system.