Transformational Servant Leadership – Part 6: Next steps

Thank you for taking the transformational servant leadership assessment. It is through assessing ourselves that we begin to know where to take our next steps.

Depending on your preference, go back to review the questions in the assessment or the integrated model in part four to determine the questions where you expressed your preference for either transformational or servant leadership. Notice where your strengths are for your preferred style. How are your strengths being expressed in your current place of work or service? Are there ways in which you can express those strengths even more? Now also consider, is there a person or team member who can support you in bringing in the other leadership style in what you do? What can you do to bring this person in to the mix to enhance the overall leadership dynamic toward transformational servant leadership?

For example, my preference in all five questions is toward transformational leadership. I am skilled in seeing the big picture, leading with vision and inspiration, and have people experience movement toward something with me. Yet I have to be watchful of getting too far ahead of the individuals on the team, pushing them too hard to move and align together, and expecting them to process and act too quickly. So I need those servant leaders on my team helping me to lead by paying attention to where each team member is at and providing that nuanced care for each person. I’ve learned from servant leaders to slow down, be patient, and to process more with individuals on the team so they can find their own connection to the overall vision and movement without feeling rushed or forced. If I rush or force them, they will lose touch with the direction at some point and momentum will break down.

Therefore, we can enhance our growth by being sure to engage our strengths, engaging people who have the other preference, and learning new skills from them that are not as natural for us. In this way, we engage more leaders in a collaborative movement together rather than trying to lead on our own, which can cause some type of imbalance in the team or organization. Leadership imbalances can eventually negatively impact organizational members and the overall organization. For further information, contact me at to set up a complimentary telephone call to discuss your coaching or consulting needs.

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