Introduction
The impact of leadership styles on organizational dynamics and outcomes is substantial. On the path to effective leadership, two different approaches—authentic and servant leadership—offer distinct viewpoints. As a philosophy and practice of leadership introduced several decades ago, servant leadership has revolutionized approaches to employee management for achieving corporate goals (YALI Network, 2020). In particular, it differs from other approaches by “its focus first on the ability of the individuals to succeed and then subsequently on the success of the mission” (Gandolfi & Stone, 2018, p. 265).
Servant vs. Authentic Leadership
In promoting people’s valuing and development, servant leadership emphasizes the needs and growth of followers. In addition, it promotes shared power, the culture of civility, and the practices of community building and authenticity (YALI Network, 2020). On the one hand, servant leaders pay particular attention to collective efficacy and cooperative performance to achieve common objectives (Northhouse, 2022). On the other hand, they underline the significance of every subordinate’s needs, efforts, and potential that should be fulfilled.
In turn, authentic leadership presupposes efficient employee management through self-development and commitment to personal values and beliefs. Its occurrence is determined by overcoming life challenges effectively, leading to the discovery of a passion for leadership (George et al., 2007). Therefore, through self-awareness and self-exploration, authentic leaders promote self-awareness and honesty as their positive contributions to people and the world at large.
The main strength of authentic leadership lies in the reliability of its values, tested under pressure (George et al., 2007). As a result, leaders have higher expectations not only for others but also for themselves to maintain an appropriate service model (Northhouse, 2022). Their approach is based on personal motivation, high moral standards, and helping subordinates grow both personally and professionally.
Personal Reflection
Authentic Leadership
This reflection analyzes the effects of both leadership styles on followers and organizational outcomes through the lens of personal experience. I recall being employed by John, an authentic leader, at a technology startup. John exhibited a leadership style distinguished by ethical conduct, transparency, and a strong commitment to individual ideals. The genuineness and self-awareness he demonstrated cultivated a culture of trust and esteem within the team. By openly disclosing his own struggles and triumphs, John fostered an atmosphere that embraced vulnerability, thereby motivating staff members to voice their thoughts and apprehensions without fear of misunderstanding, intolerance, ignorance, or non-constructive criticism.
John’s genuine leadership had a significant impact on the team’s morale and innovation. As a result of feeling appreciated and comprehended, personnel experienced greater job satisfaction and a heightened sense of affiliation. The team’s originality and productivity increased as a result of this emotional connection; individuals were more inclined to take on ventures and consider alternative approaches. Nevertheless, John’s emphasis on self-awareness often hindered his ability to attend to each team member’s specific needs, resulting in sporadic missed opportunities for personalized mentoring and growth.
Servant Leadership
Sarah, on the other hand, was a servant leader with whom I collaborated in a non-profit organization. Sarah’s leadership approach was characterized by a strong dedication to serving her team, active listening, and empathy. Prioritizing the development and welfare of her followers, she frequently placed their requirements ahead of her own. Sarah always provided her team with assistance and direction, ensuring that every individual had the resources and motivation to succeed. In addition, she evidently placed her subordinates’ interests before her own, certain that people who feel valued, respected, and served express their gratitude through increased productivity and commitment.
Conclusion
Authentic and servant leadership styles each exert substantial and unique influences on both followers and organizational outcomes. In contrast to servant leadership, which prioritizes followers’ needs to foster a supportive, loyal team atmosphere, authentic leadership promotes trust and innovation by emphasizing self-awareness and transparency. From my experience working under both leadership styles, it is clear that the most successful leaders integrate aspects of both, achieving a harmonious equilibrium between introspection and a steadfast dedication to their team’s betterment.
References
Gandolfi, F., & Stone, S. (2018). Leadership, leadership styles, and servant leadership. Journal of Management Research, 18(4), 261-269.
George, B., Sims, P., McLean, A. N., & Mayer, D. (2007). Discovering your authentic leadership. Harvard Business Review, 85(2), 1-9.
Northhouse, P. G. (2022). Leadership: Theory and practice(9th ed.). SAGE Publications.
YALI Network. (2020). Lesson 1: What is servant leadership?. YouTube.