3 Strategies to Incorporate the Power of Servant Leadership in Lean Transformation

Leading change is never easy. It requires the courage to disrupt the status quo and the wisdom to guide your team through uncharted waters. However, not every leader is a good change leader.

Many Lean transformations fail due to inadequate support from leadership or the skills of change leaders. What if adopting a servant leadership style could be the answer to help leaders lead change more effectively?

What is a servant leader? It's not complicated really. If you see people as a means to serve you, then you are not a servant leader. I would call you a manager or simply a boss. If you view your role as a leader to empower others to become better at what they do, to achieve greater levels of skill and ability, and become better, more productive people in the process, then you are a servant leader.

A servant-leader focuses primarily on the growth and well-being of people and the communities to which they belong. While traditional leadership generally involves the accumulation and exercise of power by one at the “top of the pyramid,” servant leadership is different. The servant-leader shares power puts the needs of others first, and helps people develop and perform as highly as possible.

Lean organizations need leaders who know how to serve their people. A servant leader -- one who wants to serve first and lead second -- strives to create a work environment in which people can truly express these deepest of inner drives. Servant leadership entails a deep belief that people are the greatest asset any organization has, and to nurture their individual growth becomes the basis for all organizational development. That growth goes far beyond the limited dimension of financial benefit -- it dives into our core motivations as people.

Adopting a servant leadership approach can transform how you lead and inspire your team, turning potential obstacles into opportunities for growth and innovation. Here are three strategies for successful Lean leaders to incorporate servant leadership practices into their transformation.

1.     Understand Your Team

Servant leadership is rooted in empathy. A servant leader actively seeks to understand the needs, emotions, and experiences of their team members. They listen attentively, show genuine care and concern, and strive to create a supportive and inclusive environment. By leading with empathy and authenticity, servant leaders are able to build trust and establish meaningful connections with their team, fostering a positive and productive work culture.

2.     Foster Collaboration Through Trust and Empowerment

After understanding your team, you as the servant leader must have a clear vision of the goals and objectives and be able to communicate by inspiring and motivating your team. By fostering a culture of collaboration, empowering employees to share their insights and ideas, and actively engaging with teams, you can gain valuable perspectives, insights, and feedback, contributing to the company’s success in navigating complex business landscapes and driving innovation.

Servant leaders delegate authority and responsibility, trusting their team members to make decisions and contribute their unique skills and talents. Collaborative leadership can be a powerful approach to leverage the collective intelligence and creativity of a team, leading to better decision-making and improved business outcomes.

Furthermore, servant leaders recognize their own limitations and are willing to acknowledge mistakes and learn from them (i.e. exhibit humility). They do not seek personal glory but rather focus on the success of their team. They are approachable, open to feedback, and value the contributions of each team member, regardless of their position or title.

3.     Support Team with Coaching, Mentoring, and Guidance

Now you know and understand your team and have worked collaboratively to understand how the changes will affect their work. It's time to implement the changes but the job of the servant leader is not done yet!

I’ve experienced both ineffective and effective leaders adapting to changes and saw the experience that their leadership style had on the team. Ineffective leaders did not advocate for their employee when changes negatively impacted the team, and this resulted in low team morale. Some leaders compensated for this with praises and rewards but in the end, they were not seen as authentic. Effective leaders put the team’s well-being and needs before their own, advocated for their team, and were willing to roll up their sleeves and work alongside their team to institute changes. Operating with high ethical standards, and acting with integrity, honesty, and transparency sets a positive example for the team.

Once changes are instituted, servant leaders support the growth and development of their team members by providing coaching, mentoring, and guidance. They invest in the professional and personal development of their team members to help them reach their full potential.

Finally, the servant leader participates in reflective practice, as it involves regularly reflecting on one’s thoughts, actions, and behaviors as a leader, and learning from them to improve performance and outcomes.

The results of servant leadership are exponential: by leading as a servant, you multiply success and satisfaction — personal and professional, for you and your colleagues — above and beyond the limits of traditional leadership outcomes.

Lean success requires a change in mindset and behavior among leadership, and then gradually throughout the organization. So, it follows that success in Lean implies a change in what leaders reinforce—a change in leadership behaviors and practices. Change begins when leaders start acting differently. It’s that simple (but not that easy).