Servant Leadership Practices

Stop guessing your next move—let a Personal Development Plan guide your progress. A while back, I mentored a professional named Rahul, who felt he was being repeatedly overlooked for promotions. We conducted a competency mapping session and discovered a key gap in his ability to work cross-functionally and lead diverse teams. 🧩 Rather than feeling discouraged, Rahul saw this as an opportunity. We built a Personal Development Plan (PDP) to close those gaps. By enrolling in relevant courses and taking on cross-departmental projects, Rahul not only improved his skills but also earned the promotion he had been aiming for. 👉 What is a Personal Development Plan (PDP)? A PDP is a roadmap for your career growth, detailing the specific skills you need to develop to advance in your role. Here are the Key Sections every PDP should include: 💢Self-Assessment: Identify your current strengths and areas for improvement based on feedback or a competency mapping session. 💢Goal Setting: Set clear, measurable goals for what you want to achieve in your career (e.g., leadership skills, cross-functional collaboration). 💢Action Plan: Outline the steps you’ll take to close the gaps, such as enrolling in courses, seeking mentorship, or participating in projects. 💢Timeline: Assign deadlines to each action item to track your progress and stay on course. 💢Evaluation: Regularly assess your progress through self-reflection or feedback from peers and supervisors. 💡 Key Action Points: ⚜️Use competency mapping to identify specific skill gaps. ⚜️Develop a Personal Development Plan to close those gaps. ⚜️Engage in practical experiences like cross-functional projects or targeted training. Feeling stuck in your career? Start building your personal development plan today and tackle those skill gaps head-on! #CareerDevelopment #SkillGaps #PersonalDevelopmentPlan #LeadershipSkills #CompetencyMapping #ProfessionalGrowth

Teams led by Servant Leaders show up with 6x more commitment (Gallup) ❌ Outdated Playbook → Top-down orders. → Control masked as clarity. → Success that drains the spirit ✅ Modern Leadership Reset → Listen with intent. → Serve with strength. → Build beyond ego. And this isn’t just philosophy - it’s research-backed: → Servant-led cultures inspire more trust and boost performance. → Traditional leaders last 4.2 years on average. Servant Leaders? 11.5 Years (Stanford study) Because power over people is fleeting. But power with people? That’s legacy work. Here is your Servant Leadership Framework: 🌱 Start with listening intelligence: → 10-min daily team syncs - listen for tone, not just tasks. → End meetings with, “What do you need most right now?” → Use silence as a leadership tool. 🌱 Grow your people before your metrics: → Assign stretch projects paired with reflection rituals. → Build personalized growth maps (not just KPIs). → Create space for failure without fear. 🌱 Lead from the back, not the front: → Share credit. Absorb heat. → Spotlight small wins weekly. → Keep a "Team Wins" wall (physical or virtual). 🌱 Clear roadblocks, not just give direction: → Audit your calendar - what can you remove for them? → Replace hierarchy with access. → Create “autonomy lanes” where decisions don’t wait for approval. 🌱Model transparency, not perfection: → Open up strategic decisions to feedback. → Share behind-the-scenes thinking. → Invite reverse mentoring. Leadership isn’t a title. It’s a conscious choice - made daily - to serve. And the return? → Resilient teams. → Regenerative cultures. → Results that endure. So let me ask you: What’s one way in which you or leaders you know role-model servant leadership? ⬇️ ♻️ Repost to rehumanize leadership. 🔔 Follow Bhavna Toor for more on Conscious Leadership

One of the most underrated leadership skills, I believe, is seeing yourself clearly. I often tell the executives I coach that real transformation begins with self-awareness. Not the kind of “I know my strengths and weaknesses” version, but the deep, often uncomfortable clarity about how we see ourselves and how others see us. Last year, I worked with a senior leader, let’s call her Maria. Brilliant strategist, deeply committed to her team, and yet... frustrated. Her team described her as intimidating and distant. She saw herself as focused and fair. The gap between those two realities was the source of most of her stress. We used a 360-feedback tool and a practice of asking “what” instead of “why.” (As organizational psychologist Tasha Eurich’s research shows, “why” often leads to rumination and self-justification, while “what” opens the door to learning and forward movement.) Maria started asking her team questions like: - “What am I doing that makes it hard for you to speak up?” - “What could I do differently to make collaboration easier?” It was awkward at first. But over time, she noticed her team leaning in instead of shutting down. Three months later, one of her direct reports told her, “You feel more human now.” That moment captured what self-awareness really does: it humanizes leadership. Tasha Eurich’s research offers three powerful insights that I see play out regularly in coaching: (1) There are two kinds of self-awareness: internal (how clearly we see ourselves) and external (how others see us). The best leaders balance both. (2) Experience and power often erode self-awareness, because feedback gets filtered or silenced. (3) Introspection isn’t always helpful, especially when we keep asking “why.” Asking “what” keeps us moving forward. In my coaching practice, I don’t use a single “magic” tool to raise self-awareness. I use what I believe best serves the leader I am working with. Sometimes it’s structured 360 assessments. Sometimes it's a psychometric assessment. Sometimes it’s reflective writing. Often it’s simply creating a space where leaders can hear feedback without defending themselves. But always, it starts with this simple belief I hold: The ability to see ourselves clearly is the foundation of every other leadership skill. And like any skill, it can be learned, with courage, curiosity, and the willingness to ask, “What do I need to see that I’m not seeing yet?” #selfAwareness #coaching #learning #leadership #understanding #curiosity #assessments https://lnkd.in/edMhJq8s

What makes a leader truly resonate? In a world that often equates leadership with dominance and authority, humility can be a secret weapon. I had the pleasure of exploring this topic and much more with Clint Hurdle, one of the best managers in baseball over the past 25 years, on Thirty Minute Mentors. Why is humility in leadership so important? When leaders admit they don’t have all the answers, they invite collaboration and fresh perspectives. This openness encourages team members to share ideas, leading to innovation and fewer mistakes. Leaders who embrace humility build stronger teams. And teams thrive when people feel valued and recognized. Humility isn’t about downplaying accomplishments. It’s about recognizing the contributions of others and celebrating collective success. It's about appreciating that you don't know everything and that there are other people around you who can help you learn more and get better. Here are a few tips on how to integrate humility into your leadership style today:  💠 Acknowledge your limitations. No leader has all the answers. Admitting knowledge gaps invites collaboration and builds trust. 💠 Seek feedback actively. Regularly ask your team for input. This demonstrates respect for their insights and fosters a culture of openness. 💠 Celebrate your team. Give credit where it’s due. Recognizing others' contributions enhances morale and loyalty. How can you embrace humility as a leader? Listen to the full episode and subscribe on your favorite podcasting app.

There is a research study which found even though 95% of us think we are self-aware, only 10-15% of those we lead would agree. This is why building our self-awareness through feedback and other tools, is so important. In my research, having the self-awareness of to be aware of your limitations was the factor that strongly correlated with all other attributes of modern leadership. So let me share a tool with you I have used for many years called the Word-to-Wisdom ratio. I began my board career when I was just 35 years old and joined my first public company board when I was 38. These were boardrooms where I was generally the only woman, and often the youngest by decades. I looked – and felt - very inexperienced. I felt I needed to do more to make an impact. I didn’t want to fail. What that looked like was me thinking I needed to contribute to every discussion, trying my best to add value but often failing. I felt I was being judged and thought the only way to improve was to understand more, contribute more, and be heard. At the same time though, I was noticing my very senior colleagues hardly said anything at all. Yet when they did say something, it was worth its weight in gold. They would allow everyone else to speak first and then come in with a perspective no one else had considered which ultimately led to better outcomes. They might only ask a single question, but it would completely change the direction of the conversation and lead to more insights and better outcomes. So, I helped build my self-awareness of my contributions through what I called the word-to-wisdom ratio. This encouraged me to think about the number of words it was taking me to add value to a decision, a crisis, a conversation. The number of words it was taking me to add anything of value was high, whereas my colleagues at the time had very healthy word-to-wisdom ratios hardly using any words at all. The more experienced I have become though – and frankly, the more self-aware - I now think of my word to wisdom ratio as an opportunity for me to build leadership in others. I want to say as little as I can to help those I lead come to solutions themselves. #leadership #headheartleader #leadershipdevelopment

When Maria took over a global team scattered across time zones and cultures, collaboration was minimal, and trust was fragile. Fast forward one year — that same team launched two major projects ahead of schedule, with record engagement and zero turnover. The shift? Maria made relationship-building a leadership priority — not a "soft skill" to be sidelined. The Lesson? Strong relationships aren't just feel-good perks — they’re the invisible engine behind high performance, resilience, and innovation. Common Relationship-Building Pitfalls: 📍 Transactional Interactions — Focusing only on tasks, not people. 📍 Poor Listening — Hearing words, but missing emotions and intent. 📍 Neglecting One-on-One Time — Teams feel like cogs, not humans. 📍 Avoiding Difficult Conversations — Letting issues fester instead of building trust through honesty. 📍 Blurry Boundaries — Bringing work stress into personal relationships. ✅ How to Build Meaningful Connections as a Leader: 📍 Active Listening — Give full attention, ask clarifying questions, reflect what you hear. 📍 Specific Recognition — “Good job” is forgettable. Tailored praise is powerful. 📍 Regular One-on-One Check-ins — Go beyond tasks to understand motivations and challenges. 📍 Handle Conflict with Care — Clarity + Empathy = Trust during tough conversations. 📍 Prioritize Personal Relationships — Boundaries, presence, and vulnerability matter. Relationships aren’t distractions from leadership — they’re at the heart of it. 📩 Get practical leadership strategies every Sunday in my free newsletter: CATAPULT. 🧑💻 Want to become the best LEADERSHIP version of yourself in the next 30 days? Book a 1:1 Growth Strategy Call: https://lnkd.in/gVjPzbcU #Leadership #TeamCulture #RelationshipBuilding #ExecutiveCoaching #FutureOfWork

We were terrible leaders. Last week, while meeting with a client, "Jeff", we shared stories of our early leadership missteps. We embarrassed each other with our stories. I shared my shame, a leader with a wildly overstated view of his abilities. Overly confident, my decision-making lacked full consideration for others and served only to hide my shortcomings and low self-esteem―I couldn't lead effectively because I had yet to accept who I was. Jeff's story was similar. We agreed that self-acceptance is a crucial part of our leadership. Lacking in our earlier versions. Accepting our personal styles, strengths, and shortcomings was essential. We couldn't find a peaceful place to lead until we did, and it wasn't easy. Self-awareness and self-acceptance are indispensable skills and essential constituents of emotional intelligence, one of your inner-core leadership skills. I've learned that self-awareness can be enhanced. Why not? After all, it is a behavioural process you can work on like any other. It requires discipline and the practice of learning and unlearning. Most of us begin the journey of conscious self-awareness due to a significant life event or a trigger. This was how it occurred for Jeff as well. We both measure our leadership journey before and after these turning points. But, where do you start? Cultivating self-awareness requires an introspective approach and a 100% focus on oneself, not other factors or people. It is the skill of being aware of your thoughts, emotions, and values in that moment. Owning it. The only way to assess your values and what drives you to be better is to separate yourself from your ego. Like my earlier self, Jeff believed he had attained high self-awareness when the opposite was true. His ego often got in the way. Striving for self-awareness goes beyond knowing your personality and individuality. It's a conscious effort to understand who you are, what you value, and where you stand, without ego. To understand yourself, you must give up the illusion you already do. In the years since I have met leaders who have achieved this. They are more creative and capable of making better decisions. They build meaningful relationships. They are consistent, confident and assured without being arrogant. A leader who understands their place in the universe is more self-accepting, mature, and able to lead by example and inspire others. Of course, self-acceptance is just the beginning. But it is the key to overcoming other selves, like self-esteem, which is its close cousin. Jeff explained that self-acceptance set a foundation for growing more positive self-esteem and improved feelings of worth and value. He didn't achieve this until well into his 40s. There is time for all of us. We agreed that leadership often involves equal measures of confidence and self-esteem, underpinned by focusing on doing right by others while continually striving for better. Even bad leaders can change. Jeff and I did.

Ever had a moment where you left a meeting thinking, “That went well” only to realise later that others saw it completely differently? When I spoke with Daniel Goleman for 'The Future of Leadership is Human' podcast from the #AssociationforCoaching, we talked about exactly that - how real leadership begins with self-awareness. Here’s the reality: 👉 95% of people think they’re self-aware, but only 10–15% actually are. 👉 Companies that underperform have 20% more leaders with blind spots than high performers. It’s a costly gap; in productivity, impact and innovation. When a leader can’t see their own patterns - how they communicate, react, or make decisions - they can’t lead with full impact. Self-awareness isn’t really a 'soft skill.' It’s strategic. It’s the difference between: → reacting vs. responding → managing people vs. inspiring them → assuming trust vs. earning it When you’re genuinely self-aware, you show up as real, grounded and open. You own your impact. You listen more deeply. People feel that - and it makes you more approachable, relatable and ultimately more trustworthy. So how can you check your own self-awareness as a leader? 💭 Ask for honest feedback - from your leader, peers, team, even your family. It may not be fun, but it will be insightful. 🧠 Notice your triggers - when do you feel defensive, drained, or energised? 📓 Reflect after moments of tension or challenge – what was really going on for you? 🎯 Look for patterns – are there behaviours you repeat that no longer serve you? What's that thing you always hear in your annual performance review? The most self-aware leaders aren’t perfect - they’re just curious and open to understanding themselves and their impact. They pay attention. They ask questions. And they keep learning. If you’d like to explore this more, you can listen to my conversation with Daniel Goleman here 🎧 👉 https://lnkd.in/egkQdnae How do you stay aware of how you’re showing up as a leader? MAXINE BELL Rob Lawrence Smaranda Dochia #Leadership #SelfAwareness #EmotionalIntelligence #AuthenticLeadership #HumanCentricLeadership #Trust #WomenInLeadership #CareerGrowth #FutureOfLeadership

𝐒𝐰𝐚𝐥𝐥𝐨𝐰𝐢𝐧𝐠 𝐩𝐫𝐢𝐝𝐞 𝐜𝐚𝐧 𝐛𝐞 𝐯𝐞𝐫𝐲 𝐩𝐨𝐰𝐞𝐫𝐟𝐮𝐥 𝐟𝐨𝐫 𝐲𝐨𝐮. 𝐃𝐨 𝐲𝐨𝐮 𝐤𝐧𝐨𝐰 𝐭𝐡𝐚𝐭? "Every meeting is becoming a debate and a personal battle, Suba. I am tired. Fatigue is setting in so strongly. I do not know what to do nowadays." A CTO mentioned it in the session two months ago. The tired eyes clearly showed the sleepless nights he was going through. After the exploration, he admitted how he hated being wrong in meetings. We worked on his inner belief, people management, and related communication. When he started saying to his team openly, “𝑰 𝒉𝒂𝒅𝒏’𝒕 𝒕𝒉𝒐𝒖𝒈𝒉𝒕 𝒐𝒇 𝒊𝒕 𝒕𝒉𝒂𝒕 𝒘𝒂𝒚, 𝒕𝒆𝒍𝒍 𝒎𝒆 𝒎𝒐𝒓𝒆,” the dynamic shifted. Of course, he started with 'tell me more' in the first team meeting after the session. Empathetic Listening made it easier for him to say 'I hadn't thought of it that way' in the subsequent meeting. Suddenly, their team spoke up more, their ideas got sharper, and ironically, their authority felt stronger, not weaker. When we met again last week, he mentioned, "Suba, now, I understand why you say that the magic lies in #selfawareness piece rather than big ideas. #Swallowingpride is indeed so powerful. And, I was surprised that the shift looked much easier for me." The most effective leaders I’ve coached practice some simple but game-changing habits: 🤩 They 'strategically' own mistakes. Credibility beats perfection every time. 🤩 They invite #feedback. And 'really' listen, not just for show. 🤩 They celebrate others’ wins. Power multiplies when shared. 🤩 They stay '#curious'. Every leader is a work in progress. 🤩 They focus on 'impact', know how to handle #ego. Because #purpose outlasts pride. That’s the paradox of leadership: letting go of pride doesn’t weaken your power, it deepens it. 👉 How do you balance confidence and humility in your leadership? #Leadership #CXO #ExecutiveCoaching #HumilityInLeadership #PowerDynamics

I'm thrilled to share some insights from the Global Inclusion in Practice Podcast episode where Marjolijn Vlug and I interviewed Kemo Camara , founder of Omek. His perspectives on Diversity, Equity, and Inclusion are insightful and actionable. Here are my top 5 highlights: 1️⃣ 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝘁𝘆 𝗣𝗲𝗿𝘀𝗽𝗲𝗰𝘁𝗶𝘃𝗲: Kemo underscored the pivotal role of community in driving DEI efforts. He emphasizes that empowered communities naturally compel companies to value and seek out diverse talents. A strong community acts as a magnet for businesses, creating a competitive edge through inclusivity. 2️⃣ 𝗕𝗶𝗰𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗖𝗼𝗺𝗽𝗲𝘁𝗲𝗻𝗰𝗶𝗲𝘀: We explored the unique competencies that bicultural individuals bring into the workplace, such as cultural intelligence, empathy, adaptability, and resilience. By navigating multiple cultural identities, these individuals offer invaluable skills that can enhance organizational creativity and problem-solving. 3️⃣ 𝗖𝗵𝗮𝗻𝗴𝗶𝗻𝗴 𝘁𝗵𝗲 𝗡𝗮𝗿𝗿𝗮𝘁𝗶𝘃𝗲: Kemo's most compelling point emphasized the importance of reframing the conversation—from seeking inclusion to affirming the intrinsic value of bicultural communities. This reframe not only empowers these communities but also challenges companies to engage with them on equitable terms. 4️⃣ 𝗛𝘂𝗺𝗮𝗻 𝗧𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆: Kemo introduced us to the concept of "human technology," highlighting intergenerational learning, respect, and support within communities. Omec embodies this idea by bringing biculturals together to tackle societal challenges collaboratively, using a blend of human and digital resources. This approach fosters stronger connections and more effective problem-solving. 5️⃣ 𝗢𝗽𝘁𝗶𝗺𝗶𝘀𝗺 𝗮𝗻𝗱 𝗜𝗻𝘁𝘂𝗶𝘁𝗶𝗼𝗻: Amidst global uncertainties, Kemo maintains a strong sense of optimism and advocates for better leadership through intuitive decision-making. He envisions a future where improved leadership and equitable practices become the norm, creating a more inclusive society for the next generation. Listening to Kemo's approach was a powerful reminder of the potential that lies within diverse communities. His belief in intuition, optimism, and 'human technology' offers a roadmap for both individuals and businesses to navigate the complexities of the modern workplace. Join us for an engaging conversation you won’t want to miss! In our latest episode, we explore how adopting a community-centered approach to DEI enhances individual lives and fuels business success.🎧✨ https://lnkd.in/e-DJKz4H #Diversity #Inclusion #Leadership #Culture #InclusiveLeadership