Article written by @Enrique Redondo, Training Director at MRC International People Training.
In 1970, Robert K. Greenleaf published his essay “The Servant as Leader,” in which he argued that effective leaders are those who seek the best for their teams — granting them autonomy and decision-making power, and fostering an environment where everyone feels valued and motivated to contribute to collective success. Instead of exercising authoritarian control, these leaders listen, guide, and provide the necessary resources so that every team member can grow and thrive.
More than 25 years later, Larry Spears, then director of the Greenleaf Center for Servant Leadership, summarized the “10 Principles of Servant Leadership” as follows:
• Active listening
· Empathy to understand each person’s individual traits and value
· Healing skills, both for the leader and for the led
· Awareness, or a holistic and integral vision
· Persuasion to positively influence all members of the organization
· Conceptualization of a strategic vision
· Foresight, to accurately predict outcomes and identify possible consequences
· Shared responsibility, where everyone contributes to achieving the greater good
· Commitment to personal growth of all team members
· Building a strong community within the organization
Although best known for his work on situational leadership and management, Ken Blanchard has also written extensively about the importance of servant leadership — particularly in his book “Servant Leadership in Action”, which outlines practices and principles that foster a service-oriented approach to leadership.
When an organization embraces servant leadership, it can experience the following benefits:
1. By prioritizing the service and well-being of employees, a culture of customer care emerges — resulting in higher satisfaction and loyalty.
2. Employees feel valued and supported, which boosts engagement and performance.
3. Collaboration and teamwork improve, enhancing communication and efficiency across the organization.
4. Leadership skills are developed at all levels, creating a culture where employees can take on leadership and responsibility.
While highly effective, servant leadership is not without its challenges:
1. Lack of direction: Focusing too heavily on serving others can cause the organization to lose sight of strategic goals and financial outcomes.
1. Weak decision-making: A leadership style overly centered on service may make it harder to take difficult decisions — especially those that are unpopular but necessary.
Howard Schultz, former CEO of Starbucks, is widely recognized for his servant leadership approach. During his tenure, Schultz implemented policies that prioritized employee well-being — referring to workers as partners rather than staff. He introduced benefits such as health insurance and parental leave, even for part-time employees. His belief that a positive work environment translates into better customer service helped Starbucks become a global leader in the coffee industry.
Indra Nooyi, former CEO of PepsiCo, is another emblematic example.
She launched the “Performance with Purpose” initiative, seeking to balance business growth with social and environmental responsibility. By fostering an inclusive and diverse workplace, her service-driven leadership transformed PepsiCo into a more conscious and responsible company — positively impacting both employees and communities.
Today, applying the principles of servant leadership seems almost obvious — especially in organizations that define themselves as diverse, inclusive, intergenerational, and intercultural. This leadership model aligns naturally with the values and expectations of Generations Y, Z, and Alpha, who seek purpose, empathy, and authenticity in the way leaders guide their teams.