Self-awareness and Reflection on Authentic and Servant Leadership

Currently, leaders are abandoning their well-honed directive styles of leadership in favour of alternative approaches that are favourably in tune with contemporary times and changing requirements as businesses adjust to the dynamic market changes fueled by globalization and innovation. Servant and authentic leadership are two potential leadership approaches for the hospitality and religion sectors. They both develop mutual leader-follower engagements by treating employees with sincerity and encouraging self-development for the leaders’ followers (Lee, & Ko, 2015). This paper outlays my reflection on the two leadership styles that equip my future leadership approach as a continued member of a religious coaching group across our religious member churches.  I am a continued member of a religious leadership coaching group situated at my home church. The coaching group got launched to cater for leadership guidance among all the church leaders and stakeholders affiliated to the church denomination and at every church department. Here is the coaching reflection on various occasions on the two leadership styles.

Reflection on Authentic leadership style

This management style is characterized by leaders who are sincere, self-aware, and open. By constantly showing who they are as persons and how they feel about their workers’ performance, a genuine leader can inspire trust and loyalty in their followers. Therefore, authentic leadership stands as the single most crucial indicator of work happiness among employees. Here we coach on this style’s four components as discussed in (Avolio & Walumbwa, 2014):

Self-awareness: We coach the spiritual leaders on the need and gain their strong sense of themselves, including their values, weaknesses, and strengths. We coach them on self-awareness because it’s an ingredient that enables a leader to demonstrate authenticity. After all, the leader understands and is sure of what he stands for before any other thing. Moreover, spiritual leaders should display their weaknesses and strengths to hide nothing from their spiritual followers genuinely. In that way, these leaders build up trust among the church followers, and these followers would feel comfortable admitting to their errors. Furthermore, when leaders are transparent, they can admit to their weaknesses and rectify them accordingly. Therefore, developing self-awareness as a leader would be an ingredient to transparency and unity between my future followers and me.

Related Transparency: We coach the leaders on straightforwardness and honesty towards their followers, fellow believers. If the followers conduct a contrary action, away from the spiritual teachings, the leaders should constructively inform them. The leader must not conceal the true feeling regarding a particular behaviour or performance. Convoluted feedback, subtle messaging, or even passive aggression does not foster authenticity, therefore as a leader; I must display related transparency among my followers for trust and straightforwardness.

Balanced processing: We coach the leaders on how to make decisions even amidst opposition. The leaders must create an appealing environment for their followers to offer their opinions. The leaders should be aware that allowing for diverse opinions offers a neutral ground for decision making, and it is the only way to overcome self-potential weaknesses.

Moral perspective internalization: The leaders must head by example; the spiritual leaders are coached to put the church and the believers’ needs ahead of their ambitions. The leaders must learn to commit on the right always.

Reflection on Servant leadership

Servant leadership style is conscious of the significance of putting adherents first and the probable consequences. When leaders become selfless and possess a great desire to assist others, Servant leadership usually performs best. Community and social transformation should be the outcome of Servant leadership (Northouse, 2021). According to the Northouse (2021) model of Servant leadership, the following discussion shows how Servant leadership can get applied in my professional situation.

Conventionalization: As spiritual leadership coaches, we apply Servant leadership in conceptualizing our job’s dream and the expected relationship between church leaders and believers. We, coach, understand that failure to live by spiritual goals that we impart our leaders with, the leaders might no as well impart the correct spiritual teachings to the church; that might be worse behaviours on our followers.

Helping followers succeed and grow: Our coaching group is committed to professional and personal development that shapes our spiritual leaders and followers’ development. We go for training and assessments to ensure we fully equipped for the needs of the church leaders and followers. We equip church leaders with the right skills to impart the same to church believers.

Building community: The group ensures interactive opportunities between church leaders, spiritual couches and the believers. These events attract sharing conversations amongst believers and their leaders at a friendly level. In addition, there is time to time meetings between the spiritual coaches and church leaders to encourage the leaders with their essential responsibilities and church objectives. By that, the entire church gets empowered and encouraged together.   Therefore, my professional situation attracts Servant and authentic leadership approaches for best church interaction, leadership, and believers’ growth.

 

References

Avolio, B. J., & Walumbwa, F. O. (2014). Authentic leadership theory, research and practice: Steps taken and steps that remain.

Jacques, P. H., Garger, J., Lee, K., & Ko, J. Y. (2015). Authentic leadership on the frontline and its effects on Korean restaurant employees. Journal of Foodservice Business Research,18, 389-403

Northouse, P. G. (2021). Leadership: Theory and practice. SAGE Publications, Incorporated.

 

 

 

 

 

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