Top-down leadership is outdated and counterproductive.
This type of top-down leadership is outdated, and, more importantly, counterproductive. By focusing too much on control and end goals, and not enough on their people, leaders are making it more difficult to achieve their own desired outcomes.
Humility and servant leadership do not imply that leaders have low self-esteem, or take on an attitude of servility. Instead, servant leadership emphasizes that the responsibility of a leader is to increase the ownership, autonomy, and responsibility of followers — to encourage them to think for themselves and try out their own ideas.It sounds deceivingly simple: Rather than telling employees how to do their jobs better, start by asking them how you can help them do their jobs better.
The new approach? Instead of nit-picking problems, each manager was trained to simply ask their drivers, “How can I help you deliver excellent service?” As shown in theof Bradley Owens and David Heckman, leaders need to model these types of servant-minded behaviors to employees so that employees will better serve customers.
What it comes down to is this: employees who do the actual work of your organization often know better than you how to do a great job. Respecting their ideas, and encouraging them to try new approaches to improve work, encourages employees to bring more of themselves to work. Jungkiu changed the nature of these visits. Instead of emphasizing his formal power, he started showing up at branches unannounced, starting his visit by serving breakfast to the branch employees. Then, Jungkiu would hold “huddles” and ask how he could help employees improve their branches. Many branch employees were very surprised and initially did not know how to react. But Jungkiu’s approach tamped down employees’ anxiety and encouraged ideation and innovative ideas.
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