Servant Leaders Eat Last
- RIE Solutions
- Jan 29
- 6 min read
The concept of a servant leader has been around for decades, but it’s only in recent years that we’ve seen more organisations begin to embrace—or adapt—a variation of it in meaningful ways. A new wave of leadership is gaining momentum: one that puts the well-being of employees, clients, and communities at its core. This shift is rooted in the principles of servant leadership—a thoughtful, ethical approach that has the potential to redefine how businesses lead and thrive. Encouragingly, growing research continues to provide evidence for the benefits of this leadership style:
✅Servant leadership has been shown to significantly boost employee engagement, with 69% of employees reporting higher levels of engagement when their leaders consistently demonstrated servant leadership behaviours.
✅ Companies that adopted a servant leadership style see a 25% increase in customer satisfaction scores.
✅ 78% of employees are more likely to trust a leader who demonstrates servant leadership qualities.
✅ 63% of employees believe that servant leadership leads to a better work environment.
✅ Organisations led by servant leaders see a 22% increase in overall productivity.
✅ 70% of organisational change success stories involve servant leadership approaches.
✅ 65% of employees say servant leadership helps foster a sense of purpose at work.
✅ Servant leadership is linked with a 33% higher rate of employee innovation and creativity.
Source: Gitnux
So, what’s servant leadership?
Servant leadership is a people-first approach to leadership that puts serving others at the heart of everything. First coined by Robert K. Greenleaf in 1970, this philosophy is built on empathy, responsibility, and a genuine commitment to helping individuals and organisations grow and thrive.
Don’t be put off if the term servant leadership doesn’t quite work for you. Alternatives like Authentic, Empathetic, Ethical, Human-centred, Inclusive, People-focused, Purpose-driven, Transformational, or Values-based leadership all share its core principles, just with a modern twist. Take your pick. 😉
Unlike traditional leadership models that tend to focus on authority, control, and hitting organisational targets, servant leadership shifts the focus to people. It prioritises the well-being, growth, and empowerment of both employees and communities. Here’s how servant leaders stand apart from more conventional leadership styles:
Mindset: Traditional leaders often adopt a ‘Do as I say’ approach, whereas servant leaders ask, ‘How can I best support you?’.
Decision-Making: Conventional leadership keeps decision-making centralised, while servant leadership shares this responsibility with the entire team.
Influence: Traditional leaders often gain influence through their position or title, whereas servant leaders earn it through authenticity, service, and the power of persuasion.
Team Growth: Servant leaders focus on the personal and professional development of their team members, ensuring they thrive in all aspects of their careers.
Power Dynamics: Traditional leadership often relies on coercion and control, whereas servant leadership fosters trust and collaboration.
Servant leadership proves especially valuable in sectors where ethical decision-making and strong employee engagement are essential—financial planning being a prime example.
In today’s world of constant disruption, uncertainty, and rapid change, traditional leadership models are being put to the test. The rise of remote and hybrid work has only added to this shift, demanding new approaches that prioritise trust, empathy, and adaptability.
As Barnes, Vione, and Kotera (2024) note:“Most leadership studies were conducted in stable work environments and failed to account for the impact of rapid, ongoing change—where established leadership practices quickly become outdated or ineffective, and newer, more responsive approaches are needed. That’s exactly what we saw during the COVID-19 pandemic.”
Qualities of a servant leader
Before exploring the key qualities of a servant leader, consider first identifying your own leadership style. Here are some of the key qualities of a servant leaders:
🤝 Listening: Actively listening to team members to understand their concerns and ideas.
🤝 Empathy: Recognising and valuing the emotions and perspectives of others.
🤝 Humility: Acknowledging that they don’t know everything, and recognising that the world doesn’t revolve around them or the leadership/management team.
🤝 Stewardship: Taking responsibility for the well-being of the organisation and its people. Supporting the emotional and professional well-being of team members.
🤝 Awareness: Being mindful of personal strengths, weaknesses, and the needs of the organisation.
🤝 Persuasion: Influencing others through encouragement rather than authority.
🤝 Empowerment: Empowering the team with a focus on their well-being and professional development. Providing learning and development resources, and all-around support, while granting them autonomy and coaching to take accountability for their own work.
🤝 Foresight: Thinking beyond immediate tasks to envision long-term goals.Anticipating future challenges and opportunities.
🤝 Selflessness: Prioritising the well-being and development of their team members, and a willingness to make personal sacrifices for the greater good of their team.
🤝 Vision: Having a strong vision and mission for the organisation. Creating a clear vision and a strategy to achieve it. Persuading, inspiring and motivating the team to realise the vision.
🤝 Commitment to Growth: Encouraging personal and professional development.
🤝 Building Community: Creating a sense of belonging and shared purpose.
Servant leadership is about leading with humility and having a genuine desire to serve.
How does this align with your perspective on leadership?
Implementing servant leadership in your firm
Here are some examples of how this leadership style can be implemented:
Prioritise Team Development: Support the development of your team through mentorship, training, and clear pathways for advancement. When employees feel valued, they’re more engaged and motivated to deliver their best.
FedEx is a prime example, operating under its “People – Service – Profit” philosophy, which puts employees first—on the belief that great service and profitability naturally follow.
As Frederick W. Smith, CEO, FedEx explains:“Our ‘People, Service, Profit’ philosophy insists that our people be treated fairly. If we give good service and we come up with a reasonable profit, we make that a good deal for our employees—with profit sharing, promotions, complaint procedures. If you spend any time looking at the culture of FedEx, you’ll find that PSP philosophy is the foundation of everything else.”
Encourage Collaboration: Instead of a top-down approach, servant leaders promote teamwork and shared decision-making. Encourage collaboration , seek input, and engage employees before making key decisions.
Leading by Example: Model the behaviours and attitude that you want to see to inspire the team to follow suit. Google, for instance, applies servant leadership principles by prioritising employee well-being and fostering innovation.
Customer-Centric Approach: Businesses that embrace servant leadership focus on serving their customers with transparency and care. Triodos Bank integrates sustainability into its financial model, ensuring ethical investment and community development. Their customer-centric model is built on the idea that customers are partners, not just clients.
Building a Supportive Work Environment: Create workplaces where employees feel heard, valued, and motivated. Mayo Clinic applies servant leadership in healthcare by prioritising patient-centred care and staff well-being.
Leaders Eat Last
Simon Sinek’s is a fan of servant leadership. In his book “Leaders Eat Last” (2017) he emphasises several key messages related to servant leadership:
Leadership as Service: Simon argues that true leadership involves serving others rather than commanding them. Leaders should prioritise the needs and well-being of their team members, much like military leaders who ensure their troops are fed before themselves.
Building Trust and Safety: The concept of the “Circle of Safety” is central to the book. Simon posits that effective leaders create environments where team members feel safe and protected from external threats, fostering trust and collaboration
Empathy and Emotional Bonds: Simon highlights the importance of empathy in leadership. By understanding and addressing the emotional needs of their team, leaders can build strong, supportive relationships that drive performance and loyalty.
Sacrifice and Selflessness: Great leaders are willing to make personal sacrifices for the benefit of their team. This selflessness helps to establish a culture of trust and respect, encouraging team members to contribute to the collective good
Simon believes that servant leadership isn’t just a feel-good philosophy—it’s a powerful way to build cohesive, productive, and resilient teams.
So, ask yourself: could your business boost employee satisfaction, strengthen client relationships, and drive long-term success by embracing this approach?
Servant leadership isn’t just theory—it’s a practical, future-ready model. By leading with integrity, investing in people, and focusing on the greater good, servant leaders are shaping more sustainable, trustworthy organisations. In a rapidly evolving financial landscape, perhaps it’s time more businesses followed their lead.
WHAT “LEADERS EAT LAST” MEANS – SIMON SINEK
“You’re either a leader, or you’re not a leader. That’s it.” Simon Sinek
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