Are you a servant leader? 7 questions to ask yourself

“Leadership is not about being in charge. It is about taking care of those in your charge.” —Simon Sinek

When we imagine a leader, it’s easier to picture someone who calls the shots, makes big decisions, or confidently takes the stage. But there’s a quieter, more grounded leadership style that changes this image completely: Servant leadership.

In this style, the leader’s primary role is to serve and not command. The goal is to lift others up, nurture growth, and create an environment where people feel safe, valued, and empowered. 

It’s not about authority; it’s about responsibility. And more often, that’s what makes it powerful.

Let’s break it down a little more.

What is servant leadership?

A term coined by Robert K. Greenleaf in the 1970s, servant leadership is based on a simple idea: 'Leaders are at their best when they focus on the growth and well-being of the people and the communities they serve.'

So, instead of asking, “How can my team help me succeed?” servant leaders ask, “How can I help my team succeed?”

This doesn’t imply avoiding tough calls or decisions. It means leading with empathy, integrity, and service at the core.

Key traits of a servant leader

(And yes, you may already be practicing some of these!)

• Empathy: They truly listen and try to understand others’ perspectives.
• Humility: They don’t need a spotlight to feel successful.
• Self-awareness: They know their strengths, their blind spots, and how it impacts others.
• Stewardship: They feel responsible for the people and resources in their care.
• Foresight: They consider the long-term impact of their decisions.
• Persuasion over power: They inspire others rather than control them.
   

Traditional leadership vs. Servant leadership

No leadership style will suit all situations. However, servant leadership is powerful especially in today’s work culture where trust, inclusion, and emotional intelligence matter as much as execution.

Principles and models that guide servant leaders

Several models have tried to capture the essence of servant leadership, but most come down to a few consistent principles:

• Put people first.
• Build a sense of community.
• Encourage growth in yourself and others.
• Lead with courage, compassion, and commitment.
• Create a culture of listening, not just hearing.

Now that we know what servant leadership is all about, let’s see how it actually works.

Are you a servant leader?

Here are seven questions to help you reflect.

1. When your team faces a setback, is your first instinct to find blame or offer support?

Example: A project misses the deadline. Do you call the person who messed up, or do you first try to understand what went wrong, protect your team from external pressure, and look at how the process can be improved for next time?

2. Do you support your team member’s growth even when it’s not directly tied to their current tasks?

Example: Say someone on your team wants to improve their public speaking skills or explore a new tool. Do you encourage them, point them to resources, or try to teach them even if it doesn’t immediately benefit the work at hand?

3. Can you make space for others’ ideas even when you already have a plan?

Example: You’ve mapped out a product launch plan. A junior team member suggests a different social media approach. Do you pause, listen, and explore it seriously, or do you default to “we’ll stick to what we already decided”?

4. Are you comfortable giving credit away and taking responsibility when things go wrong?

Example: Your pitch thrilled your client. Do you highlight your team’s efforts in front of them? And when things don’t go as planned, do you say “we messed up” or “the team did not follow through”?

5. Do people feel safe coming to you with their problems or mistakes?

Example: A teammate accidentally deletes an important file or miscommunicates something to the customer. Do they hesitate to tell you, or do they know you’ll help them fix it without any judgment?

6. Do you actively listen during conversations, or are you often planning your next response?

Example: During one-on-ones, do you sit through updates mentally checking off tasks, or do you ask follow-up questions that show you’re fully present and invested?

7. Are your decisions guided by what’s best for people, not just for productivity?

Example: A team member requests a lighter load because they’re burnt out. Do you support them even if it means adjusting timelines or negotiating with stakeholders, or do you push through for the sake of deliverables?

If you said "yes" to most of these, you're already practicing servant leadership even if you didn’t realize it.

Final thoughts

Servant leadership doesn’t require a title. It starts with intention. A mindset where leadership isn’t about the perks or the pedestal, but about the people. And the more we normalize this style in workplaces, the more engaged, human, and resilient our teams can become.

So, are you a servant leader? Or are you becoming one?