Servant Leadership Theory and Style in Coordinating Management
This paper examines how servant leadership theory informs the author's role as a coordinating manager. Beginning with a working definition of leadership as a goal-oriented process of group influence, the paper applies three self-assessment tools — the Jung Typology Test, the Myers-Briggs Type Indicator, and the Hemispheric Dominance Inventory — to identify personal traits relevant to leadership effectiveness. Results consistently indicate traits such as logical thinking, organization, sensitivity, and extroversion. The paper evaluates both the strengths and limitations of servant leadership as a personal style, ultimately suggesting that a blended approach incorporating elements of transformational leadership may better capture the author's actual leadership behavior.
- Introduction to Personal Leadership Style: Servant leadership introduced as personal management approach
- Defining Leadership Theory: Leadership defined as goal-oriented group influence process
- Personality and Leadership Assessments: Three assessments reveal key personal leadership traits
- Strengths and Weaknesses of Servant Leadership in Practice: Assessment results evaluated against servant leadership fit
- References: Cited academic sources on leadership theory
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What makes this paper effective
- The paper grounds its leadership analysis in concrete self-assessment data, moving from theoretical definition to practical application in a clear, logical sequence.
- It honestly identifies weaknesses alongside strengths, demonstrating critical self-reflection rather than simply validating a preferred leadership style.
- Citations from peer-reviewed sources (Academy of Management Journal, Journal of Business Ethics) lend credibility to the theoretical claims made about servant leadership.
Key academic technique demonstrated
The paper demonstrates applied theory — taking an established academic framework (servant leadership) and testing it against empirical self-assessment results to draw conclusions about personal leadership fit. This technique links abstract theory to observable, measurable data, a skill central to management and organizational behavior writing.
Structure breakdown
The paper opens by introducing the author's leadership role and preferred style, then defines leadership more broadly using Northouse (2016). Three assessment tools are reviewed in sequence, followed by a synthesis section that evaluates how the assessment results support or complicate a servant leadership identity. The paper closes by proposing a blended servant-transformational leadership model, showing logical progression from description to analysis to conclusion.
Introduction to Personal Leadership Style
My particular leadership style is servant leadership, because this fits my job as a coordinating manager. I work with various teams to arrange meetings, provide updates, clarify aims and agendas, answer questions, communicate frequently and effectively, and provide adequate and orderly assistance. By applying the principles of servant leadership — namely, putting others first and "prioritizing the needs of others" — I aim to please and assist in every way possible so that maximum coordination can be achieved (Liden, Wayne, Liao, & Meuser, 2014, p. 1434).
Defining Leadership Theory
Leadership has had many definitions over the years (Northouse, 2016), but perhaps the best way to describe a theory of leadership is to discuss its components. Leadership is essentially a process that influences groups to achieve a common goal (Northouse, 2016, p. 6). This can be achieved by developing a theory of leadership that fits one's needs and surroundings. For me, servant leadership is a great way to approach coordinating management. Yet the basic elements of leadership as a theory can be applied to my career in an even more effective way by using assessment tools that help me evaluate how well I am performing.
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