Servant Leadership Vs. Transformative Leadership

Servant-Leadership versus Transformative Leadership

The world growing more and more complex and institutions need managers who can adapt to the increasing pace of innovation. Servant leadership and transformative leadership are some of the new management techniques and ideas that address the increasing complexities of the world. However, as these new ideas are developed and implemented, which one works the best in today working environment? Which one of these management styles has a greater impact on those who use and those who are managed? Finally, which of these ideas is sustainable into an uncertain future?

Transformative Leadership has long been researched and scrutinized described it place in the work space (Stone, 2003). Since its introduction

While there is a body of research for transformative leaders, there is very little for servant leadership. This is changing as more efforts are applied to understand servant leaders. This has led to conjecture that servant leadership is little more than an extension of transformative leadership. However, as demonstrated here, there very clear and marked differences between the two. Humphreys has proposed a model of servant and transformational leadership that includes the contextual variable a model of servant and transformational leadership that includes the contextual variable. With all of the available evidence, transformative leadership is best suited for a dynamic external environment, since a transformational leadership would be aggressive enough to meet the organization’s needs. (Humphreys) In a more stable external environment, a servant leader would find the most success, since their efforts would be more evolutionary versus revolutionary in

In fact they are complementary on many levels. Where the transformational is focused on the organization, the servant leader is focused on the people of the organization. Both are working to make the organization better than before. The servant leader being is not to direct or control, but to “motive and facilitate service and stewardship.”(Stone) The transformational relies on charisma to “garner influence and motivate followers.” (Stone) Both get results from their people and for their organizations. As organization search for leaders to lead them deeper into the 21st century, they must remember the best metric is success. New leaders have to be smart, adaptable and creative in a ever diverse workforce. These competing demands requires a leader who can address both the external needs of the organization and the needs of those who make up the organization. When follower recognize leaders care about their needs those followers produce more and have less turn over. Both servant and transformative leadership equip leaders to achieve this. Therefore are viable leadership styles for the 21st