Leadership is not a trait.,a skill.,an ability. Leadership is a process.

ServantEQTM: The Science of Leadership.

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Has success as a leader really become a coin-flip?


According to Harvard Business Review, 50% of new leaders fail within their first year. While it may be tempting to pass this off as simple inexperience, MIT Sloan claims that 50% of previously successful leaders also fail when moving into a new role.


What's the missing link in both?


Two words: Servant Leadership.

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Servant Leadership is, 'a form of leadership emphasizing that a leader uses their influence to help their followers grow and develop'.


Servant Leaders place 100% of their focus and energy into meeting the needs of their followers, so the best version of those followers is available to meet the needs of the organization.



It is by far, the most effective form of leadership. It is also the most emotionally draining.


Meeting the needs of many, especially when those needs are constantly changing, leaves many who attempt Servant Leadership emotionally spent. This is why it lacks widespread adoption, despite its effectiveness.



Dr. James Sipe and Dr. Don Frick found the pre-tax return of Servant Leadership managed companies was significantly higher than that of the S&P 500. 


Not only that, the pre-tax return was higher than those deemed ‘Good to Great’ companies, long thought to be some of the most successful organizations in the world.




In a study on executive effectiveness, Harvard Business Review found that 70% of leaders acknowledged that emotional strain negatively impacted their performance.


Meeting the rapidly changing needs of workers was cited as a major contributing factor to this emotional strain.




The emotional burden of leadership is increasing, impacting your ability to lead effectively. You need to build up your toolkit accordingly.




Enter: servantEQTM


ServantEQTM was built to improve leadership. It's not merely a way of growing leaders, it is a method of improving leadership. It is the first leadership development platform to go beyond the individual leader and address issues at the organizational and team levels that contribute to leadership failure.

Organizational Level:

Psychological Safety

Psychological Safety is, 'the belief a team is safe for interpersonal risk-taking such as providing feedback, asking questions, and owning mistakes.' 


Picture driving a car with an alignment problem. The faster you go, the more it will start to shake. Teams operate in the same way. A small misalignment now, will cause your team to 'shake apart' the minute you need them to go faster.


Ambiguity is the quality of being open to more than one interpretation. Alignment cannot exist when ambiguity is present.


Creating alignment requires psychological safety. Ambiguity thrives in unsafe teams because people are afraid to question things they don't understand. Ambiguity makes alignment impossible, causing teams to fail, regardless of the leader. This is why ServantEQTM begins at the organizational level, to create the environment necessary for leaders to be effective.



Team Level:

Emotional Intelligence

Here is where we put the EQ in ServantEQTM. Emotional Intelligence is, 'the ability to identify and manage one’s own emotions as well as the emotions of others.’

When you build a team, you don’t know the environment your people came from. You may ask a question, genuinely seeking someone’s input, only to be met with defensiveness. You had no idea when their old boss asked them a question it was simply to set them up to look bad, and they have no idea that genuine curiosity from a leader is the norm here.


The point is, you can build the safest environment in the world, it still won’t prevent people from responding poorly if they don’t know how to process their emotions.


There's a reason why the World Economic Forum has identified EQ as the most important skill for workers to have, and a reason why leaders who do not establish it in their teams are destined to struggle.



Leadership Level:

Servant Leadership

Servant Leaders meet the needs of their followers, so those people are in a better position to meet the needs of the organization. This requires the opportunity to know what those needs are.

Managers answer questions. Leaders question answers.


The safety you've built gives your people the confidence to come to you with potential answers to the problems they face. The EQ you've built in them allows you to question those answers without them growing defensive. 


The point is, it is only after you have built an environment safe enough for people to give feedback, and given them enough EQ to respond constructively to that feedback, that you can begin to understand where your work lies as a leader.


This is where conventional leadership development fails, by focusing solely on the leader and neglecting the impact the environment and the team have on that leader's ability to be effective.





Foundational Level:

Employee Engagement

Engagement is, 'the emotional connection one has to their company's values & objectives.'  Solving engagement requires an understanding of emotion.

Gallup states that leaders, 'account for at least 70% of variance in employee engagement scores.'


We bristle somewhat when we see stats like this because for too long, low engagement has been viewed as a product of a 'bad leader.'


Engagement has less to do with whether a leader is good or bad than it does with the tools and framework that leader has been given. 


We built ServantEQTM to provide those tools and to build that framework. This is why we say it is not merely a way of growing leaders, it is a method for improving leadership.



Chart Your Course To Becoming A Better Leader.



Download the ebook

Make no mistake, becoming a Servant Leader will not happen overnight. It is a journey.

To help, we've written an eBook entitled, 'The Journey'. It will walk you through the steps in the ServantEQTM process, including timelines and costs. Download your copy using the form below.

Companies are more focused than ever on sustainability. They are taking careful measures, and with good reason, to reduce their carbon footprint. 


But what about their emotional footprint?


The conventional approach to leadership is extractive. Leaders harvest effort and emotional resources from their people in service of the organization.


All this has left us with is an 85% employee disengagement rate, $1 Trillion in voluntary turnover costs per year,  and the lifespan of the average S&P 500 company shrinking from 56 years to less than 15 years in the past four decades.


So much for sustainability.


Leadership can go from extractive to renewable. Work can become a place where people go to have their cup filled instead of emptied. 


It just takes a few leaders bold enough to make the switch.

Don't Let your people get sucked into the vortex.

Modern leadership is a problem of energy. Your people need you to meet their needs in order for them to meet the needs of the organization. The best version of you is therefore needed to empower the best version of them. Fail to have your own needs met as a leader, and you are placing their needs at risk. 

You now have a choice. You can continue to allow leadership success to be a coin-flip, or you can choose to put the odds more in your favour.


Just know:


of employees would take advice from a complete stranger over their new boss. (Harvard Business Review)


baby boomers are leaving the workforce DAILY from now until 2029. (The Balance Careers)


of organizations anticipate a shortfall of leaders within the next 5 years. (Brandon Hall Research)

The point being, you're either experiencing the challenge of developing a new leader...or you soon will be.

Leading people will never be easy. It can however be made simple. Book a free Exploration Call, and we'll start simplifying things for you today.