Increasing business environment dynamics

With the increasing business environment dynamics, the emergence of technical changes that require innovative solutions, and the need to invest in creativity to boost performance, it is incumbent upon leaders and organizations to give servant leadership a chance. The emergence of cross-border business concepts, globalization, diversity in organizations, and unique cultural practices calls for new representational management systems or leadership (Tarallo, 2018). To this extent, servant leadership theory and practice is the most suitable theory that organizations can consider. The theory provides a holistic and flexible view or approach to leadership required for transformation to thrive. Servant leadership theory advances the idea of service delivery to the people (Allen et al., 2016). The theory holds that leaders are people’s servants first. It provides incentives and operation guidelines that enable leaders to achieve quality outcomes for their organizations. For instance, the theory provides a wholehearted approach that enables leaders to prioritize followers’ needs. The theory inculcates inclusivity behaviors that promote unity, hard work, team building, communication, interaction, and social justice in organizations (Tarallo, 2018). Interestingly, the theory cannot achieve its overriding goals without practice which involves applying servant leadership principles, values, behaviors, and ideals. The element of practice is central in a leader’s life since the individuals must lead by example. They must do what they preach through active involvement in various decision-making stages. The approach would create a strong link between leaders and followers, thus promoting mutual understanding and collaboration regarding decision-making, strategy formulation, and development of solutions to emerging problems.
The world is at crossroads going by the extent of polarizations and conflicts being witnessed. Peace is unheard of in most nations as unfair competition, hatred, and greed take center stage. Countries and individuals are becoming more reserved as they advance their interests and not the global interests. The aspect has been witnessed with the recent trade wars between China and the US (Solomon, 2020). The two countries are fighting for global dominance for self-gain. Unfortunately, their wars are exposing other nations to trade deficits that compromise economic growth. Besides, the unique interests of countries are negatively affecting cross-border human capital sharing. In some countries, foreigners are mistreated. They are paid less, denied salaries in some instances, and subjected to unfair working terms. In other countries, employees from foreign countries are forced into sexual activities, while others are used as slaves (Solomon, 2020). Likewise, the selfish attitude has resulted in some countries withdrawing their membership from international trade treaties, as manifest in the US under President Trump, who withdrew from NAFTA. The issues are dampening the spirit of globalization that has taken shape positively over the last years. Considering everything that happens, it is inevitably clear that the world is facing a crisis that threatens peace, coexistence, unity, innovation, and progress. The crisis is real given that people have are failing to use their diversity as a strength. Instead, diversity in culture, skill, ethnicity, and religion is used to show how one is mightier than the other (Solomon, 2020).
The problem is entrenched to the extent that organizations have become major culprits. Organizations are losing the opportunity to tap quality talent that can turn around productivity because of the failure to accept that diversity is a special purpose vehicle for development. The problem is real in the US, going by the latest reports (Solomon, 2020). Organizations such as Walmart, Publix Supermarket, and Amazon have registered numerous discrimination cases against particular employees, especially those from minority groups. The cases, some of which have opened ground for litigation, indicate how some leaders undervalue diversity. Some of the unethical practices that the minority employees face include low pay, lack of consideration for promotion, and lack of decision-making involvement. As a result, the organizations lose in various ways. They do not benefit from the unique talents of some of the employees. Secondly, they lose financially by spending massive legal fees to defend themselves from litigation proceedings the aggrieved parties launch in the court of law. Such examples are everywhere globally, and many leaders are concerned.
The good news is that all is not lost as new leadership concepts are emerging that can solve the challenges. Leaders should be flexible and abandon the traditional autocratic, rigid democratic, and transactional leadership styles that focus on the top-down system of governance (Tarallo, 2018). It is time the leaders understand that the generation of the day is dynamic emotionally, physically, mentally, and socially. Leading them also requires dynamic, flexible, and accommodative approaches. In this context, servant leadership comes out as the best leadership approach that leaders must shift their attention. The concept provides a multi-dimensional approach to leadership that covers the emotional, rational, spiritual, ethical, and structural sides of both leaders and subjects.
According to Su et al. (2020), servant leadership theory and practice are directly connected to innovation and performance in organizations. The elements cannot be detached since they influence success in all spheres of operations. Servant leadership promotes inclusivity and understanding needed for quality decisions to be made. Innovation is critical as it facilitates the development of suitable solutions to emerging challenges (Su et al., 2020). However, performance is dependent on the actual practices and strategies adopted. No organization can thrive and sustain competitiveness without innovation. No organization can also enhance productivity, succeed in producing new products and achieve high-efficiency levels without perfect leadership.
Leadership matters because it paves the way for quality idea generation, idea realization, and idea promotion (Su et al., 2020). Similarly, the leadership must behave responsibly, embrace accountability, transparency, hard work, dedication to transformation, and plan for change. Moreover, they must inculcate a culture of trust, unity, care, diversity of thought, service delivery to others, and an unselfish mindset. It is only through innovation that leaders can establish flexible and sustainable ways of dealing with people’s diverse cultures, religions, attitudes, and beliefs (Su et al., 2020). For instance, innovation helps develop suitable strategies for handling employees responsibly despite their diverse beliefs and expectations. A leader is likely to know what individuals value, likes, desires, needs, or fears and develop suitable ways of dealing with them. It also helps develop a universally acceptable standard of engagement in organization, interaction, communication, hiring, employment, and remuneration. This equally applies to the employment incentives that employees are designated to receive. Through innovation, a leader identifies employees who would be motivated by money as an incentive and those that are motivated with material gifts, including the ones that prefer facilitation through official resources such as cars. Making such milestones is possible through the servant leadership style.
From the outset, the element that affirms the power of leadership theory and practices on innovation and performance is leadership style (Su et al., 2020). Leadership style involves the approach to leadership that a leader adopts. The ideal approach is the leadership style that embraces inclusivity, skill development, behavior change, teamwork, and personal development. The best leadership style should also be flexible to accommodate every stakeholder and help them feel valued. Such a leadership style promotes innovation since it inculcates a culture of development and transformation. Serving people diligently and instilling innovative behaviors enable stakeholders to dedicate their effort towards developing new solutions to emerging problems. It also allows employees to deliberate extensively on how to tap the technological opportunities in the business environment to develop reliable, measurable, and attainable solutions to challenges. Moreover, leadership style is imperative because it determines the quality of the values inculcated in employees (Solomon, 2020). On its part, servant leadership inculcates the value of hard work, accountability, moral behavior, transparency, fairness, trust, and determination. With the values, employees would always think rationally and outside the box. They would do things responsibly and develop solutions considering modern trends.
Servant leadership also influences innovation and performance by advancing teamwork (Allen et al., 2016). Teamwork in organizations remains an integral catalyst of performance because it brings people together regardless of beliefs, skills, and religion. The strategy eliminates unwarranted conflicts of interest by promoting understanding and mutual engagement. Through the teams, people discuss common interest issues and collectively focus on improving service delivery, including ways to streamline the value chain (Faraz et al., 2019). Working teams can never keep quiet and see things go wrong in their organizations. They will always work jointly with the leaders to find lasting solutions to technical and governance challenges. There is power in coming together and sharing knowledge and experiences since, through such activities, alternative or unique ways of dealing with issues emerge.
Servant leadership and practice also influence innovation and performance by creating a friendly working environment that enables employees to unleash their full potential. The aspect is manifest because servant leaders give employees responsibilities and room to discharge their duties. The approach takes away pressure from employees (Faraz et al., 2019). As a result, they tend to think and develop ideas on how to go about different tasks. Freedom is good for creative and innovative minds, which always work well when left to roam freely. Most people hate close supervision because it makes them feel inadequate. Preference is on situations where guidance is given, and one is left to perform the task, which creates room for trying alternative methods of fixing particular problems.
Likewise, servant leadership fosters innovation and performance in organizations by encouraging employees’ training and skill development. Servant leaders believe and invest in developing talents through sponsored training programs, sensitization, and mentorship initiatives. The idea is to impart skills and sharpen the thinking capacity of the individuals (Allen et al., 2016). The training programs help them to gain new insights and skills necessary for finding answers to internal and external problems organizations face. In the same breath, servant leadership influences innovation and productivity by nurturing innovative work behavior and ethics among employees. The nurturing takes place in three levels, including idea generation, idea promotion, and idea realization. The individuals are trained on the best ways to conceive ideas, plan on their execution and implementation to revolutionize service delivery.
Nurturing innovative work behavior also enables organizations and employees to view creativity and new ideas as sources of efficiency, sustainability, and productivity (Allen et al., 2016). An innovative workforce would boost productivity in the changing business environment because of their ability to monitor the trends and adjust accordingly. Innovative leaders and employees always strive to develop new ways to make work easier, reduce time wastage and increase output. They thrive by synthesizing issues and settling on factors that encourage organizational success (Faraz et al., 2019). When everyone in an organization sees innovation as a tool of success, rampant resistance to new ideas will reduce. As a result, more efficient ways of fixing challenges would exist.
Another element that indicates the role of servant leadership theory and practice in shaping innovative mindsets among individuals is psychological, mental, physical, and social empowerment. Empowered employees find the working environment attractive and meaningful, which guarantees intrinsic motivation that contributes to innovative work behavior. Empowering employees enables them to believe in their abilities, skills, and decisions (Faraz et al., 2019). In the process, they develop new insights and face complex business challenges with confidence which impacts outcomes positively. The outcomes would improve because time is not wasted on bureaucratic decision-making systems. The quick decisions made helps organizations to be intrinsically pro-active instead of being reactive. Being proactive gives room for averting possible risks from occurring and helps employees figure out the best solution to performance gaps.
Certainly, servant leadership theory and practice are becoming central drivers of exemplary performance by promoting adaptability and innovation. Servant leaders have the ability to inspire innovative behaviors and change. They can swiftly spearhead the introduction of new working processes, modern ways to transform threats into opportunities, provide a prompt reaction to crises as they arise, and cultivate mutual communication systems. Leaders should actively change working processes based on the present trends to remain competitive in a sector. For instance, a leader can decide to eliminate manual transactions and replace them with digital transactions. Going digital is an effective way of understanding the existing capabilities and strengths of a company and its employees. It also reduces errors that may expose a company to incur collateral damage.

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