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If utilized properly and effectively, with a caring and empathic attitude, Servant Leadership principles and practices are motivational tools for leaders without the necessity of special programs and enticements that provide only material rewards for superior performance. The following 9 Servant Leadership practices enhance employee  motivation, as well as improving team-member personal growth – i.e. Accept them as people with worth and value – or as Maxwell says, “Treat everyone like a “10”. Keep the focus on “People First”, serving others with a commitment to meeting their highest priority development needs. The key to motivating employees is the focus a servant leader places on the welfare and growth of everyone in the organization.
Navy SEALS Captain Bill Wilson says, “The best kinds of leaders are Servant Leaders who willingly sacrifice for others for the greater good.”  Employee motivation is definitely for the greater good of the employee and the organization. David is a retired Naval Officer with extensive leadership and management experience including Officer-in-Charge of a major communication facility, in secondary education teaching leadership, and over five years public speaking on Servant Leadership and organizational development topics. TRP Training > Staff, Leadership, Professional & Organizational Development - Why Servant Leadership? In our understanding and approach to servant leadership, we take for granted that most of us want to make a difference, to leave the world a little better than we found it. Recognizing that to be of service to others, we need emotional intelligence, self-control and sound character. That said, all forms and practices of leadership are motivating to some extent, but most do not motivate employees and team members to higher lives of enthusiasm. Personal problems, late night entertainment, getting cut-off on the freeway, and various other causes inhibit worker attitude to the point of negativity in the work-place.
Expand your self-awareness, self-regulation and internal motivation – a passion for serving others with internal and conscious, from the heart, motivations.


Empower them to make a decision within their groups with the understanding and knowledge that the decision is for the good of the organization, and not for their own benefit or notoriety. Being the example of professional character and high moral standards makes a leader worthy of respect, inspiring trust and confidence, enabling the establishment of accountability to ensure superior standards of performance.
This aspect of Servant Leadership is the “Calling” describes by Greenleaf as a ‘natural desire’ to serve others, with a ‘willingness’ to sacrifice the self-interest of leadership. The motivating factor is that the Servant Leader pursue every opportunity to positively impact the behaviors of employees first – making a difference in their lives.
She works closely with senior leadership teams, helps customers understand and profit from productive organizational cultures, and shares the power of leadership with dozens of on-site engagements annually including; DOE, Mars Petcare, GE, Future Foam, NNSA, Cornell Cookson, Boeing, and many more in a wide variety of industries. Most of us at least want to have a positive impact on the people around us, especially on those for whom we care most. In fact, we believe that victim thinking is so prevalent and such a hindrance, that unless it is dealt with and eliminated, we are defeated before we start. These practices and strategies provide the mindset and skill to serve from a place of true empowerment.
This points to the critical importance of setting a good example, modeling what we teach, and practicing what we preach.
Maslow’s Hierarchy of motivation suggests that the highest level of motivation provides for opportunities of personal growth. A requirement of employment is that people will report to their job ready to work, happy, and enthusiastic about their job. Consequently, leaders need to have several tools available in their leadership toolbox to deal with these kinds of situations and attitudes that lower teamwork productivity and cohesiveness.
Maintain receptiveness of what is being said to understand the “will” and “intent” of their communications.


Serve the organization by confronting and holding non-conformers to the same high ethical standards as others. In addition, leadership is responsible for the moral and ethical development of all employees, which insures performance is in accordance to organizational standards. This is the obvious key to moral and ethical consistency in preserving organizational core competencies. This is a ‘natural calling’ of Servant Leadership, which is never for personal gain, but a sacrifice for the sake of others and their personal and professional growth. This is why every TRP workshop begins with a thorough exploration of this relationship and organizational killer. Listen intently to the “spirit” and “mind-set” of what is being said without injecting your leadership desire to solve their problems. Provide them with professional development opportunities, either off-site or with inter-departmental training.
How and why do things go “wrong” when we all want to succeed and make a difference? What if you learned a skill that you could teach to your team to give them a better way to build their business.
You may not get paid in the beginning but over time and by staying consistent in your servant leadership… you will be rewarded. There’s an answer waiting on the other side, one simple system that I use to generate 1 to 7 leads a day for my business.



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servant leadership training activities 4th



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