Technique 4.13      Servant Leadership in Change Management (Assessment)

Introduction

Servant leadership in change management is about leading by serving, creating trust, supporting people through uncertainty, and empowering them to co-own the change so the transition is both compassionate and effective.

To determine the strength of your servant leadership style, rate each statement from 1–5 (Strongly Disagree to Strongly Agree)

Statements

1. Establish Trust & Safety

•  I communicate honestly about what is known and unknown.

•  I acknowledge fears, concerns and losses without defensiveness.

•  I make myself visible, available and approachable.

•  I create a psychologically safe space for questions and dissent.

2. Practise Deep Listening

•  I listen before advising or deciding.

•  I run listening sessions, yarning circles, or open forums.

•  I seek input from those most impacted by the change.

•  I reflect back what I’ve heard to ensure understanding.

3. Clarify the Purpose (The “Why”)

•  I involve staff in shaping or refining the purpose for change.

•  I explain the reason for change in clear, readily-comprehended language.

•  I communicate the impacts honestly — including challenges or losses.

•  I connect the change to team/organisation values.

4. Empower People

•  I provide genuine opportunities for influence and co-design.

•  I delegate meaningful responsibilities — not just tasks.

•  I remove barriers so people can contribute effectively.

•  I encourage initiative and innovation during the transition.

5. Support Development & Capability

•  I ensure training, coaching and support resources are in place.

•  I protect time for learning and practice during the change.

•  I tailor support to different learning speeds and styles.

•  I coach individuals through new skills and role changes.

6. Care for Well-Being

•  I check in regularly with individuals and teams (not just on tasks).

•  I monitor workload and adjust to prevent burnout.

•  I recognise emotional responses as normal reactions to change.

•  I encourage healthy team routines (breaks, pacing, debriefs).

7. Communicate with Empathy

•  I use plain, respectful, human language and avoid jargon.

•  I explain decisions, not just announce them.

•  I actively communicate early and often, even when updates are small.

•  I welcome questions and answer transparently.

8. Model the Desired Behaviours

•  I demonstrate humility (“I don’t have all the answers”).

•  I stay calm and grounded when uncertainty arises.

•  I model collaboration, openness, and respect.

•  I act in line with organisational values at all times.

9. Build Community & Connection

•  I create opportunities for team bonding and peer support.

•  I celebrate milestones, contributions, and small wins.

•  I encourage cross-team collaboration.

•  I maintain a sense of shared purpose and belonging.

10. Review & Reflect Continuously

•  I ask, “What’s working? What’s not?” and adjust accordingly.

•  I use feedback loops (surveys, check-ins, retrospectives).

•  I revisit the purpose to ensure alignment remains.

•  I celebrate progress and recognise growth in others.

Comments

Scoring Guide:

• 150+ - servant leadership is excellent
• 111-150 - servant leadership is good and can be improved
• 71 - 110 - need to improve your servant leadership capability via training, executive coaching, etc
• Below 70 - help is required to understand what servant leadership is and how to develop it

Low score in any one section/statement highlights areas that need to be worked on:

• Establish Trust & Safety (by being transparent and creating a psychological-safespace)
• Practise Deep Listening (develop listening skills including reflection)
• Clarify the Purpose (make sure all stakeholders understand the “Why”)
• Empower People (encourage co-designing and co-creating with all stakeholders impacted)
• Support Development & Capability (ensure that appropriate training and support is available to all impacted stakeholders)
• Care for Well-Being (encourage healthy routines, etc)
• Communicate with Empathy (use plain, respectful, human language; avoid jargon; welcome feedback)
• Model the Desired Behaviours (demonstrate humility, calmness, collaboration, openness, respect, etc.; follow the organisational values)
• Build Community & Connection (encourage collaboration; focus on a sense of community shared purpose and belonging)
• Review & Reflect Continuously (encourage authentic feedback)

(main source: Robert K. Greenleaf, 2002)