By Melanie L. ThomasMBA – 592 –W Advanced Projects in

Business

Exploring Servant Leadership Behaviors

in Volunteer-Led Community Service Projects Benefiting

Veterans

OverviewBackground Information – (What is Servant Leadership?)

Sipe & Frick 7 Pillars Model6 Areas of a Healthy OrganizationServant Leadership’s Impact on the United States Servant Leadership’s Impact on the Future of the United States

Volunteerism Volunteer Functions Inventory – Motivation to VolunteerMonetary Value of Volunteering The Importance of a Volunteer’s TimeVolunteer Impact Volunteers and the VAWhy Do Our Nation’s Veterans Need Our Help?

Servant Leadership*The concept of servant leadership has been around since 1970 when Robert K. Greenleaf wrote an essay titled, “Servant as Leader.” *Greenleaf’s inspiration for the essay comes from Hermann Hesse’s Journey to the East. In this story a band of men on a mythical journey lose a servant named Leo. The story describes Leo as a servant who sustains the group, does menial chores, and has a spirit of extraordinary presence. When Leo disappears, the group falls into complete disarray and the journey is abandoned. Years later, Leo is found and becomes a great and noble leader

Robert K. Greenleaf

*“going beyond one’s self-interest,” is the main characteristic of servant leadership. *The servant leader can be described as a leader who is governed by creating opportunities for followers in order to help them grow. *Greenleaf describes the servant leader as a leader who considers themselves to be, “first among equals.” They do not use their power to get things done. However, they use persuasion to convince others to get work done. *In this theory, the servant leader places the leader in the role of a steward who leads through trust

Modern Day View of Servant Leadership

*Greenleaf Center for Servant Leadership - “a philosophy and set of practices that enriches the lives of individuals, builds better organizations and ultimately creates a more just and caring world” *The priority must focus on serving others including supervisors, colleagues, employees, customers and your community.

Impact on the Individual*Becoming a servant leader starts with creating

awareness. *For the most part, once we are shown what we need to know we practice this new behavior until it becomes a habit. This leads to a behavioral change. Sometimes, we may face obstacles that make learning new information and developing new habits difficult. Challenges must be overcome in order to make these new habits stick.

James W. Sipe & Don M. Frick Model

*Helps us to understand and comprehend the skills-oriented approach to Servant Leadership. *In their seven pillar model they define the characteristics of a servant leader as being a person of character, through putting others first, as a skilled communicator, as a compassionate collaborator, the ability to have foresight, a systems thinker, and as an individual who leads with moral authority.

7 Pillars

*1ST Pillar – Person of Character - one must maintain their integrity, demonstrates humility, and engage in value driven behavior. They act in a way that is considered ethical, trustworthy and credible. *2nd Pillar – Putting Others First - This entails being service driven, mentor minded, and showing concern for others. They help others even when they are not expected to. They focus on service to all stakeholders, and will go above and beyond to ensure that others are provided with the best possible service.

*3rd Pillar - The Skilled Communicator - One must practice empathetic listening, invite and deliver feedback, and communicate persuasively.

*This is accomplished when a servant leader is fully present with employees. They have a keen awareness of their thoughts, feelings and needs. The servant leader will express a deep caring and understanding of their experiences. They will also ask for and act upon feedback, be able to deliver feedback appropriately, and will guide their employees to develop insights of their own. Additionally, they motivate others through connecting communication with meaningful experiences.

7 Pillars Cont.

*4th Pillar – Compassionate Collaborator - The compassionate collaborator is one who builds teams and communicates, creates psychological safety, and is first among equals. They will encourage a culture of community in which values mutual helping relationships, creates a safe environment where it is ok to have an honest opinion, encourages their employees to come up with new and improved ways of doing things, and where an honest mistake will not be held against an individual. They will also promote inclusiveness and will not concern themselves with hierarchy.

7 Pillars Cont.

*5th Pillar – Foresight - A person who is considered a visionary. This person will anticipate consequences and will take courageous and decisive action when necessary. An individual who has foresight will develop and share compelling long-term goals, demonstrates a good understanding of what will happen in the future base on what is happening currently, has a high level of intuitive insight about the past, is willing to take personal risks when faced with pressure in making the right decision, and considers all aspects of a situation that will inevitably impact the future.

7 Pillars Cont.

*6th Pillar - Systems Thinker - One who is comfortable with complexity, leads change effectively, and exercises stewardship. A systems thinker seeks to gain an understanding of relationships within the larger system, is cognizant of complex factors when making important decisions, they respond to changes by being flexible, are understanding to how these changes will affect their employees, will always consider the greater good when making a decision, and will consider the future impact on both the organization and the community in which their decision ultimately are effected by.

7 Pillars Cont.

*7th Pillar - Moral Authority - This behavior is outlined by sharing power and control, and through creating a culture of accountability. This individual sees every player as an important piece of the overall puzzle. They serve by teaching, nurturing, listening, and encouraging others, set clear performance standards for their employees, and holds employees accountable for standards of performance.

7 Pillars Cont.

Servant Leadership’s Impact on an Organization

6 Areas of A Healthy Organization

*Servant leadership is the basis of this concept. *The leader of a healthy organization is one who displays authenticity. The organization encompasses a leader who is open, real, approachable, and accountable to others. The leader of a healthy organization is one who is not higher than others but one who serves their subordinates by displaying authentic qualities. *Valuing and Developing People In this type of organization the gift of trust is given without earning it at first. People are accepted at their present value not just their future potential. People in a healthy organization put others before themselves. They focus on the needs of others and how to best meet their needs.

6 Areas of A Healthy Organization Cont.

*Building Community Strong leaders know that people will be more impacted by the quality of relationships than they will be by the accomplishment of tasks. Therefore, they are intentional about building a community in which works together and learns to serve one another in the process. The importance of relationship between leaders and workers is vital in building a community. Collaborating on work is also important. When leaders and workers spend time and space working on projects together a dynamic partnership forms. *Leadership for the good of those being led The initiative to take appropriate action comes not from being driven by personal ambition but because one is called to serve the needs of others. This includes being future oriented. Looking ahead and envisioning what the future looks like is important to share with others within an organization. When a vision or goal is openly shared, it creates a clear direction for workers

*Sharing leadership Recognizing that every leader has power and must make choices with which how that power will be used in an organization increases the potential influence and impact on the total organization. Power is described as the ability to do, to act. In an organization it represents the ability to make important decisions and allocating resources. When power is shared it encourages people to act for the good of the group and toward the mission of an organization.

6 Areas of A Healthy

Organization Cont.

Servant Leadership’s Impact on the United

States *George Washington - The first president of the United States was a servant leader. Washington was a surveyor and a farmer. He was widely respected as a person of good character and as someone who focused on public service. A general in the Continental Army, President Washington was admired and respected by all who he served. *Westward Expansion – During the 19th century the United States culture turned toward individualism and away from community. Values turned from community to individual initiative, hard work, and material rewards. Many American’s individual rights and rewards outweighed the sense of community rights and community needs. Individual self-reliance is very important today.

*Christianity - In many ways the United States started out as a Christian country and is considered to still be today. The United States culture, politics, and history have been heavily influenced by Christianity. 75 – 80 percent of Americans today describe themselves as being Christian. Jesus clearly defined the Servant Leadership model in his teachings and has called upon his followers to be servants. *Diversity - Prospects for Servant Leadership may improve

the United States in the coming decades. The increase in African-American, Hispanic, and Asian-American population’s attitudes toward leadership, though slightly differ, they include the philosophy of service to their community. In these cultures, the purpose of leadership is not to acquire power, wealth, or fame for oneself, but to improve life for community members. This clearly supports the Servant Leadership model.

Servant Leadership’s Impact on the United

States Cont.

*Americans are beginning to learn that power, wealth, and fame are not as meaningful as once thought. *Writer Gregg Easterbrook wrote The Progress Paradox. In the

book he writes about the end of World War II. The objective is social welfare in America and Europe. He says that per-capita income, longevity, home size, cars per driver, phone calls made annually, trips taken annually, highest degree earned, IQ scores have all trended upward. However, the trend line for happiness has been flat for over fifty years. This percentage has gradually declined since the 1940’s. Easterbrook concluded that, “Americans and Europeans have even more of everything except happiness. *As Americans grow concerned with rediscovering where to

find the most meaning and happiness in life, they will become less focused on power, wealth, and fame. This will inevitably support an increased interest in Servant Leadership.

Servant Leadership’s Impact on the Future of

the United States

Volunteerism

*Research on leadership has uncovered that servant leadership behavior exists in volunteer-led community service. * The goal of volunteering is to provide help to others, a group, an organization, a cause, or the community at large, without expectation of material reward. *Volunteering can be described as something done when an individual or a group of individuals work together to achieve a common goal.”*There are many volunteer-led community service programs that have been developed to help improve veteran’s health and well-being.

Veteran Service

Organizations American LegionVeterans of Foreign WarsAMVETS ElksKorean War VeteransKnights of ColumbusEaglesLions ClubDisabled American Veterans

Other Organizatio

ns Wounded Warrior Project

United Service Organization

Department of Veterans Affairs

Volunteerism and Servant Leadership

*Volunteerism and servant leadership behaviors impact both the volunteer and the veteran benefiting from being provided with service by a volunteer. *The more ties people have to others, the more support they expect to receive. Volunteer work means giving social support rather than taking it, plausible arguments can be made that doing volunteer work improves both, the givers and the receiver’s mental health. *Volunteer work and servant leadership behaviors have an effect on our social relationships, which oftentimes changes the way we think about ourselves and others.

Volunteerism and Servant Leadership Cont. *Volunteerism and servant leadership behaviors not only

impact the veteran themselves but, the community as well. *Servant leaders serve by meeting the needs of their followers

and teaching them to become leaders of their own. A sense of community and common good is developed. *These leadership behaviors promote a need to service the

community because good community leads to good business. *This allows followers to be placed above the leader and

letting them take lead. Servant leaders are like parents. They raise their children by putting the needs of the child above their own, and helping them become responsible citizens of society destined to do great things. *This type of behavior cultivates a never-ending circle that

allows us to grow and achieve more and more. It also helps to pass along the same attributes to others who may be struggling. This cycle is why servant leadership leads to improving both, veterans and the communities in which they live.

Volunteer Functions InventoryHelps us to understand what motivates individuals

to volunteer. There are six separate motivations for volunteering.

*Values is the first motivational factor. When a volunteer works to achieve a desired goal or values, people remain true to an ideal conception of themselves. This factor is attributed to the individual who says, “I can do something for a cause that is important to me.” *The second motivating factor is enhancement. An individual may seek a volunteer opportunity that may teach them a new skill. A volunteer who is motivated by enhancement may say, “Volunteering lets me learn things through direct, hands-on experience. Social factors influence a volunteer’s motivation as well. A social need to fit in or belong can influence a volunteer to contribute.

*The fourth factor that influences a volunteer’s decision to donate their time is their career. An individual who wants to achieve a new work skill, make business contacts, or explore different career options is motivated by this function. *The fifth motivating factor is protective. Volunteers who seek out helping others through this function, typically feel that volunteering is a good escape from their own personal problems. Volunteering through this function can be seen as a form of coping. *Finally, motivations from understanding propel individuals to volunteer. People who are motivated to volunteer through understanding consider it a means towards personal growth. An individual may say that, “volunteering allows me to gain a new prospective on things”

Volunteer Functions Inventory

$$$ Value of Volunteering

*According to the Corporation for National and Community Service a volunteer’s time is valued at $23.07 per hour. *This value is based on the hourly earnings of all production and non-supervisory workers on private non-farm payrolls average provided by the Bureau of Labor Statistics.

The Importance of an Individual’s time

*The economic value of volunteering is important because it can emphasize to government and policy makers that voluntary work does indeed make a significant impact to the economy, *it encourages others to become volunteers, and it informs the

media and the community about the value of volunteer time. *It is important to look at both the direct cost of volunteering

to an organization as well as the added value the volunteer brings. *An easy way to calculate this would be to multiply the

amount of volunteers by the number of hours and then, multiplied by a wage.

* This would give us a rough estimate of the monetary value. However, in order to measure the added value a volunteer contributes, this can be a little bit trickier. You must assess where and how the volunteers directly affect your organization, communities, service users, and stakeholders.

Impact on the Volunteer *The impact of volunteering has several consequences

pertaining to positive physical and mental health. In fact, voluntary association membership contributes to decreased psychological distress and buffers the negative consequences of stressors. *It also increases life satisfaction and decreases depression.

Volunteering is commonly association with better physical health and lower mortality. These findings are consistent with the idea that volunteer work is beneficial to a volunteer’s well-being. *A cross sectional study compared elderly volunteers and non-

volunteers and found that those who volunteered had significantly higher life satisfaction, a stronger will to live, greater feelings of self-respect, and fewer symptoms of depression and anxiety compared to non-volunteers. *People with greater personal well-being may volunteer more

often. People who are involved in community service have greater life satisfaction, self-esteem, sense of purpose in life, physical health, and mental health.

Measuring Volunteer Impact*In today’s climate of limited resources It is vital that we

understand the value of a volunteer. Because it costs money to provide a volunteer service, it is important that we monitor the positive impact that volunteers have on the Veterans they serve.

*Impact is defined by the extent in which a program has affected the consumers of the service provided. It refers to the extent in which people have changed or benefited through services and programs. It also looks at the effects on participants, clientele, and the community. When evaluating impact, the goals of the program i.e. why are the volunteers doing what they do?, what changes are happening because of these volunteer activities?, and how are volunteers making a difference for our Veterans?

*Other questions to ask when determining the full impact of a volunteer are, have participants been helped as a result of a volunteer?, in what way?, to what degree?, how has the public been affected by the program?, and what differences have been made?

Volunteer Impact on the Department of Veterans Affairs*A nationwide program which provides Veterans with volunteer assistance while they are being cared for by VA health care facilities. *Since 1946, the VA has had an estimated 140,000 volunteers who gave more than 11 million hours in service to America’s Veterans. As one of the federal government’s largest volunteer programs, the VA assists veteran patients by augmenting staff with end of life care programs, foster care, community-based volunteer programs, hospital wards, nursing homes, and veteran outreach centers

Volunteer Impact on Veterans *Through volunteer assistance, a Veterans life is impacted in

ways that improve their overall health and well-being. This ultimately impacts the community in which they live. *Volunteers assist Veterans in many ways. They provide

service in various areas throughout VA Medical Center’s nationwide. *Some of the places volunteers provide assistance are in

Recreation Therapy programs, at information desks, and by providing transportation and escorting services. *They also provide volunteer assistance in unique ways.

Bake sales, silent auctions, and selling popcorn to raise money for personal hygiene items are among the many creative ways volunteers serve. *In addition, volunteers provide photography assistance,

cook home cooked meals for Veterans in the Community Living Center, and assist with gardening in order to offer veterans an opportunity to grow and eat their own fresh fruits and vegetables.

*Volunteers have also helped to make improvements in VA Medical Centers across the nation. They have helped with culture changes that include celebrating Black History and holiday socials, assistance with blood drives, and by providing feedback to Marketing as well. *Many volunteers get involved with VA and help veterans by providing special events and programs that bring cheer to hospitalized veterans. Some of these programs include a special Day of Caring/Giving, Guitars 4 Vets, Sports fundraising activities, community events, and college sporting.

Volunteer Impact on Veterans Cont.

Why Do Our Nation’s

Veterans Need Our Help?

The number of Veterans struggling with behavioral health issues, financial challenges, and legal issues is overwhelming. The need to support our nation’s veterans is great. Due to their enormous efforts, the United States has gone through two recent war campaigns with life here in America largely unchanged. Americans are really good at putting yellow ribbons on their bumpers, waving flags and chanting USA at parades. However, the need to do more is great.

Challenges Facing Our Veterans

The Washington Post & Kaiser Family Foundation

Poll*Revealed profound and enduring effects of the wars in Iraq and Afghanistan. *Veteran’s answers revealed an overall sense that United

States leaders deployed them to fight in wars the nation did not believe in. There is also a sense of alienation from society that sent them to war. *Three-quarters of post 9/11 combat veterans believe that

overall Americans appreciate their wartime efforts. However, 69 percent feel that the average American doesn’t understand their combat experience. *Of those surveyed, 55 percent report feeling disconnected

from civilian life, and 42 percent dismiss the praise from civilians who say, “Thank you for your service,” because this usually does more for the civilian than for veterans

*The survey also identifies overall mixed feelings of veterans toward the government’s support for their service. *Veterans view the military as not doing enough to help their transition back into civilian life. This is primarily due to the record numbers of veterans claiming benefits. *The government may be doing an overall good job with the veterans they serve but, may not be meeting the needs of every post 9/11 veteran. *Despite the survey’s findings, nine out of ten post 9/11 combat veterans agree they would do it all over if given the opportunity

The Washington Post & Kaiser Family Foundation

Poll Cont.

Unemployment*The unemployment rate for new young veterans is

worse than that, of their young non-veteran peers. *Veterans aged 18 – 24 have an average unemployment rate of 20.4%. This is 5 percentage points higher than the average among non-veterans aged 18 – 24. *This is staggering considering that young veterans are entering the workforce with far more skills and experience than their civilian peers. *The same is true for older veterans.  

* In 2012, the unemployment rate for post 911 veterans between the ages of 45 and 54 was 7.17%. *The average unemployment rate for their civilian counterparts was

6.2%. *A period of unemployment may seem like a normal contributing

factor while transitioning from military service. However, a 2013 survey revealed that the real meaning behind the reason for unemployment is more than a period of transition. * In January, 2013 Iraq and Afghanistan Veterans of America surveyed

their membership. A snapshot of 4,000 new veterans indicated a staggering realization.

* 16% said that they were unemployed. * Of those unemployed, 33.8% have been unemployed for longer than a year. * 17% indicated that they have been unemployed for longer than two years.

Unemployment

Cont.

*Today’s business leaders are part of the first generation of business leaders that largely didn’t serve in the military.

*This poses a significant cultural barrier in understanding military skills and experience that may help a business owner’s bottom line.

* There are some legal barriers that prevent veterans from doing the work they did while serving in the military as well. *Veterans return home ready to continue the jobs they did while in the military. However, they find that they need to re-train to do the jobs they have been doing in order to meet requirements for civilian licensing or certification.

Unemployment

Cont.

Homelessness

*260,000 veterans will become homeless this year. *The U.S. Department of Veterans Affairs reported that, “Only 8% of Americans can claim veteran status. However, 17% of our homeless population is made up of veterans. *On any given night there is an estimated 76,000 homeless veterans nationwide sleeping on the streets

*Veterans are 50% more likely to become homeless than other Americans due to poverty, lack of support networks, and dismal living conditions in overcrowded or standard housing. *Today 1.5 million veterans are considered at risk for

homelessness.* The greatest veterans at risk for homelessness are

those veterans who have a lack of support and are socially isolated after discharge.* 1/5 veterans are living alone. More than half of our

veterans are living with a severe housing cost burden. *Approximately 45% of the 1.6 million veterans from

the Iraq and Afghanistan Wars are seeking disability compensation. The average wait to get a disability claim processed is eight months. *All of these factors are contributing to the increasing

amount of veterans who become homeless

Homelessness Cont.

*An estimated 22 veterans will commit suicide in America each day. *According to a report released by the U.S. Department of Veterans Affairs in 2010, the rate of individual veterans committing suicide is increasing since 1999. *Nearly 70% of those who committed suicide were age 50 or older

High Risk of Suicide

Other Serious Mental illness Conditions

*The National Alliance on Mental Illness reports that nearly 1 in 4 active duty members show signs of a serious mental health condition. *There are three types of mental health concerns that plague

our military. *Post Traumatic Stress Disorder (PTSD) - Traumatic events, such

as military combat, assault, disasters or sexual assault that can have long-lasting negative effects such as trouble sleeping, anger, nightmares, being jumpy and alcohol and drug abuse.

*Depression - interferes with daily life and normal functioning and may require treatment. 

*Traumatic Brain Injury or (TBI) - traumatic brain injury is usually caused by a significant blow to the head or body. Symptoms can include headaches, fatigue or drowsiness, memory problems and mood changes and mood swings.

Financial Issues*A large portion of the Veteran population is young.

Many of whom lack financial experience and receive steady paychecks offered by the military. This becomes an issue because they become prime targets for predatory lending and other unfavorable practices.

Legal IssuesMany Veterans are not familiar with their legal rights

regarding the judicial system, Veterans Courts, and VA claims. Many of these Veterans suffer from service-related trauma that often causes them to fall prey to the system.

More Reasons to Volunteer…