Running head: Synthesis Paper 1

Anthony Mesrobian
Synthesis Paper
Applied Servant Leadership
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Why did you become an Organizational Leadership Major?
There was a lot of drive behind my decision to transfer my major to organizational leadership.
My intent for being at Southeastern University was to earn a degree in business management so I
could apply business skills anywhere I would like. As I got through my general education
classes, I realized the number and data aspects of business are not where my passions lay. After
discussion with professors and other students, I began to see a degree geared towards my
strengths and interests, people. Reflecting on all my past and present occupations and
participations in life, there was one common denominator. Even during my worst placement and
awkward situations through life, I have always enjoyed pulling people together and generating
something new. This degree game me the option to further develop myself in the field I enjoy
most, others.

What were your assumptions about leadership prior to taking your first course in this
major?
Part of my decision process for transferring to this degree was the word leadership. I have
always had the mentality that I was going to start and head my own company. I grew up
believing the head of the company was the most valuable, earned the most financially, and
offered the most reward in life. I thought if I was going to study business, why study to be a
middle man instead of the man on top. My main assumption about organizational leadership
was that it was going to prepare me to be the leader that everyone looks up to. I thought it was
going to develop me into someone everyone is dependent on in the work environment. Another
large assumption was actually more of a fear. I assumed that these people knew everything a
business major would know and that I was jumping into a game at halftime. I remember thinking
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that I would sit in the back and play catchup starting day one. I assumed that the people in this
degree were the people in student leadership roles and had more experience both in the
classroom and work field.

What has been your greatest surprise?
There has been many surprises through the degree. I would say they come more in ah-ha
moments in class and while doing homework. Dr. Hawkins and his Hawkins nuggets along
with Del Chittims poetic captions, have littered the boarders of my notebooks and Bible. Many
days I have left class feeling both inspired and depressed at the same time. Inspired to grow and
develop into someone who carries the traits of leadership but also live them through character.
The depression emotion was from seeing how much I do need to grow and how much more
potential I had in my life than I previously knew. A surprise that has carried through the years is
that my definition and understanding of leadership keeps changing. Constantly I find new
information and avenues for me to utilize and push into. I thought leadership would be
something I figure out and then improve upon as I go but the big picture reveals so much more.
The biggest surprise; however, has been with the professors. There are some who take their
positions very seriously. I do not mean in the sense of being necessarily stern or rigid but more
so in the way they hold their performance as professors of education. There are men and woman
at this university who every time the step foot on this campus, they are absolutely in their calling.
They live holistic lives that demonstrate the potential God has for us. By all means do they live
what they preach and as I come to my end here at Southeastern University, I see a reflection of
the beautiful original leadership plan designed by God.

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Do you have any disappointments about the major?
I have a few bumps about the organizational leadership degree. One is that I took the classes in a
mixed up fashion so I am dealing with the basics and the capstone of leadership at the same time.
This program is still getting off the ground and scheduling was my mix up so I do not consider
this a disappointment with the major. The only actual disappointment would be that
organizational leadership can be hard to describe and many people do not take it seriously.
Because it is not a necessarily tangible or tradable skill, I have received negativity about the
validity of my degree. During this process I usually see some sort of emotional barrier being put
up by them. I think it is because the term leadership is so misunderstood and has so many
meanings that people are unsure where we stand. I think people assume that we feel superior or
at least plan to be superior to others as a career or goal set. I do believe this field of study will
continue to grow and that it will earn more respect socially and among industries.

How have you developed as a leaders since becoming an Organizational Leadership major?
This major has greatly strengthened my self-awareness and emotional intelligence. A lot of the
work and dialogue in this major is directed to the better understanding of ourselves. Learning my
strengths and where they are seen in the world has helped me focus on how I can best serve.
Believing in myself and knowing that I have a specific place in Gods heart and plan has allowed
me to grow confidently even through trials and failures.
A large portion of this major is book reports and finding key aspects in histories great leaders.
My favorite author so far has been Maxwell because he offers down to earth concepts that can
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make a world of a difference. There are not any hidden messages or equations to finding x.
The concept anyone can be a leader regardless of position and status as long as they care to
benefit others and generate positive growth. This concept of his along with many other authors
and leaders has pushed me to grow as a leader and start now rather than waiting for a college
degree to tell me I can.
Over the past two years we have been given many chances for in class dialogue. This extended
communication with commonly the same people has led to development and growth as a group.
It has also given us the chance to grow confidently in our strengths bringing to each class our
individual abilities. It has also helped us bring learned knowledge from one class to another as a
group allowing information to be easily recalled and used in the current context. There is also a
confidence aspect to having strong dialogue and strengthened relationships. There is enough
pressure when giving a presentation or giving a new idea that we try our best and invest
ourselves but there is a comfort of knowing we are all learning the information and still growing.
Not one of us has everything down perfect and seeing that makes it easier after messing up to
regain confidence and try again.
Idea generation has been a strong force in the past two years. Every class I take, every paper I
write, every book I read, I read in the context of my perception, understanding and life goals.
Having groups of people given the same assignments and doing the same research all coming
back with individual responses has helped me grow intellectually and emotionally. All of my
classmates bring a different understanding of life to the table and when we apply that to the same
education we get different outcomes. There have been times in class where I grow more
sentimental towards topics discussed and other times I grow more rigid in my beliefs. Bouncing
ideas and thoughts off of each other has led to personal development and outlook.
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Professors here at Southeastern University have helped me grow as a leader. There are a handful
of individuals that ooze servant leadership. The best way for me to realize the difference between
professors and leaders here at SEU was when I failed both myself and the professor. Some of
them accepted me and my faults when I could hardly get motivated to do anything. They put the
books back in my hand and gave me another shot when I felt defeated. These leaders lived what
they were professing, not professing what is leadership. Before I even realized what was going
on and what the big picture was, I was being led by true servants of God. It brings me hope and
courage to know servant leadership can be real and impacting without being seen as good deeds
or a magic show too good to be true. These leaders have planted a seed in me and have given me
a chance to grow here as SEU.
Have any of your assumptions about leadership changed?
The largest change since starting this major is my definition of leadership. I came in as a
business management major with the mindset of starting my own company. When I saw
leadership was an alternative to managements, I thought why work hard to get to the middle
instead of on top? Then I read 360 degree leadership by John Maxwell. It has been a fun life-
chapter in this major filled with huge changes to my perception of life and calling from God. My
understanding of leadership action and placement are the largest assumptions that were altered.
Key concepts of each major course:
LDRS 2123 - PRINCIPLED LEADERSHIP
1) Foundation in leadership models and terminology
2) Concept that leadership is internalized and individual
3) Leadership is a broad focus and opportunity
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LDRS 2223 - LEADERSHIP THEORY AND PRACTICE
1) Leadership principles can apply to daily needs and barriers
2) Taking 23 credits and working weekends is not easy and professors can be merciful
3) There will always be hurtles to overcome in the world and the combination of learning
now and being flexible later will aid our future success
BUSI 2113 - BUSINESS COMMUNICATIONS I
1) People often feel the need to be informed and up to date
2) There are appropriate ways to transfer all kinds of messages
3) A void in communication often fills with negativity
MNGT 3183 - ORGANIZATIONAL BEHAVIOR
1) The worlds values and motivators are rapidly changing
2) Simplicity is often best
3) Systems thinking, process, SWAT, etc
HUSV 3333 - HUMAN DIVERSITY
1) Ignorance is costly
2) Practicing general consideration goes a long way
3) Culture clashes will always be, find common ground and dig together
LDRS 3003 - CROSS-CULTURAL LEADERSHIP
1) Culture/ sub culture are all samples and assumptions can be dangerous
2) Right can be wrong and yes can no (EX: Eastern- Western view)
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3) Being open minded and avoiding ethnocentrism can be the difference between success
and failure
MNGT 4143 - LEADERSHIP, FOLLOWERSHIP & TEAMWORK
1) Leadership can be fun and participative
2) Leadership can naturally rise to the top
3) A ton (like all) of leadership models and examples.
LDRS 4103 - LEADING ORGANIZATIONAL CHANGE
1) People with determination can be organizational drivers
2) Change best starts with a vision, mission
3) Common values are glue that keep an organization together through changes
LDRS 4013 - LEADERSHIP FORUM
1) The world is researching and redefining leadership and is supportive of this degree
2) Leadership is within our potential starting now
3) The leaders who make the biggest ripples, work from the inside out
HIST 4123 - HISTORY OF GREAT LEADERS
1) Greatness can be both a single snapshot in time or a life of devotion and calling
2) Greatness often stats with small humble roots
3) Great leaders make steps, sometimes small, sometimes large, but they always make steps
LDRS 4113 - APPLIED SERVANT LEADERSHIP CONCEPTS
1) Practice may not always make perfect but its the best chance we have
2) Regardless of calling or career, we must adapt and complete
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3) People are what go around in this world, leadership is meeting those people with what
they need when they need it.
Organizational Leadership Explanation
Organizations are the common models people use to come together and achieve a goal.
Leadership is a driving force that binds people together and supports the progress of achieving a
goal. The common denominator of organizational leadership is people. A large part of our study
is focused on how we can facilitate people in their fields and positions. Another large aspect is
how we can implement ourselves into the process. This major is both an education on
organizational leadership as well as ourselves. Knowing your personal strengths and abilities is
the best tool on a leaders belt. Another large aspect of organizational leadership is the spiritual
capsule the whole major sits in. Gods model of servant leadership and internalized structure,
value, and motivation is the glue that holds together the purpose and significance of this major.
Gods calling is an invitation to what he is about to accomplish and this degree is about being
personally equipped for that mission.
Correlating Concepts of Organizational Leadership:
The Organizational Leadership classes has been known to overlap. Many of the leadership
discussions connect in multiple of the core courses. The Organizational Leadership program
largely focuses on the use of leadership models and theories. These are the foundation for the
majority of the intended learning outcomes and is the root to much of the class dialogue. Having
this core information, the largest difference between all of the courses is the approach to
understanding and applying the information. In class, we often interlink theories to see how
models overlap in practice and add more validity to the study of leadership. Leadership is not
new. Therefor there is no reason to reinvent it. There is; however, a need to understand and adapt
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leadership to life as it may come. Without the ability to shape and mold ourselves as leaders,
there is a good chance we will find ourselves trying to put a triangle through a square hole. The
courses in the Organizational Leadership program, teach us how to approach, identify, adapt, and
pursue through challenges in a diverse way.
Tiers of Leadership: I am still kicking myself for not seeing it sooner but this semester I have
realized that the Organizational Leadership program has tiers and is modeled after something
much greater than what meets the eye. I always understood that professors like Dr. Hawkins and
Dr. Rohm have had an agenda and desired focus for each class period. What I did not understand
was that their agenda encompassed all of their courses and had multiple tiers to it. It is clear now
that these professors have worked together to form a program that not only possessed the
required educational elements but also incorporated the tiers of life and spirituality. What they
have accomplished in the educational field is great, what they have done for my life and walk
with God is beautiful. As I pull on the strings of experience within this program I find myself
unraveling a hidden treasure. These professors have effectively created an environment to
actively live what we are learning. They took an education system and evolved it into a pre-life
lesson opportunity. The courses were lined up specifically, the challenges were placed
accordingly, and the leadership was applied strategically. As Jesus modeled the way for
mankind, these professors have lived with us and have made it their personal mission to practice
what they preach.
ILOs: The intended learning outcomes, only began in the classroom. The ILOs commonly
known and written in the syllabus are the educational achievements desired. There are also life
lessons and spiritual developments that make up the rest of the courses. It is not that the
information isnt important, but information alone is shallow. It is the life we can create with the
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information that is valuable. It is the character we develop here that is marketable. The classes of
this program all share the purpose and mission of producing synergistic people capable of
greatness.
Course Agenda: The courses are all linked together by their use of theories, models and trait
studies. The difference is how much they focus on the application to our educational/ concept
understanding, practical life use, and spiritual walk/ development. Sometimes the classes used
the information by require great amounts of research and writing. Sometimes the classes used the
core research to plant dialogue and expressive development. To describe how each theory or
aspect was used to connect classes would be almost impossible. The classes were taught so
connectively and holistically for a reason. The concepts systems thinking, emotional intelligence,
and servant leadership are a perfect examples. Regardless if they were brought up in class they
were intentionally exemplified and taught through the lives of the professors.
The Big Takeaway: Regardless what we have in life, we always have an option. We can be
great at our tasks and requirements and leave it at that, or we can live a life of multiple tiers that
exemplifies the love and creation of God. We can always instil deeper meaning into the things
we do and walk to the beat of a higher cause. The world today seems to worship show
stoppers. The kind of people who walk into the room and everything pauses to see how capable
they are. The Organizational Leadership program at SEU is developing show starters. The kind
of people who stop themselves and enable others to reach their capabilities. This is my value and
view of how the major concepts are used in the core of Organization Leadership.


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Applied Servant Leadership: member of leadership theory collection:
The study of leadership is evolving into a new era of life and service. Servant leadership is an old
concept with growing attention. Many leaders today are coming up with their own take on
servant leadership and applying it to their field. The true principles however, stand true and are
reflected in the beliefs of many.
I am passionate about servant leadership. It is the best model of leadership for the leader as well
as those the leader serves. It offers an ethical, practical, and meaningful way to create a more
just, caring, and sustainable world. That's because servant-leaders identify and meet the needs of
others, rather than just trying to acquire power, wealth, and fame for themselves. (kent m.
keith,2014)
Robert Greenleaf is a particularly important figure in the development of Servant leadership. He
says servant leadership is a philosophy and set of practices that enriches the lives of individuals,
builds better organizations and ultimately creates a more just and caring world. (Robert k.
Greenleaf, Center for Servant Leadership) Greenleaf has established ten principles that he
believes are held by servant leaders. In order to connect servant leadership to other leadership
models, we must first look into the ingredients of servant leadership.
Ten Principles of Servant Leadership (Robert Greenleaf)
1. Listening
2. Empathy
3. Healing
4. Awareness
5. Persuasion
6. Conceptualization
7. Foresight
8. Stewardship
9. Commitment to the growth of people
10. Building community
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Skip Prichard, a CEO and keynote speaker has spent much time devoted to understanding
leadership and organizations. Prichard says Servant leadership is a blend and balance between
leader and servant. You dont lose leadership qualities when becoming a servant leader. In the
development of his view on servant leadership, he found nine corresponding qualities.

Nine qualities of a servant leader (Skip Prichard)
1. Values diverse opinions
2. Cultivates a culture of trust
3. Develops other leaders
4. Helps people with life issues
5. Encourages
6. Sells instead of tells
7. Thinks you, not me
8. Thinks long-term
9. Acts with humility

Nine dimensions of servant leadership. (Robert C. Liden)
1. emotional healing
2. creating value for the community
3. conceptual skills
4. empowering
5. helping subordinates grow and succeed
6. putting subordinates first
7. behaving ethically
8. relationships
9. servanthood
Looking ate these three lists, there are many reoccurring themes in servant leadership. Along
with these three lists, there are dozens of others that leaders, public speakers, and teams have
generated in order to understand this leadership model.
The blue highlights reflect acts within servant leadership.
The Green highlights reflect behaviors within servant leadership.
The yellow highlights reflect abilities within servant leadership.
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There are so many leadership models that cover a diverse array of leaders, followers, markets,
cultures, and other dimensions of life that it makes narrowing down to one specific leadership
model hard. This is why I am using a three tier comparison of leadership models in order to find
the best matches.
Trait Approach: (Peter Northouse)
Leader traits are innate attributes that distinguish leader from followers in different situations.
(Northouse, 2010)
The five common traits of this theory are: Intelligence, self-confidence, determination, integrity,
and sociability. There are similar terms used that connect the two models; however, the biggest
connection is in the definition. They are innate attributes used in different situations. The thing
that separates these models is intention. When distinguishing leader from follower the motive
will either link or pull apart the theories. Both of these show distinct traits in place but without
the dominant focus on the follower, they do not match completely.
Task vs. Relation Oriented Leadership (Blake Mouton)

Country- Club management: Thoughtful attention
to the needs of the people, comfortable, friendly
organization. This definitely sounds like servant
leadership but it doesnt mean it is confined to just
this corner of the grid. There has to be a definite
concern and care for people over pure results;
however, tasks have to get done and servant
leadership is by no means a passive theory.
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Team- Management: Shared stake in organizational purpose. This can be taking the motive of
servant leadership and focusing it in a shared direction.
Theory X vs. Y: (Douglas McGregor)
Both servant leadership and theory x/y share a focus on the follower. Theory Y is positive
outlook on what a follower can be. The theory suggests that people can lean and grow if they are
committed and invest themselves. There are connective aspects between these two models but
the main sense of servant leadership and devotion to follower is not significant in theory x/y. I do
see; however, the ability for a servant leader to have the outlook of theory Y on the people
involved in the leader/ follower exchange.
Theory Y
Work is a natural activity
People are capable of self-direction and self-control if they are committed to objectives
People generally become committed to organizational objectives if rewarded
Employee can learn to accept and seek responsibility
Typical member of the general population has imagination, ingenuity, and creativity

Situational Leadership (Hersey & Blanchard)
Situational Leadership is a process in which leadership is
tactically used to facilitate and grow individuals. It is largely
about meeting people where they are and making them more
capable and more autonomous. This model, having intention on
the follower is open for a great match with servant leadership.
This path can be walked with all aspects of servant leadership
and offers the flexibility, adaptability, and support that make it such a desirable model.

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Leader Participation (Vroom, Yetton, Jago)
Depending on the degree of leadership participation, the expected behaviors and situations are
subject to change. The integration of servant leadership is usually associated with a positive
environment and culture. With that, relationships are build, transformed and grown. This theory
suggests that the more a leader participates, the more coherence and collaboration can be
developed. This is what connects to servant leadership. Whatever degree a leader choses to be
participative, it can be done with the dimensions of servant leadership. This is a good example
and connection to situational leadership. A leader can identify what the follower requires and
meet it with a desired degree and style of interaction.
Emergent Leadership:
As an emerging servant, there is much to learn about leadership, love, and well, life. From all the
definitions of leadership and time spent in class, I have realized that I cannot live my life
pursuing them all on a daily basis. It is not likely to always be able to apply practical theories to
life because life itself is not always practical. The most relevant lesson from my research is that
regardless of what requirements there are of me, I have to stay consistent to a plan. My plan, my
path, is God. What we define as servant leadership today is what he displayed long ago. My plan
is to first be a man of God, then apply that to the market. My goal is to be a 360 degree servant
leader.
Questions:
How can one lead while serving?
People dont always need someone telling them what to do or being an enforcer in their lives to
be motivated. Actually, people are often shut down by this type of authoritarian leadership. One
of the strongest impacts someone can have on people is just being support to those in need. In
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other words, the largest armies of the greatest nations through history have always stood side by
side on the battlefield.
Management theories have been around for decades, why should leadership and more
specifically, Servant Leadership be explored by managers and organizations overall?

Motivation. Without internalized value and drive, employees will always fall short of their
potential. The same potential, management often disregards are the cost of employee investment.
What impact can those who study Organizational Leadership and Servant Leadership have
on society/the world?

We have an option to that. We can follow the theory to the dot and master the qualities of it all.
We can show the world what a good person looks like and lay our heads at night knowing we
do good things for people. We also; however, have the option to center this life style on
something much greater. We have the option to not just serve our neighbors and ourselves, but
we can serve God. This leadership style can be more than a practice or even lifestyle. It can be a
testimony to the world of our living God and true purpose on this earth.







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References

Center for Servant Leadership: https://greenleaf.org/what-is-servant-leadership/

To Serve First: The servant leadership journey: http://toservefirst.com/definition-of-servant-
leadership.html

Skip Prechard, Leadership Insights: http://www.skipprichard.com/9-qualities-of-the-servant-
leader/

Hub Pages, Leaders as Servants - Theoretical and Conceptual Models of Servant Leadership:
http://ecoggins.hubpages.com/hub/Leaders-as-Servants-Theoretical-and-Conceptual-Models-of-
Servant-Leadership

Northouse, P. G. (2010). Leadership Theory and Practice (5e)