Service to fellowmen

 Our happiness, our fuLFIllment, that which gives our

life meaning, purpose, and direction, come from
service. - Stephen covey (sc)
 Different people serve different needs in different ways
because of their unique talents and gifts and strengths. - SC
 Leadership then becomes more a choice than a position. -
SC
• The true identity theft is not FInancial; it is spiritual. People are nourished
by a seLFIsh culture toward “what’s in it for me.” They have lost their true
self. As one put it, “when man found the mirror, he began to lose his
soul.” The point is, he became more concerned with his image than with
himself. -SC
2 kinds of organizations
1. Self-centered
2. People or other centered
 Doing the higher math
 Higher math means paying attention to people with the same fervor with
which you pay attention to prOFIts.
 People-centered organizations faithfully represent their mission 100
percent of the time.
 Moreover, when people connect emotionally, a high level of trust is
developed. The responsibility for setting the tone in this area starts with
the leader.
 leaders must be emotionally engaged with people throughout their
organization.
 The people-centered culture relies on leaders who genuinely connect with
team members.
 Connected team members understand the organization’s vision and mission.
Because of that, they recognize the unique importance of their own specIFIc
role.
 Professional satisfaction is derived from serving others, not from posturing for
the next promotion.
 Everyone is empowered in a people-centered culture.
 This is the beauty of a people-centered culture: each team member
is celebrated, not because of his or her position, but because of the
unique contribution from that team member.
 Old vs new
 The old career model implies the best job in the company is that of
the CEO because it represents the pinnacle of workplace
achievement. Once someone is promoted to the top position,
popular culture would suggest, “You’ve made it! You’ve won the
prize!”
 A new career model is emerging. The new model suggests a
different path to success. Unlike in the old model, team members
begin making a difference on their fIrst day on the job; there is no
such thing as a bottom rung on the ladder because no ladder exists.
What does exist? Opportunities to serve. Relationships represent
the new currency, and cash compensation is no longer the primary
indicator of success.
 The old career progression model’s outright dependence on
tangibles (money, power, and materialism) is replaced with a proper
balance between the need for material gain and for intangibles
(humility, selFISHness, and fuLFIllment).
 The result is what people need most today: the ability to make a
living while making a meaningful difference.
 Organizations with a people-centered culture encourage individuals to live
their lives aligned with godly values, which, in turn, make impossible dreams
possible.
 Great things, even impossible things, occur when humans are connected to a
higher purpose, one that is best represented in the new, emerging career
model.
 Servanthood
 serving others is called servanthood.
 servanthood is about helping others realize their potential by focusing
not on their weaknesses but on their strengths.
 The most effective way to succeed at servanthood is to mentor people,
improving their capacity to contribute in a meaningful manner
 Servanthood is merely a starting point. A willingness to mentor and help others
realize their potential ultimately causes friendship to blossom. It is one thing to
be a servant, but it is something entirely different to be a friend.
 In essence, servanthood comes FIRst, developing a fertile FIeld from which
relationships, trust, compassion, understanding, and friendship grow.
 The leaders of culture-driven, people-centered organizations embrace such
thinking, which is why leaders move so quickly to surround themselves with
friends—people they can trust.
 Servant leadership requires time and patience, resulting in
building relationships and friendships based on trust.
3 waves of leadership
1. Controlled – focusing on power, sort of dictatorship
2. Charismatic – focused on influencing (e.g. religious leaders)
3. Authentic – focused on empowering subordinates, listening to them
with impartiality and lifting them up to achieve greatness