Servant Leadership -- How Does It Help Achieve Organizational Excellence?

At the end of May, Robert. B Camp published a book entitled The Servant Leader: How to Create a Productive Organization By Serving Those Being Led -- a compelling exploration of servant leadership in practice. The book delves into how truly effective leaders prioritize humility, foster growth in others, and remove obstacles to enable success. A servant leader, Camp asserts, sets the vision and paves the way for others to follow.

When I spoke with Robert this month, I asked him: "What is 'servant leadership,' and how does it benefit an organization?" Here is his complete response: 

Lean is about leadership.  

When employed effectively, Lean works from the top of the organization down.  While conventional "command and control" leadership can get a Lean transformation off the ground, it can’t sustain one.  Sustainable Lean is achieved when leaders set direction and goals, then use their authority to remove obstacles from the paths of the people they hold accountable for achieving those things.  This demands a mindset shift: leaders must see themselves not above, but in service to, their teams.

In this upside-down way of looking at leadership, one realizes that leadership isn’t about power and control.  It’s about clearing the path for one’s subordinates so that they can do their jobs more effectively and excel.

Early in my book, the reader meets Thomas Harding, a director endeavoring to be a servant leader.  We learn that, as a leader, “Thomas feels his highest calling [is] to grow those below him; to prepare them to be the best they possibly [can be].  As a result, he [is] far more worried about his people’s careers than his own.”  

The reader also learns that Thomas adheres to a strict hierarchy of principles:

• His priorities are: 
• Morality (following a moral code)
• Organization (achieving the best outcome for his company)
• Subordinates (clearing their paths so his people can shine)
• Self (Striving to be his best in service of others)
• He always completes assignments, but often well beyond expectations.
• He seeks to make his people’s lives easier by eliminating bureaucratic obstacles.
• He listens to his people, but also communicates what’s going on.
• He strives to develop subordinate leaders who mirror his own behaviors. 

Robert’s perspective invites reflection -- What do you think of his view of servant leadership? Is servant leadership part of your organization's culture? Is it part of your Lean initiative? 

The Coaching Manager -- Toyota Kata and Scientific Thinking

Just this month, Tilo Schwarz and Jeffrey K. Liker published a new book entitled Giving Wings to Her Team: A Novel About Learning to Coach the Toyota Kata Way, which presents a story about the benefits of becoming a coaching manager and how to get there. We follow the fictional character, named Denise, on a journey of discovery and skill development, as she moves beyond the tools and concepts of Lean and focuses on daily practice that helps her supervisors achieve their goals. It's about the Toyota Kata approach, which helps anyone develop and apply scientific thinking -- an exploratory mindset of curiosity and experimentation.

When I recently spoke with Tilo and Jeff, I had the chance to ask them some questions specific to the concepts discussed in their current book, and how those concepts apply to daily work.

Question 1: What are the benefits of becoming a coaching manager?

In general terms, a coach teaches, watches the student, gives appropriate feedback, and assigns drills to learn specific skills.  You can coach anyone on any skill.  In Giving Wings to Her Team, the central character Denise learns a specific type of coaching for a particular skill set -- scientific thinking.

We often think that to navigate today’s complex challenges we need decisive leaders with a clear roadmap that they rigorously implement.  In reality, the more complex the challenge the less a roadmap will be helpful.  Instead, we need adaptive problem-solving, testing ideas rapidly, and learning our way to goals.  In Toyota Kata, this way is called scientific thinking—focus on facts, formulate hypotheses, test ideas instead of making assumptions, reflect, and learn.

Toyota Kata teaches a coaching approach that enables your team to become increasingly adaptive, innovative, and resilient – fostering a culture of continuous learning and improvement, so your team can meet their current challenges and be ready for more.

Question 2: How does Toyota Kata help you to become a coaching manager?

The term “kata” is used in Japanese martial arts and are the small skills the black belt teaches and then the student practices repeatedly, with feedback, until doing it the right way becomes a habit. Michael Jordan put it nicely: “You can practice shooting eight hours a day, but if your technique is wrong, then all you become is very good at shooting the wrong way.” 

In the novel, Denise faces the biggest challenges of her life as a manufacturing manager and is fortunate to get coaching help from Maggie who runs the local gym.  Maggie has studied and used Toyota Kata in her gym.  She helps Denise learn to work with her team to set big challenges they can relate to, study the current condition, set short-term target conditions, and then experiment toward these targets.  Denise struggles at first, but through practice, and Maggie’s coaching, she gets better and better at giving wings to her team.  

You can learn along with Denise how to become a coach of scientific thinking and by coaching your team to achieve goals that at first seem impossible.  In this book, we go beyond laundry lists of coaching best practices and demonstrate how to develop actual skills in yourself and your team.  

We hope our novel will help you start a learning journey of your own.

What are your experiences with Toyota Kata? Have you applied it in your organization? How has it benefited your managers and teams?