"You are the only boss I ever worked for who asked me, ‘How can I help you?’" These words, spoken by a former coworker over lunch, stopped me in my tracks. For her, this simple, sincere question stood out as an anomaly—something no other leader in her career had ever offered. For me, it felt second nature. Having spent years playing team sports, I’d internalized the idea that helping a teammate excel meant the whole team could achieve more. This mindset carried naturally into my leadership style, but it was clear to me in that moment just how rare it is in today’s workplace.

At its core, asking "How can I help?" reflects the principles of servant leadership—a leadership philosophy that focuses on serving the needs of your team, fostering trust, and empowering others to succeed. Unfortunately, this approach is often overshadowed by workplace stress, tight deadlines, or a focus on results over relationships. But here’s the truth: when leaders embrace servant leadership, they build stronger, more engaged teams that consistently outperform those led by traditional, top-down methods.

In this article, I’ll share practical strategies to incorporate servant leadership into your supervisory role. By the end, you’ll understand why prioritizing "How can I help?" can transform not just your leadership style, but your team’s performance and morale.

Step 1: Listen First, Lead Second

One of the foundational principles of servant leadership is active listening. To truly understand how to help your team, you need to hear what they’re saying—and what they aren’t.

Practical Exercise:
Schedule regular one-on-one check-ins with your team members. During these conversations, ask open-ended questions like:

• "What’s currently challenging you in your role?"

• "What resources or support would help you be more successful?"

• "What’s one thing I can do to make your job easier?"

The key here is to listen without judgment or interruption. Resist the urge to immediately offer solutions; instead, let your team member feel heard and valued. By listening first, you demonstrate respect for their perspective and pave the way for meaningful collaboration.

Step 2: Model Vulnerability and Authenticity

Asking "How can I help?" requires humility. It’s an acknowledgment that no leader has all the answers and that leadership is a partnership, not a dictatorship. Modeling this vulnerability encourages your team to open up about their challenges without fear of judgment.

Practical Exercise:
Start by sharing your own challenges and areas where you need help. For example:

• "I’m struggling to prioritize our project deadlines. If you have ideas for how we can streamline our workflow, I’d love to hear them."

This creates a safe space for your team to reciprocate, fostering a culture of trust and collaboration.

Step 3: Empower Through Delegation

Servant leadership doesn’t mean doing everything for your team; it means empowering them to succeed. Delegation, when done thoughtfully, is a powerful way to build your team’s confidence and skills while showing them you trust their abilities.

Practical Exercise:
Identify tasks or projects that align with your team members’ strengths or areas of interest. When delegating, frame the task as an opportunity for growth, and make it clear that your role is to support them, not micromanage. For example:

• "I know you’ve been interested in developing your project management skills. I’d like you to lead this next client presentation. How can I support you as you take this on?"

This approach not only empowers your team but also reinforces the idea that you’re invested in their development.

Step 4: Create a Culture of Gratitude

Servant leadership thrives in environments where appreciation is openly expressed. Recognizing your team’s efforts and contributions shows that you see and value their hard work, which boosts morale and motivation.

Practical Exercise:
Make gratitude a regular part of your leadership practice. At the end of each week, send a brief note or email to each team member, highlighting something specific they did well. For example:

• "I really appreciated how you handled the client call on Tuesday. Your preparation and professionalism were evident, and it made a huge difference."

This small gesture can have a big impact on your team’s sense of belonging and commitment.

Step 5: Make "How Can I Help?" a Habit

The beauty of this question lies in its simplicity. Asking "How can I help?" not only identifies specific ways to support your team but also builds a sense of partnership and trust.

Practical Exercise:
Commit to asking this question during every team meeting or check-in. Over time, your team will feel more comfortable sharing their needs and challenges, knowing that you’re genuinely invested in their success.

Why It Matters

Leadership isn’t just about driving results; it’s about empowering people. When you ask "How can I help?" you signal to your team that their success matters to you—and that you’re willing to roll up your sleeves to make it happen.

This simple shift in mindset and approach can lead to profound changes in team morale, productivity, and overall satisfaction. By integrating servant leadership principles into your everyday interactions, you create a workplace where people feel valued, supported, and inspired to do their best work. Additionally, by creating such a positive workplace environment will result in greater productivity and more efficient use of your time and your team’s.

So, the next time you walk into a meeting or sit down with a team member, try these four words: "How can I help?" You might be surprised by the results.

 

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