How do you create a servant leadership culture in your organization?

In cases where you know how to solve a problem in a flash, without much effort (but it is not completely trivial), don’t do it. Instead delegate it to more junior coworkers. It will give them a chance to learn and gain experience and in case there are any roadblock you already know how to solve the issue, so helping out will come easily - and will help to establish your seniority as a nice side effect. Make sure you remove any non essential (to the task resolution) roadblocks before handoff: access, approvals, safeguards (in case due to unforeseen difficulties solution gets delayed). Let them solve the issue and you’ll worry about the bosses boss escalating the deadlines.

I believe even if you are a leader you can't have expertise in all areas and this is where your team comes into picture. Listening to others opinions holds equal importance to being listened. One needs to acknowledge his/ her shortcomings while appreciating where the team excels. Together with your leadership and their expertise the Projects become successful.

In my opinion once we listen to team, we also come to know the areas that we as a leader needs to be improved, with this improvement servant leadership will make more impact.

In my experience, people fresh out of the collage/university/bootcamp will have a lot of knowledge about latest and hottest trends in their respective area. Maybe the tool is in beta, maybe there are no large corporations implementing a new methodology. Let them introduce those ideas to the rest of your organization. Make sure they are not put on the critical path in your products but allow for innovation and experimentation. Joining a new workplace can be a daunting task in and of itself, having people listen to what you have to say can be a great boost in confidence for any new joiner. You’ll be surprised how much you don’t know - even if you know quite a lot - when you have many responsibilities on your head.

Pick which meeting you will join. You don’t have to be in every single one. If you can (vocally and visibly) designate a team member to act as your extension, do so. You can always provide a quick summary of your thought and questions, but make it clear that it’s just a supporting material, not strict talking points. If the person who joined instead of you in the beginning can own the topic afterwards, even better. Just make sure you respectfully monitor the situation - don’t make anyone feel left alone with a difficult situation that they might not be able to solve on their own. If things get rough switch it around. Now you act as an extension of the topic owner, to provide them with necessary authority which they might lack on their own.

If you expect people to be always on time, don’t be late. If you sometimes tend to get late, don’t expect everyone to be always on time. As a leader, when there’s a fire, never be a bystander. Even if you know your team can handle the situation, offer you support. When production breaks, talk to the bosses boss and explain the situation, while your team - free from this tense distraction - can focus on troubleshooting. Foster blameless culture, ALWAYS!

You should always be aware if you and your team reached its goals. If you know this even before you ask the same question to the rest of the team, their answers will give a lot of insight into your own understanding but also will be a great gauge of where and how you can support your team. If they are not aware about some issues, help them see and understand them. If they consider something as an issue when it’s not, explain why it is so. If you learn something new that you did not consider yourself, celebrate openly and allow them to teach you.