In a world that increasingly demands ethical, empathetic, and people-centered leadership, servant leadership, as opposed to traditional leadership, is more relevant than ever. Coined by Robert K. Greenleaf in the 1970s, servant leadership flips the traditional power hierarchy by putting the needs of employees, customers, and communities first. Instead of asking how others can serve the leader, servant leaders ask how they can serve others. But what does that look like in practice?

At the heart of servant leadership is daily self-reflection. It’s not a role you assume once and forget. It’s a continual process of examining your intentions, actions, and impact. To stay aligned with their values and responsibilities, servant leaders often turn to a set of grounding questions—seven in particular—that guide their behavior and decision-making each day.

1. Who Did I Serve Today?

This foundational question anchors servant leaders to their purpose. Leadership isn’t about authority—it’s about service. By asking this question, leaders can assess whether their actions genuinely benefited others. Did they support a team member through a challenge? Did they empower someone to make a decision? Did they advocate for a stakeholder or customer?

It encourages them to move beyond metrics and into meaning. If a leader can’t name at least one person they served today, they know something needs to shift.

2. Did I Listen More Than I Spoke?

Servant leadership thrives on active listening. It’s not enough to hear words; leaders must strive to understand. This means creating space for others to speak, resisting the urge to interrupt or solve immediately, and being fully present.

Asking this question promotes self-awareness about how much airtime the leader took up—and whether their team felt seen and heard. It also reinforces humility, a cornerstone of the servant-leader mindset.

When a leader listens more, they learn more. And when they learn more, they lead better.

3. How Did I Help Others Grow Today?

True servant leaders see their primary role as nurturing the development of others. Whether through mentoring, providing feedback, delegating responsibility, or simply offering encouragement, every interaction is an opportunity to help someone reach their potential.

This question reframes leadership as a gardener’s role: you don’t force growth, but you cultivate the conditions where it can happen. Reflecting on this helps leaders stay accountable to the long-term flourishing of their people, not just short-term performance.

4. What Sacrifice Did I Make for the Greater Good?

While traditional leadership often focuses on gaining advantages, servant leadership is about sacrifice. That may mean giving up control, prestige, time, or convenience for the sake of the team’s success.

This question reminds leaders that sometimes they need to take on extra work, turn down credit, or delay personal gratification to prioritize others. It’s a question of ego: did I step aside when it served the mission better? Did I take the hit so someone else could shine?

Sacrifice builds trust, and trust builds teams.

5. Was I Accountable to My Values?

Leadership without values is rudderless. Servant leaders are deeply rooted in principles like empathy, integrity, humility, and stewardship. But values aren’t static declarations—they’re active commitments.

By asking this question, servant leaders reflect on whether their actions today truly aligned with their beliefs. Did they stay calm under pressure? Were they transparent, even when it was uncomfortable? Did they choose what was right over what was easy?

Without daily accountability, values risk becoming mere slogans.

6. Did I Encourage Collaboration Over Control?

One of the subtle temptations of leadership is control—being the decision-maker, setting the direction, maintaining order. But servant leadership emphasizes collaboration, trusting others to contribute meaningfully.

This question challenges leaders to notice where they may have micromanaged or dismissed input. It also reinforces a belief in the collective: that diverse voices lead to stronger outcomes, and that leadership isn’t diminished when shared.

Servant leaders foster a culture of participation, not dependency.

7. What Legacy Am I Building Today?

Every decision, email, and conversation contributes to a leader’s legacy. But servant leaders don’t see legacy as personal acclaim—they see it as the culture, systems, and people they leave behind better than they found them.

This question encourages long-term thinking. Was today’s work building trust or eroding it? Did I plant seeds for a healthier organization? Am I creating leaders who will carry the torch with wisdom and care?

Legacy isn’t made in a single moment—it’s made moment by moment.

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Why These Questions Matter

Leadership is often evaluated by quarterly results, stock prices, or organizational milestones. While those are important, they don’t tell the whole story. These seven questions dig deeper. They ask not just what you achieved, but how you achieved it, and who you became in the process.

They also offer a simple framework for growth. No one will have perfect answers every day—but the power lies in the asking. Over time, these questions shape not just your leadership, but your character.

Making It a Daily Practice

Here are a few ways servant leaders can incorporate these questions into their routine:

• Daily journaling: Take 10 minutes at the end of each day to answer them honestly.
• Team check-ins: Use one or two questions as reflection prompts during team meetings.
• Accountability partners: Share answers weekly with a mentor or peer to stay on track.
• Visible reminders: Print the questions and keep them at your desk, or set them as phone alerts.

Consistency is key. Even on busy or difficult days, revisiting these questions creates a rhythm of mindful leadership.

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Final Thoughts

Servant leadership isn’t just a style—it’s a commitment. It demands a deep belief in people and a willingness to lead from behind, beneath, and beside. The seven questions outlined here act as both compass and mirror: they help servant leaders stay on course and recognize who they are becoming.

In a time where authenticity, empathy, and trust are more valuable than ever, the leaders who ask these questions daily are the ones shaping a better future—not just for their organizations, but for everyone they touch.

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