Leadership and power

Some leaders try to keep all control for themselves. They lead through their position, by offering rewards, or even through threats. This kind of leadership is often harmful and abusive. But servant leaders do the opposite. They share authority, involve others in decisions, and trust their teams to carry out important tasks. They influence not through fear or control, but through respect and love.

Leaders have a choice

They can hold onto their power and use it purely for selfish ends, or they can give their power away to others. Paradoxically, leaders become more powerful when they give their own power away. They don’t lose anything – in fact, everyone benefits!

Leaders can choose to hold onto their power and use it for their benefit. Or they can share it with others. Surprisingly, when leaders share their power, they don’t lose anything. Their influence often grows, and the whole team benefits.

Power isn’t like a limited cake that must be carefully divided. It multiplies when shared. When people are trusted with responsibility and real input, they become more committed to the organisation's success.

Empowering Others

A healthy organisation thrives when leadership trusts the people doing the work. This trust builds confidence and motivation. But to empower people well, leaders must truly know and understand those they lead.

Jesus modelled this kind of trust. He didn’t wait until His disciples were perfect before He gave them authority and responsibility (see Matthew 10:1;28:18–20; Mark 16:15–20). Servant leaders follow His example, passing on strength, confidence, and influence to others, thereby becoming a source of empowerment.

Two Types of Leaders

Authoritarian leaders make people feel small, controlled, or distrusted. Their teams often only perform well when they’re being closely watched. This leads to frustration, disconnection, and sometimes even rebellion.

Servant leaders, on the other hand, raise others to lead with them. Their teams feel trusted, take ownership, and stay motivated even when the leader isn’t present. This results in long-term effectiveness and deeper mutual respect.