By: Matt Perman (@MattPerman). Matt is working on a book to be released in April called What’s Best Next: How the Gospel Changes the Way You Get Things Done. Read more from Matt at WhatsBestNext.com
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In The Top Ten Mistakes Leaders Make, Hans Finzel points out that authoritarian leadership is the biggest mistake that leaders make. Authoritarian leadership often manifests itself in a command and control, top-down mindset. It doesn’t seek much input from the people being led or, when it does, subtly discounts their thinking by creating a hierarchy of opinion based merely on level of authority rather than on insight and true wisdom.

At the heart of servant leadership, on the other hand, is the ability to interact with your people and foster an environment of collaboration.

How do you foster an environment of collaboration? It starts with you as the leader. Here are 3 things you can do to create a more interactive, collaborative environment.

1. Let people ask you questions. At the heart of authoritarian leadership is the desire to avoid open inquiry. Servant leadership, on the other hand, lets people ask questions and actually loves interacting with people over the issues.

Do you let people ask questions? And do you let them do this not just one-on-one, but in public and in front of the whole staff?

2. Let the questions and insights of your people shape your thinking. The process of letting people ask questions isn’t simply about giving answers. It’s not about an “I speak, you listen” interchange where the leader is left uninfluenced by the insights of those he is leading.

Rather, some of the best ideas come not from you as the leader, but from the people you are leading. When people ask questions, it is a great opportunity for you to grow in your own thinking and understanding.

In other words, let your people shape your thinking. (And see 1 Kings 12:1-21 for an example of what happened when one of Israel’s kings did not listen to the genuine input of his people.)

When people share their ideas, do you consider what they have to say? Do you seek to truly understand them and, when the ideas are true and helpful, let them refine your thinking? And, do you actually take action when people raise real concerns, or do you suffer from an indecisiveness that ultimately leads to inaction?

3. Be able to give reasons for your views. While the leader’s thoughts should be shaped in some ways by those he is leading, they shouldn’t be completely shaped by them. A leader does and ought to have convictions that he holds independently of what anyone else thinks. These convictions should be true (if they aren’t, you should get rid of them!), but they might not always be immediately obvious to others. Or, they may be controversial, and people need to be brought along.

A leader should hold to his convictions (while always being open to the Scriptures and wisdom from others to sharpen and refine his thinking) and bring people on board with them. That is part of what it means to lead). And in order to do this in the right way, it is essential to be able to defend your views.

In other words, don’t simply tell people what you think and leave it there. Tell them why you think what you do. Give reasons for your views and defend them. This treats people with respect and builds them up. You will also find that those who already agree will become more enthusiastic, and most who initially were unsure (or hadn’t thought about the matter) will also come enthusiastically on board.

This is probably one reason why, in the church, all elders — not just the main preaching pastor — must be “able to teach” (1 Timothy 3:2). Without the ability to teach and show why you believe something and are doing something, there is little recourse other than to the unbiblical practice of domineering over those in your charge (1 Peter 5:3).

Are you able to defend your views? Do you simply tell people what to do and expect them to do it because you said, or do you seek to show why it is a good idea?

The Sum of the Matter: Here’s the essence of things: Good leaders love open inquiry, listen to what people have to say, and can make a case for their views and the direction they are taking things.

Does this describe your leadership style?

When it does, it will not only make you a more effective leader, it will also build up your people and foster an environment of constructive collaboration throughout the entire organization.