Ethics, Feedback, and the Servant Leader Mindset

Introduction
Ethical decision-making isn’t a simple formula. There’s no single approach that guarantees everyone will agree or arrive at the same outcome. Still, asking the right questions—like “Who, What, Why, and How”—can help clarify your thought process. When it comes to ethics, there will always be gray areas, but exploring different viewpoints can guide you toward more principled actions.

Ethical Frameworks and Different Perspectives
Consider how a utilitarian leader might lie to save a life, whereas a strictly deontological leader would never lie under any circumstances. Personally, I see rules as flexible if it leads to a greater good. Yet it’s fascinating that others might remain unwavering in their principles, no matter what. This contrast shows that ethics isn’t black-and-white; it’s nuanced and deeply personal.

Feedback: A Tool for Growth, Not Criticism
One idea that resonated with me is how servant leaders value feedback, while more self-focused leaders may dismiss it. I might quibble with this generalization—after all, even self-serving leaders might appreciate feedback if it helps them improve. But true servant leaders embrace feedback because their aim is to help the team thrive, not just themselves. They understand that if the team perceives a shortfall, it matters. Embracing feedback builds trust and helps leaders stay in tune with how they’re really coming across, not just how they think they are.

Avoiding Relational Blindness
Leaders often fall into the trap of believing they’re perceived one way when, in reality, their teams see them differently. This “relational blindness” can derail progress. Honest feedback from followers is crucial—it acts like a mirror, showing leaders how their intentions actually land. Actively seeking and valuing this feedback ensures leaders grow more aligned with their teams.

Making Your Team Feel Safe
Simon Sinek points out that military awards often celebrate self-sacrifice, whereas in business, the tendency is to reward personal gain. This stark contrast reminds me that leadership should make people feel safe and supported. Even small, everyday challenges—like making a tough phone call—become easier when your leader has your back. Creating a safe environment not only fosters loyalty but drives better performance.

Conclusion
Ethical decision-making, valuing feedback, and building trust are all interconnected facets of good leadership. By embracing the complexity of ethics and actively seeking honest input, you can grow into a leader who doesn’t just manage tasks but inspires loyalty, creativity, and long-term success. Keep asking questions, stay receptive, and remember that at the heart of great leadership is the goal of helping others reach their full potential.