Chad Sehlke understands that in today’s rapidly evolving business landscape, where agility, collaboration, and emotional intelligence often outweigh rigid hierarchies and authoritarian control, a powerful yet underappreciated leadership model is proving to be more relevant than ever: servant leadership. Born from a mindset that places team success above personal ambition, servant leadership is about leading by serving, and its impact on morale, retention, and performance is profound. Interestingly, this approach is frequently embodied by military veterans who bring deeply ingrained values of service, duty, and collective success to the corporate world.
Chad Sehlke of Iowa takes a closer look at how servant leadership, particularly when practiced by veterans or those who adopt a service-first mentality, reshapes team dynamics, builds stronger connections, and drives sustainable success in business.
Coined by Robert K. Greenleaf in 1970, the term “servant leadership” describes a leadership philosophy in which the main goal of the leader is to serve. This is in stark contrast to traditional leadership where the leader's primary focus is the thriving of their company or organization. Servant leaders prioritize the growth and well-being of their people and the communities to which they belong.
In action, this means listening more than speaking, facilitating rather than directing, and investing in others' development instead of chasing personal accolades. Chad Sehlke of Iowa understands that these leaders inspire trust, foster collaboration, and build environments where individuals are empowered to contribute meaningfully.
Military service is a crucible for servant leadership. Veterans are trained to put the mission and their unit before themselves. They understand that real leadership is not about barking orders from the top down but about being in the trenches, earning trust through action, and making sacrifices so the team can succeed.
Chad Sehlke understands that this ethos translates seamlessly into the business world. Veterans tend to view leadership as a duty of care—one that involves ensuring their team is equipped, motivated, and supported. They are often less concerned with hierarchy and more interested in fostering a cohesive, capable unit. Their humility, resilience, and commitment to team cohesion exemplify the core principles of servant leadership.
When leaders adopt a servant leadership model—whether or not they come from a military background—the benefits to organizational culture and performance are striking. Chad Sehlke of Iowa shares how putting the needs of the team first leads to stronger, more loyal teams in business:
1. Increased Trust and Psychological Safety
Servant leaders build environments where employees feel valued and heard. By consistently demonstrating that they prioritize their team’s well-being, they cultivate psychological safety—a crucial factor in team innovation and problem-solving. Employees are more likely to speak up, share ideas, and admit mistakes when they trust their leaders won’t use their vulnerability against them.
2. Enhanced Team Loyalty and Retention
In workplaces where employees feel used or unseen, turnover is high and engagement is low. But when leaders take the time to know their people, advocate for their needs, and help them grow, loyalty naturally follows. Team members are more inclined to go the extra mile—not out of obligation, but out of respect and commitment to a leader who’s invested in them.
3. Empowerment and Autonomy
Servant leaders don’t micromanage—they empower. They recognize that leadership is about unleashing the potential of others, not controlling them. By providing resources, removing obstacles, and trusting their teams to take ownership, they create an environment where creativity and initiative can flourish.
4. Improved Collaboration and Team Cohesion
When a leader models humility and a willingness to pitch in, it sets the tone for the entire team. Hierarchies become less rigid, communication becomes more open, and collaboration becomes the norm. Everyone feels like they’re in it together—because they are.
5. Sustainable Long-Term Performance
Servant leadership isn't about quick wins or ego-driven decisions. It's about building the foundation for enduring success. By focusing on people and values, servant leaders are more likely to foster cultures of integrity, resilience, and continuous improvement—qualities that stand the test of time.
To implement servant leadership effectively, certain behaviors must be cultivated. Chad Sehlke shares a few that distinguish servant leaders from traditional ones:
Veterans often exemplify these traits because they’ve lived them under high-stakes conditions. They’ve learned that the strength of the group is tied directly to the strength of the individual—and vice versa.
The shift toward servant leadership represents a cultural evolution. As younger generations prioritize values like authenticity, purpose, and inclusion in the workplace, leaders who serve rather than command are poised to make the biggest impact. It’s a leadership style that requires courage—courage to be vulnerable, to prioritize people over profit (knowing that the profit will come), and to lead without the spotlight.
Organizations that recognize and nurture servant leaders—especially those with military backgrounds—stand to gain much more than just a boost in morale. They lay the groundwork for cultures of deep trust, high performance, and enduring success.
Servant leadership may not always be flashy, but its results speak volumes. Whether practiced by military veterans or civilian leaders who believe in the power of service, Chad Sehlke of Iowa emphasizes that this approach transforms teams and businesses alike. In a world craving connection, trust, and authenticity, servant leadership offers a blueprint for building not just better leaders—but better companies, communities, and futures.
