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Transformative Servant Model Theory
What is Coaching

Training

The ServantEDGE offers leadership development training, workshops, and tailored programs for corporate, non-profit, and government clients. Areas of specialization include:

AI in the Workplace

  • How to manage teams of humans and AI Agents
  • Building meaningful cultures in a world of AI
  • The imperative of the human value in the workplace

Leadership Training

  • Building a Trail: What new managers need to know
  • Discovering New Trails: A refresh to overcome exhaustion and burnout
  • Becoming a Trail Guide: Seasoned leaders guiding the next generation

Building High Performance Teams

  • How do we work across generations?  Grapple with different communication styles? Spark cohesiveness and innovation?  Develop a shared roadmap with a clear goal? Define expectations?  This dynamic training works with teams and their leaders – please contact us for more information.
We work closely with you to design various engagements depending on your needs.
Please contact us Here to discuss how we can help.

Book Recommendations

We are a learning organization and welcome the chance to share some of our favorite books and authors as well as articles, videos, and blogs.  Please check back often – we are regularly updating this list.
Do you have a suggestion?  Please send us a link here!

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Leadership and Theoretical Approaches

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Transformative Servant Model™ Theory

The Transformative Servant Model™ is rooted in two foundational leadership approaches:
Transformational Theory and Servant Leadership.  What are they?

Transformational Coaching

Servant Leadership

What is Transformational Coaching?

Transformational coaching is more than skill-building—it is a deep, internal shift in mindset, behavior, and leadership approach. It challenges leaders to reflect, adapt, and grow into visionary, purpose-driven leaders who create lasting impact.

What is Servant Leadership?

Servant leadership begins with a commitment to serve others first. It flips the traditional leadership model by prioritizing the growth, well-being, and empowerment of others—creating trust-based environments where people thrive, teams collaborate deeply, and organizations grow with integrity.

Key Aspects of Transformational Coaching:

  • Focuses on self-awareness, adaptability, and resilience
  • Encourages growth beyond traditional leadership models
  • Helps leaders navigate complexity and change with confidence
  • Integrates personal values with leadership effectiveness

Key Aspects of Servant Leadership:

  • Centers on empathy, active listening, and compassion
  • Builds trust through humility, service, and authenticity
  • Fosters team empowerment and shared purpose
  • Encourages a culture of care, connection, and collaboration

How is Transformational Coaching Unique?

  • Encourages long-term, sustainable change
  • Develops holistic leadership presence
  • Emphasizes inner growth alongside outward leadership skills
  • Creates leaders who inspire, not just manage

How is Servant Leadership Unique?

  • Puts people before power
  • Cultivates trust and psychological safety
  • Focuses on lifting others to lead
  • Creates communities, not hierarchies

The Transformative Servant Model™ integrates both models as well as pulls practices and thinking from internal family systems, mindfulness, adult development theory, situational leadership theory, intercultural competency, somatic leadership, experiential learning, and polarities theory to create a dynamic, rich, and powerful model for leaders, individual contributors, teams, and others to apply in their professional and personal lives.

Implementing the Transformative Servant Model™ yields multiple benefits:

Develops High-Performing, People-Centered Leaders:
Leaders who go through TSM-based development become more self-aware, adaptable, and emotionally intelligent.

Addresses the “Knowing-Doing Gap”:
Many leadership trainings impart knowledge (e.g., a manager might know they should empower their team) but see little change in behavior back on the job. TSM closes this gap by focusing on mindset and identity. This leads to sustainable behavior change – a critical goal for any training investment.

Transforms Organizational Culture:
Implementing TSM at scale (for example, as part of an emerging leaders’ program or integrated into executive coaching initiatives) can have a ripple effect on your organization, leading to a culture of learning and service.

High Potential and Emerging Leader Engagement:
Younger professionals and high-potentials crave personal development and a sense of purpose and meaning in their careers. The TSM approach directly speaks to these needs by providing immersive growth experiences and emphasizing meaning, purpose, and authenticity in leadership. The result is lower attrition and attracting and retaining young talent more effectively.

Enhanced Intercultural and Adaptive Competence:
By design, many TSM experiences involve pushing leaders into new environments or diverse teams. TSM produces globally minded servant leaders well-suited for the interconnected world – whether leading a multicultural team via Zoom or in a local office setting.

Interested to learn more? Contact us here to talk about your needs and how we can help.

Transformative Servant Model™ Theory

The Transformative Servant Model™ is rooted in two foundational leadership approaches: Transformational Theory and Servant Leadership.  What are they?

Transformational Coaching

Servant Leadership

What is Transformational Coaching?

Transformational coaching is more than skill-building—it is a deep, internal shift in mindset, behavior, and leadership approach. It challenges leaders to reflect, adapt, and grow into visionary, purpose-driven leaders who create lasting impact.

What is Servant Leadership?

Servant leadership begins with a commitment to serve others first. It flips the traditional leadership model by prioritizing the growth, well-being, and empowerment of others—creating trust-based environments where people thrive, teams collaborate deeply, and organizations grow with integrity.

Key Aspects of Transformational Coaching:

  • Focuses on self-awareness, adaptability, and resilience
  • Encourages growth beyond traditional leadership models
  • Helps leaders navigate complexity and change with confidence
  • Integrates personal values with leadership effectiveness

Key Aspects of Servant Leadership:

  • Centers on empathy, active listening, and compassion
  • Builds trust through humility, service, and authenticity
  • Fosters team empowerment and shared purpose
  • Encourages a culture of care, connection, and collaboration

How is Transformational Coaching Unique?

  • Encourages long-term, sustainable change
  • Develops holistic leadership presence
  • Emphasizes inner growth alongside outward leadership skills
  • Creates leaders who inspire, not just manage

How is Servant Leadership Unique?

  • Puts people before power
  • Cultivates trust and psychological safety
  • Focuses on lifting others to lead
  • Creates communities, not hierarchies
The Transformative Servant Model™ integrates both models as well as pulls practices and thinking from internal family systems, mindfulness, adult development theory, situational leadership theory, intercultural competency, somatic leadership, experiential learning, and polarities theory to create a dynamic, rich, and powerful model for leaders, individual contributors, teams, and others to apply in their professional and personal lives.
Implementing the Transformative Servant Model™ yields multiple benefits:

Develops High-Performing, People-Centered Leaders:
Leaders who go through TSM-based development become more self-aware, adaptable, and emotionally intelligent.

Addresses the “Knowing-Doing Gap”:
Many leadership trainings impart knowledge (e.g., a manager might know they should empower their team) but see little change in behavior back on the job. TSM closes this gap by focusing on mindset and identity. This leads to sustainable behavior change – a critical goal for any training investment.

Transforms Organizational Culture:
Implementing TSM at scale (for example, as part of an emerging leaders’ program or integrated into executive coaching initiatives) can have a ripple effect on your organization, leading to a culture of learning and service.

High Potential and Emerging Leader Engagement:
Younger professionals and high-potentials crave personal development and a sense of purpose and meaning in their careers. The TSM approach directly speaks to these needs by providing immersive growth experiences and emphasizing meaning, purpose, and authenticity in leadership. The result is lower attrition and attracting and retaining young talent more effectively.

Enhanced Intercultural and Adaptive Competence:
By design, many TSM experiences involve pushing leaders into new environments or diverse teams. TSM produces globally minded servant leaders well-suited for the interconnected world – whether leading a multicultural team via Zoom or in a local office setting.

Interested to learn more? Contact us here to talk about your needs and how we
can help.

What is Coaching?

If you are not familiar with Executive Coaching, or have questions about the difference between coaching, mentoring, or consulting, we have created a helpful chart below to briefly highlight the distinctions.

Executive Coaching vs. Mentoring vs. Consulting

Aspect

Executive Coaching

Mentoring

Consulting

Purpose

Goal-oriented, focused on improving specific leadership skills and achieving measurable outcomes
Relationship-oriented, focused on long-term personal and professional growth
Solution-oriented, focused on solving specific business problems or providing expert advice

Approach

Structured process with regular sessions and actionable steps; coach facilitates self-discovery
Informal, evolving relationship; mentor shares personal experience and wisdom
Provides direct recommendations, strategies, or solutions based on expertise

Expertise

Coach is a trained professional, often external, skilled in guiding behavioral and performance change
Mentor is typically a more experienced peer or leader in the same field
Consultant is an external expert with specialized knowledge relevant to the client’s challenges

Role

Facilitator and partner; helps clients unlock their own potential and insights
Adviser and role model; offers guidance and support based on lived experience
Problem-solver; analyzes, advises, and sometimes implements solutions for the client

Focus

Short- to medium-term, with a clear end goal (e.g., leadership skills, communication, team dynamics)
Long-term, broader career and personal development
Project-based, often short-term, focused on deliverables and business outcomes

Responsibility

Client is responsible for their own development and results
Mentee drives the relationship and seeks advice
Consultant is responsible for delivering solutions or recommendations

Key Differences Explained

Executive Coaching

is a structured, time-bound process where a coach partners with a leader to achieve specific, measurable goals-such as improving communication, decision-making, or team leadership. The coach does not provide direct answers but instead uses questioning and feedback to help the client discover their own solutions and drive behavioral change.

Mentoring

is typically a longer-term, informal relationship in which a more experienced individual shares their knowledge, experience, and advice to support the mentee’s overall career and personal growth. The mentor acts as a trusted adviser and role model, but the relationship is less structured and usually driven by the mentee’s needs.

Consulting

involves hiring an expert to analyze a specific business challenge and provide direct recommendations or solutions. Consultants are responsible for delivering expertise and often work on a project basis, focusing on business outcomes rather than personal or leadership development. Unlike coaches or mentors, consultants rarely focus on developing the individual’s skills or capabilities – they focus on solving the problem at hand.

The Bottom Line:

They are related, but different.
  • Coaching facilitates self-discovery and goal achievement through structured dialogue. 
  • Mentoring offers guidance and wisdom through a long-term, experience-based relationship.
  • Consulting provides expert solutions and recommendations to address specific business problems.
  • Understanding these distinctions helps leaders and
    organizations choose the right kind of support for their
    unique needs and objectives

Ready to experience a difference in your life? 
Reach out to us.

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