Situational Leadership

Empowering People to Be Their Best!

Stages of Learning

Unconscious incompetence

Conscious incompetence

Conscious competence

Unconscious competence

Response to Leadership

What factors influence how people respond to your leadership?

Why do some respond differently than others?

The Leader’s Role:A Catalyst for Performance

“To reach inside each employee and release

his/her unique talents into performance.”

First, Break All the Rules

The Four Leadership Styles

Directing

Coaching

Supporting

Delegating

There is no best style! There is only the best match to the person

and the task.

Determining Development Level

Development is a combination of:

Competence Knowledge & Skills

Commitment Motivation & Confidence

The Four Development Levels

High Moderate Low

High Competence

High Commitment

Moderate to High Competence

Variable Commitment

Low to Some Competence

Low Commitment

Low Competence

High Commitment

D4Self-reliant

Achiever

D3Capable but

Cautious Performer

D2Disillusioned

Learner

D1Enthusiastic

Beginner

Leadership Styles Combine Two Behaviours

Directive Behaviour: How to do the task Telling and showing Providing frequent feedback Key to developing competence

Supportive Behaviour: Develops initiative, attitudes and feelings towards task Praising, listening, encouraging, involving Key to building commitment

Directive Behaviour Setting goals and objectives Planning and organizing work in advance Identifying job priorities Clarifying roles (leader and employee) Establishing timelines Determining methods of evaluation Teaching the employee how to do a task Closely supervising progress

Supportive Behaviours Encouraging, reassuring, praising Listening to problems (job and non-job related) Involving the person in decision making Explaining why Encouraging self-reliant problem solving Making info about the organization accessible Disclosing information about self Encouraging teamwork

Leadership Style & Development Level

D4: Self-reliant Achiever Competence & commitment increase with full control/resp.

D3: Capable but Cautious Performer: Build commitment by incr. confidence in ability to go solo

• D2: Disillusioned Learner: Need to build both competence and commitment

D1: Enthusiastic BeginnerNeed and want direction to get started. Create success asap.

Self Awareness is Key Self knowledge is a

“must” to be a trusted leader: Know how personal

style and preferences work for or against you.

Find ways to use strengths and compensate for weaknesses.

The Leader Behavior Analysis LBA II

Style Flexibility Primary Leadership Style Secondary Leadership Style Developing Leadership Style Style Effectiveness How do I Improve?

Style Flexibility

How well are you able to jump between different styles?

Primary Leadership Style

Where are you most comfortable as a leader?

Secondary Leadership Style

What is your back-up

strategy?

Developing Leadership Style

What do you need to work

on?

Style Effectiveness Are you making the best

leadership choices for each situation?

Exploring Style Effectiveness

Groups of 3-4 Look at your 2 assigned

scenarios from the LBAII Look at the rating for each

answer (P, F, G, or E) on the style effectiveness section.

Discuss why the answers are rated this way.

Do you agree or disagree? Explain.

Report back to the group.

How Do I Improve?

Partner with someone who has your weakest style as their strongest

Ask for coaching when handling situations that require your developing style

Ask your team to tell you what they would like from you (support or direction)

All Styles

Identify desired outcomes Ensure goals are clear Observe and monitor

performance Give feedback

Development & Regressive Cycles Every new task goes through 4

sequential levels Performance improvements prompt

forward shifts in leadership style Performance decreases prompt

backwards shifts Move one style at a time Leave-alone-zap!

Creating Partnerships