Download
situational leadership n.
Skip this Video
Loading SlideShow in 5 Seconds..
Situational Leadership PowerPoint Presentation
Download Presentation
Situational Leadership

Situational Leadership

287 Vues Download Presentation
Télécharger la présentation

Situational Leadership

- - - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript

  1. Situational Leadership Empowering People to Be Their Best!

  2. Stages of Learning • Unconscious incompetence • Conscious incompetence • Conscious competence • Unconscious competence

  3. Response to Leadership • What factors influence how people respond to your leadership? • Why do some respond differently than others?

  4. 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

  5. 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.

  6. Determining Development Level • Development is a combination of: • Competence Knowledge & Skills • Commitment Motivation & Confidence

  7. The Four Development Levels

  8. 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

  9. 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

  10. 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

  11. Leadership Style & Development Level D3: Capable but Cautious Performer: Build commitment by incr. confidence in ability to go solo • D2: Disillusioned Learner: Need to build both competence andcommitment D1: Enthusiastic Beginner Need and want direction to get started. Create success asap. D4: Self-reliant Achiever Competence & commitment increase with full control/resp.

  12. 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.

  13. The Leader Behavior Analysis LBA II • Style Flexibility • Primary Leadership Style • Secondary Leadership Style • Developing Leadership Style • Style Effectiveness • How do I Improve?

  14. Style Flexibility • How well are you able to jump between different styles?

  15. Primary Leadership Style • Where are you most comfortable as a leader?

  16. Secondary Leadership Style • What is your back-up strategy?

  17. Developing Leadership Style • What do you need to work on?

  18. Style Effectiveness • Are you making the best leadership choices for each situation?

  19. 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.

  20. 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)

  21. All Styles • Identify desired outcomes • Ensure goals are clear • Observe and monitor performance • Give feedback

  22. 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!

  23. Creating Partnerships