Download
1 / 13
350 likes | 983 Views
Situational Leadership. Presented by Scott Grosfield Information taken from the model by Ken Blanchard and Paul Hersey in Management of Organizational Behavior, ’96. Objectives. Introduction to a situational leadership model Three steps for situational leadership
E N D
Situational Leadership Presented by Scott Grosfield Information taken from the model by Ken Blanchard and Paul Hersey in Management of Organizational Behavior, ’96
Objectives • Introduction to a situational leadership model • Three steps for situational leadership • Identifying employee ability/willingness to determine your leadership role • Note differences between the levels of leadership • Share ways to implement these four types of leadership within our workplaces
Factors of Situational Leadership • There is no “one size fits all” approach to leadership. • Each situation requires a varying level of “leadership” and “management”
Three Steps of the Situational Leadership Model • Identify the Most Important Tasks or Priorities • Diagnose the Readiness Level of the Followers • Decide the Matching Leadership style
Step 1: Identify Tasks or Priorities • What is the job? • Is there a timeline? • How complex is the task?
Step 2: Readiness Level of Employee • Ability of the employee to complete task • Employee’s willingness to complete task • Amount of knowledge he/she has about the task • Any experience he/she may have in regard to the task • How motivated is the employee
Step 3: Decide a Leadership Style • Directing • Coaching • Supporting • Delegating
Directing • Low willingness and low ability • Cannot do the job • Unwilling or afraid to try • Time sensitive task • Emergency Situation • Highly directive • Define rolls and taskleader makes all decisions • One-way communication from the leader down Signs to Recognize for your Associates Leader’s Role (You)
Coaching • High willingness • Low ability • Need direction • Need supervision • Low ability is due to lack of experience • Define roles and tasks clearly • Seek ideas and suggestions • Decisions remain leader’s prerogative • Communication is more two-way Signs to recognize for your Associates Leader’s Role (You)
Supporting • Low willingness • High ability • Can do the job but he/she is reluctant or may have a lack of commitment • Be motivating • Find out why he/she is reluctant to cooperate • Do not show the task or complete yourself • Build confidence Signs to recognize for your Associates Leader’s Role (You)
Delegating • High willingness • High ability • Can do the job • Highly motivated • High amount of trust • Requires little supervision or support • Requires less direct supervision • Leader is in a more informative role • Requires less praise but remember some is always good Signs to Recognize for your Associates Leader’s Role (You)
