situational leadership
TRANSCRIPT
Situational Leadership Eka
National Vice President OGIP 14/15
3 SKILL OF
1. Diagnosis
2. Flexibility
3. Partnering Performance
Situational Leadership
LET’S WE ASSESS OUR TEAM!
• Willingness and ability to look at a situation and asses others development needs
• Development level is goal or specific task and not an overall rating
Competence Commitment
Subordinate’s Development Level
Developed Developing
High Moderate Low
Developmental Level Of Followers
5 Questions to diagnose level of DEVELOPMENT
• What is the specific goal or task?
• How strong are the individual’s skills on the goal?
• How good are the individual’s transferable skills?
• How interested or enthusiastic is the individual?
• How confident or self-assured is the individual?
“Enthoqraqtrc Begrnnep”
Levels of Development – D1
Low Competence High Commitment
Levels of Development – D2 Some Competence ,low Commitment
“Drqrlloqrnned Leapnep”
Levels of Development – D3 Moderate Competence ,Variable
Commitment
“Reluctant Cnntprbotnp”
Levels of Development – D4 HighCompetence ,High Commitment
“Peak Pepfnpmep”
Four styles given by Ken Blanchard growing out of combinations of supportive and directive behavior:
1. Directing Style
2. Coaching Style
3. Supporting Style
4. Delegating Style
Flexibility
Situational Leadership Model
•Directive behavior – Telling and
showing people what, when, and how to do, providing frequent feedback on result
•Supportive Behavior – Listening,
facilitating, self – reliant, problem solving, encouraging, and involving others in decision making
• Directing Style: The emphasis is on control and close supervision of the worker.
•Coaching Style: The leader provides more explanation of what the job entails and solicits suggestions while still staying in control of the situation
• Supporting Style: There is a team approach between the leader and the follower with the leader emphasizing support on the follower rather than control.
• Delegating Style: The leader turns over responsibility to the worker.
Leadership Styles
Team Members Developmental level
D1 Low Competence
High Commitment
D2 Some Competence
Low Commitment
D3 Mod-High Competence
Low Commitment
D4 High Competence
High Commitment
Leaders Leadership style
How Does The Situational Approach Work?
Partnering for Performance • Short, regular one on one meetings with the individual
• Connect personal goals to organization goals
• Get agreement on SMART goals
• Clear expectation about works, communication, etc
• Constantly understand their development level and be flexible about your leadership style to make your team move toward an ideal state
SHARE!
“AN APPROPRIATE FIT BETWEEN THE LEADER’S BEHAVIOR AND STYLE AND THE CONDITIONS IN THE SITUATION.”
