Situational LeadershipDonna Shea, M.Ed.

Objectives By the end of this presentation you should be able to:Discuss the four leadership stylesDiscuss how Situational Leadership applies to staff managementAsses your teachers for their developmental levelApply the appropriate leadership style for individual teachers and task groups

Conventional LeadershipWhats wrong with this picture?

Hands-on: The Micromanager

Hands-off: The Democrat

Leadership StyleHow you influence performance:

Directive Behavior Clearly stating who, what, when, where, how, and why

Supportive Behavior Listening, supporting, encouraging, facilitate problem-solving, and decision-making

Situational LeadershipFour Leadership Styles derived from combinations of Directive and Supportive Behavior:

S1 DirectingS2 CoachingS3 SupportingS4 Delegating

S1 DirectingProvide specific, clear instructionsProvide very close supervision

S2 CoachingContinue to provide direction and close supervisionOffer rationale and explain decisionsSolicit SuggestionsGive support for progress

S3 SupportingFacilitate and support task accomplishmentsShare decision-making responsibility

S4 DelegatingRelinquish decision-making and problem-solving

Summary of Leadership StylesSUPPORTIVED I R E C T I V ELOWHIGHHIGH

Developmental NeedsPerformance Variables:

Competency function of knowledge and skills

Commitment function of confidence and motivation

Developmental LevelsFour Developmental Levels derived from combinations of competence and commitment:

DevelopedDeveloping

Role of Instructor:

To do for the teacher what the teacher cant do for him or herself!

D1 BeginnerVery EnthusiasticLittle or no skills

S1 Directive BehaviorStructure, control and supervise

Role of the Supervisor -Utilize demonstration, step-by-step hand outs, and guided practice

D2 Quitter D2 WallLittle or no skillsDiscourage, disillusioned, lost enthusiasm, harder than expected

S2 CoachingDirect and Support

Role of Supervisor:Close supervision with assistanceMoral support and encouragement

D3 Reluctant ParticipantGood skillsNo confidence

S3 SupportingPraise, listen, and facilitate

Role of Supervisor:ReinforcementHelp only when requestedProvide moral support and encouragement

D4 DelegatingGood to excellent skills with good to high confidence and self-esteem

D4 DelegatingTurn over responsibility for day-to-day decision making and practice

Role of Supervisor:Independent practicePerformance evaluation

Leadership Style Game PlanCompetency and/or commitment in one area does not ensure equal competency or commitment in all areas

Achieving competency and/or commitment does not ensure maintaining competency or commitment

Situational Leadershipand Group InteractionCharacteristics of a well oiled workgroup:

Purpose and ValuesEmpowermentRelationships and CommunicationFlexibilityOptimal PerformanceRecognition and AppreciationMorale

Elements of Group Interaction

Group DevelopmentFour stages of group development correlate to Situational Leadership

Stage 1 OrientationStage 2 DissatisfactionStage 3 ProductionStage 4 - Integration

What to ObserveCommunication and ParticipationDecision makingConflictLeadershipGoals and RolesGroup NormsProblem SolvingGroup ClimateIndividual Behavior

Stage 1 - Orientation

Stage 2 - Dissatisfaction

Stage 3 - IntegrationWe rather than me

Stage 4 - Production

Summary of Leadership StylesSUPPORTIVED I R E C T I V ELOWHIGHHIGH

1 step forward 2 steps backwardsDevelopment is not a straight line

Thank you for your attention.Good luck!