SITUATIONAL LEADERSHIP

COMPETENCE

There are two situational variables

WILLINGNESS

The Four Levels of Maturity

LOW Competence/Skill

HIGH/MED Willingness/Commitment

M1

MED Competence/Skill

LOW/MED Willingness/Commitment

M2

HIGH Competence/Skill

HIGH Willingness/Commitment

M4

MED/HIGHCompetence/Skill

Medium/Generally consistent Willingness/Commitment

M3

Situational Leadership Model

HIGH Directive&LOW Supportive Behaviour

S1 DIRECTING

Direct:

• Help identify priorities• Clarity of timelines and check-in points• Step by step plan about the ‘what’ and ‘how’• Assistance with solutions to problems• Guidance to knowledge and gaps in learning• Increased levels of feedback on progress

Situational Leadership Model

HIGH Directive&LOW Supportive Behaviour

S1 DIRECTING

HIGH Directive&HIGH Supportive Behaviour

S2 COACHING

Coach:

• Clarity on specific goals (SMART)• Facilitation towards ‘self discovery’• An injection of alternative ideas on ‘what’ and ‘how’• Fresh perspectives• Steady, regular feedback• Opportunities to be involved in problem solving and decision making

Situational Leadership Model

HIGH Directive&LOW Supportive Behaviour

S1 DIRECTING

HIGH Directive&HIGH Supportive Behaviour

S2 COACHINGLOW Directive&HIGH Supportive Behaviour

S3 SUPPORTING

Support:

• Opportunities to demonstrate improved competence• Opportunities to test ideas and solution thinking: a sounding board• Reminders of past successes and ‘why’• Acknowledgement, a vote of confidence and encouragement• Great questions to stretch and challenge the work being done• Suggestions for making the goal or challenge more interesting

Situational Leadership Model

HIGH Directive&LOW Supportive Behaviour

S1 DIRECTING

HIGH Directive&HIGH Supportive Behaviour

S2 COACHINGLOW Directive&HIGH Supportive Behaviour

S3 SUPPORTING

LOW Directive&LOW Supportive Behaviour

S4 DELEGATING

Delegate:

• Trust and accepting their opinions, ideas and judgements• Additional opportunities to be creative and innovative• Visibility as a contributor or an expert• Opportunities to develop, mentor or teach others• Suitable resources to be allowed to perform freely within their role• Autonomy - Influence

The 4 Leadership Styles

SUPPORTINGSupporting,

Encouraging,Participating

LS3

M3Med - High competence,

Inconsistent Commitment

COACHINGCoaching, Explaining,Clarifying

LS2

M2Low to some competence,

Low - medium commitment

DELEGATINGDelegating

&Autonomy

LS4

M4High CompetenceHigh Commitment

DIRECTINGTelling, guiding

establishing

LS1

M1Low Competence,High Commitment

• Changes their leadership style based on maturity of the individual

• Encompasses 3 key skills

• Diagnose (read the situation)• Adapt (be flexible)• Select (choose a style to match the situation)

The successful leader…

1. Level of direction

2. Level of required support

3. Over arching power of decision making

Key differences in styles

• Team growth

• Individual growth

• Cohesiveness

Situational Leadership will…

Oversupervise

Undersupervise

Style = Maturity

• The task• Why you have selected them• Discuss the situational leadership model with them• Get feedback on your perception of their maturity level• Agree on the leadership style to support them• Discussing the expectations, goals and timescales• Support & follow up the completion of the task

7 Steps to Situational Leadership