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Situational Leadership

Overview

Two leadership styles Variables that influence style Situational Leadership Model

Leadership Styles: 2 Extremes

· Democratic

· · · · Participatory Accepting input from subordinates Providing support, encouraging their efforts Facilitating their involvement in decision-making and problem-solving · Loosely supervising

· Autocratic

· Non-participatory · Telling what to do, how to do it, where to do it, when to do it · Closely supervising

What variables would determine which style to use?

Continuum

· Time · Associates/ ·Peers

Democratic

· Followers/ Subordinates · Type of Job · Boss · Organization

Autocratic

Continuum

Democratic

· Followers/ Subordinates

Autocratic

The Hersey and Blanchard "Situational Leadership Model" is based on this lone variable... because if you tried to consider all variables before deciding, you'd become immobilized.

(High)

S U P P O R T I V E B E H A V I O R

THE FOUR LEADERSHIP STYLES

High Supportive and Low Directive Behavior High Directive and High Supportive Behavior

S3 S2 S4 S1

Low Supportive and Low Directive Behavior High Directive and Low Supportive Behavior (High) LOW

(Low) HIGH

DIRECTIVE BEHAVIOR MODERATE

D4

DEVELOPED

D3

D2

D1

DEVELOPING

DEVELOPMENT LEVEL OF FOLLOWER(S)

Development Level of Followers

· High skill · Moderate · Low to to high and high moderate skill level motivation development · Needs low · Just absent · Unsure they adequate direction can do it motivation · Leader gives or support · Leader's · Leader direction but key role is empowers also seeks facilitating followers input

· Low skill · New to job · Motivated · Needs specific direction · Needs close supervision

"Reluctant "Disillusioned "Enthusiastic "Peak Beginner" Performer" Contributor" Learner"

(High)

S U P P O R T I V E B E H A V I O R

High Supportive and Low Directive Behavior

High Directive and High Supportive Behavior

Enthusiastic Beginner

· Low skill · New to job · Motivated · Needs specific direction · Needs close supervision

·High direction · Low support · Leader defines roles of followers · Leader initiates problem solving and decision making · One-way communication

S3 S4

S2 S1

Low Supportive and Low Directive Behavior (Low)

High Directive and Low Supportive Behavior (High)

DIRECTIVE BEHAVIOR

HIGH

MODERATE

LOW

D4

DEVELOPED

D3

D2

D1

DEVELOPING

(High)

S U P P O R T I V E B E H A V I O R

High Supportive and Low Directive Behavior

High Directive and High Supportive Behavior

Disillusioned Learner

· Low to moderate development · Unsure they can do it · Leader gives direction but also seeks input

· High direction · High support · Leader now solicits ideas, opinions · Two-way communication · Leader still controls decisions

S3 S4

S2 S1

Low Supportive and Low Directive Behavior (Low)

High Directive and Low Supportive Behavior (High)

DIRECTIVE BEHAVIOR

HIGH

MODERATE

LOW

D4

DEVELOPED

D3

D2

D1

DEVELOPING

(High)

Reluctant Contributor

· Moderate to high skill level · Just absent adequate motivation · Leader's key role is facilitating

· High support · Low direction · Control shifts to followers · Leader listens actively and provides recognition

S U P P O R T I V E B E H A V I O R

High Supportive and Low Directive Behavior

High Directive and High Supportive Behavior

S3 S4

S2 S1

Low Supportive and Low Directive Behavior (Low)

High Directive and Low Supportive Behavior (High)

DIRECTIVE BEHAVIOR

HIGH

MODERATE

LOW

D4

DEVELOPED

D3

D2

D1

DEVELOPING

(High)

S U P P O R T I V E B E H A V I O R

Peak Performer

· High skill and high motivation · Needs low direction or support · Leader empowers followers

· Low support · Low direction · Leader does discuss & define problem to be solved · Followers make decisions, run the show

High Supportive and Low Directive Behavior

High Directive and High Supportive Behavior

S3 S4

S2 S1

Low Supportive and Low Directive Behavior (Low)

High Directive and Low Supportive Behavior (High)

DIRECTIVE BEHAVIOR

HIGH

MODERATE

LOW

D4

DEVELOPED

D3

D2

D1

DEVELOPING

Look at it this way...

It's all about "matching" the style (of the leader) to the level (of the followers)

· Think of leaders needing to fill in what's missing... provide their people with what they can't do for themselves at the moment

Mismatch results in...

· Over-supervision (gets you frustrated followers) · Under-supervision (gets you insufficient results)

And finally...

What about changing styles? When would you change styles? Would you... ever?

· Yes! As the name implies, "Situational Leadership" is taskspecific · Change it when warranted by change in task or change in personnel doing it

Your goal...

· Build your follower's development level so you can use less time-consuming styles (S3 and S4) and still get high quality results

SUMMARY

Two leadership styles Variables that influence style Situational Leadership Model

Information

Microsoft PowerPoint - Situational Leadership

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