The Situational Leadership Model A Developmental Tool for New Managers
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1 The Situational Leadership Model A Developmental Tool for New Managers and Tenured Team Leaders Cheryl Gast Whitaker Customer Services Manager, Infusion Therapy Johns Hopkins Home Care Group, Baltimore, MD
2 Disclosure: Cheryl Gast Whitaker declares no conflicts of interest or financial interest in any service or product mentioned in this program. Clinical trials and off label/investigational uses will not be discussed during this presentation The Ken Blanchard Companies. All rights reserved. Do not duplicate Item # V
3 Objectives Review widely accepted leadership tenets Explore the behaviors/dimensions that comprise the situational leadership style framework Differentiate between the four leadership styles Discuss the three skills of a situational leader 2001 The Ken Blanchard Companies. All rights reserved. Do not duplicate Item # V
4 Objectives, continued Identify development level/characteristics of the individual Diagnosing situations (tasks and goals) Review the Partnering for Performance steps Putting it all together 2001 The Ken Blanchard Companies. All rights reserved. Do not duplicate Item # V
5 Objectives, continued 2001 The Ken Blanchard Companies. All rights reserved. Do not duplicate Item # V
6 Premises of Situational Leadership There is no best leadership style. Leaders are more effective when they select the appropriate leadership style to match the skills and commitment of their direct reports. The model is intended to be brought to life with your employees as opposed to administering to your employees The Ken Blanchard Companies. All rights reserved. Do not duplicate Item # V
7 Leadership Video Lead Simply 2001 The Ken Blanchard Companies. All rights reserved. Do not duplicate Item # V
8 Other Leadership Guideposts Have common threads with SL model Gallup Q12 Lincoln on Leadership, Donald T. Phillips The Truth About Leadership, Kouzes and Posner Leadership from an influence perspective Influence is the key, not authority Vital Smarts Influencer Model 2001 The Ken Blanchard Companies. All rights reserved. Do not duplicate Item # V
9 Other Leadership Guideposts The Carrot Principle Successful recognition must be Specific Timely Sincere Frequent 2001 The Ken Blanchard Companies. All rights reserved. Do not duplicate Item # V
10 What Research Tells Us Gallup conducted a research study that spanned 25 years Interviewed approx. 1 million employees and 80,000 managers from over 400 companies Most powerful discovery Employee s productivity and retention is driven by relationship with immediate supervisor/manager The Ken Blanchard Companies. All rights reserved. Do not duplicate Item # V
11 Purpose of SL 1. Open up communication increase the frequency and quality of conversations about performance and development between you and the people you work with 2. Help others develop competence and commitment 3. Teach others how to provide their own direction and support 4. Value and honor differences 2001 The Ken Blanchard Companies. All rights reserved. Do not duplicate Item # V
12 Directive Two Dimensions/Behaviors of Leadership Style Structure, Organize, Teach, Supervise, Evaluate, Set Goal, Plan Supportive Ask (for input), Listen, Facilitate (problem solving), Explain, Encourage, Discloses 2001 The Ken Blanchard Companies. All rights reserved. Do not duplicate Item # V
13 Leadership Style The pattern of behaviors you use with others, over time, as perceived by them. Combining high and low levels of directive and supportive behavior on an axis yielding four quadrants/styles The Ken Blanchard Companies. All rights reserved. Do not duplicate Item # V
14 The Four Leadership Styles 2001 The Ken Blanchard Companies. All rights reserved. Do not duplicate Item # V
15 Style Descriptors 2001 The Ken Blanchard Companies. All rights reserved. Do not duplicate Item # V
16 When Using All Four Styles The leader Makes sure goals and expectations are clear Observes and monitors performance Gives feedback 2001 The Ken Blanchard Companies. All rights reserved. Do not duplicate Item # V
17 The Three Skills of a Situational Leader Flexibility using a variety of leadership styles comfortably Diagnosis assessing developmental needs Partnering for Performance reaching agreements with others about the leadership style they need 2001 The Ken Blanchard Companies. All rights reserved. Do not duplicate Item # V
18 The Four Development Levels of the Individual Based on competence and commitment 2001 The Ken Blanchard Companies. All rights reserved. Do not duplicate Item # V
19 Development Level Descriptors D3 Capable, but Cautious Performer Self critical Cautious Doubtful Capable Contributing Insecure Tentative/unsure Bored/apathetic D4 Self Reliant Achiever Justifiably confident Consistently competent Inspired/inspires others Expert Autonomous Self assured Accomplished Self reliant/self directed D2 Disillusioned Learner Overwhelmed Confused Demotivated Demoralized Frustrated Disillusioned Discouraged Flashes of competence D1 Enthusiastic Beginner Hopeful Inexperienced Curious New/unskilled Optimistic Excited Eager Enthusiastic 2001 The Ken Blanchard Companies. All rights reserved. Do not duplicate Item # V
20 Diagnosis The willingness and ability to look at a situation and assess others developmental needs in order to decide which leadership style is the most appropriate for the goal or task at hand The Ken Blanchard Companies. All rights reserved. Do not duplicate Item # V
21 The Five Key Diagnosis Questions 1. What is the specific goal or task? 2. How strong or good are the individual s demonstrated task knowledge and skills? 3. How strong or good are the individual s transferable skills? 4. How motivated, interested, or enthusiastic is the individual? 5. How confident/self assured is the individual? 2001 The Ken Blanchard Companies. All rights reserved. Do not duplicate Item # V
22 Quick Diagnosis Chart Use with the five key diagnosis questions 2001 The Ken Blanchard Companies. All rights reserved. Do not duplicate Item # V
23 Partnering for Performance Reaching agreements with people about their development level and the leadership style needed to help them achieve individual and organization goals The Ken Blanchard Companies. All rights reserved. Do not duplicate Item # V
24 The Steps in Partnering for Performance * 1. Get agreement on SMART goals. 2. Get agreement on diagnosis of development level. 3. Get agreement on current and future leadership style. 4. Get agreement on leadership behaviors for each goal. 5. Decide how and how often you will stay in touch The Ken Blanchard Companies. All rights reserved. Do not duplicate Item # V
25 One on One Meetings Short roughly 30 minutes Frequent at least once a month Focused on what the individual wants to talk about OR split time Scheduled in advance Make it a priority If a meeting is postponed, it needs to be rescheduled promptly 2001 The Ken Blanchard Companies. All rights reserved. Do not duplicate Item # V
26 Q & A Questions via cwhitaker@jhmi.edu 2001 The Ken Blanchard Companies. All rights reserved. Do not duplicate Item # V
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