To LEADERSHIP AND THE. Take a minute out of your day to look into the faces of the people you...
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To LEADERSHIP AND THE. Take a minute out of your day to look into the faces of the people you manage. Realize that they are your most important resources
Take a minute out of your day to look into the faces of the
people you manage. Realize that they are your most important
resources.
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What is a Situational Leader? Skills Needed Leadership Styles
& Behaviors Development Levels 3 Secrets of the One Minute
Manager
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In your mind what is a Situational Leader?
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A leader who changes their style depending on the PERSON they
are working with AND the SITUATION/TASK.
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Develop Three Skills #1FLEXIBILITY Learn to use a variety of
leadership styles. #2 DIAGNOSIS Learn to diagnose the needs of the
people you work with. #3 PARTNERING Learn how to come to agreement
with the people on the leadership style they need from you.
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Different Strokes For Different Folks
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Four Basic Leadership Styles S1 Directing The leader provides
specific direction and closely monitors task accomplishment. S2
Coaching The leader continues to direct and closely monitor task
accomplishment, but also explains decisions, solicits suggestions
and supports progress
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S3 Supporting The leader facilitates and supports peoples
efforts toward task accomplishment and shares responsibility for
decision-making with them. S4 Delegating The leader turns over
responsibility for decision-making and problem- solving to
people.
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Directive Behavior involves clearly telling people what to do,
how to do it, when to do it and then closely monitoring their
performance. STRUCTURE ORGANIZE TEACH SUPERVISE ONE-WAY
COMMUNICATION Supportive Behavior involves listening to people,
providing support and encouragement for their efforts, and then
facilitating their involvement in problem-solving and decision-
making. PRAISE LISTEN ASK FOR INPUT EXPLAIN FACILITATE TWO-WAY
COMMUNICATION
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High Supportive and Low Directive Behavior S3 SUPPORTING High
Directive and High Supportive Behavior S2 COACHING Low Supportive
and Low Directive Behavior S4 DELEGATING High Directive and Low
Supportive Behavior S1 DIRECTING
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When I Slow Down I Go Faster Assessing an individuals
development needs on a specific goal or task before you act is the
key to being a situational leader!
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Competence Task-specific knowledge & skills developed
through: - Experience - Training - Coaching Transferable knowledge
& skills that can be used across multiple goals or tasks and
are applicable to the task at hand, such as: - Problem solving
skills - Communication skills - Project management skills
Commitment A combination of motivation and confidence Motivation to
perform the goal or task, including: - Excitement - Enthusiasm -
Energy Confidence to perform the goal or task independently
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Four Development Levels Combinations of competence and
commitment
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Everyone Has Peak Performance Potential You Just Need To Know
Where They Are Coming From and Meet Them There
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Model shows relationship between development level and
leadership style Leaders need to do what the people they supervise
cant do for themselves at the present moment Performance Curve
shows how a managers leadership style moves from S1 to S4 or if
needed, from S4 to S3 or S2
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Cant start using concepts without telling anybody! Situational
Leadership is not Something you do to people but Something you do
with people
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Three key parts to reviewing performance: 1. Performance
Planning 2. Day-to-Day Coaching 3. Annual Performance Evaluation
Once people are clear on their tasks/goals, its your job to do
everything you can to help them accomplish tasks/goals so that when
it comes to performance evaluation, its a WIN-WIN.
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Make a list of goals/tasks you want to discuss with your
manager Diagnose your development level for each goal/task Decide
how you want your manager to respond S1, S2, S3, or S4 for each
goal/task Meet with your manager to discuss goals/tasks Partner
with your employees using same process
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The 3 Secrets of One Minute Management make the concept of
Situational Leadership come alive One Minute Goal Setting Goals
start performance in the right direction and help a manager to
analyze a persons competence and commitment (development level) to
perform well. One Minute Praisings Praisings foster improvements in
the development level of individuals and permits a manager to
gradually change their leadership style. One Minute Reprimands
Reprimands stop poor performance and in certain situations the
manager may need to adjust leadership style.
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Clear goals are important to people at all development levels
People tend to be at different levels of development depending on
the specific task or goal Not only use different strokes for
different folks.but also different strokes for the same folks
(depending on the task)
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S pecific state exactly what the person is responsible for M
otivating need to tap into their real motivation A ttainable have
to be reasonable R elevant address an activity that makes a
difference in overall performance T rackable put a record-keeping
system in place to track performance
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Start with 5 steps to develop a persons competence and
commitment 1. Tell them what to do 2. Show them what to do 3. Let
them try 4. Observe 5. Praise progress or redirect/reprimand
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Contents The Search The One Minute Manager The First Secret:
One Minute Goals One Minute Goals: Summary The Second Secret: One
Minute Praisings One Minute Praisings: Summary The Appraisal The
Third Secret: One Minute Reprimands One Minute Reprimands: Summary
The One Minute Manager Explains Why One Minute Goals Work Why One
Minute Praisings Work Why One Minute Reprimands Work The New One
Minute Manager A Gift to Yourself A Gift to Others