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Stages of Learning
Unconscious incompetence
Conscious incompetence
Conscious competence
Unconscious competence
Response to Leadership
What factors influence how people respond to your leadership?
Why do some respond differently than others?
The Leader’s Role:A Catalyst for Performance
“To reach inside each employee and release
his/her unique talents into performance.”
First, Break All the Rules
The Four Leadership Styles
Directing
Coaching
Supporting
Delegating
There is no best style! There is only the best match to the person
and the task.
Determining Development Level
Development is a combination of:
Competence Knowledge & Skills
Commitment Motivation & Confidence
The Four Development Levels
High Moderate Low
High Competence
High Commitment
Moderate to High Competence
Variable Commitment
Low to Some Competence
Low Commitment
Low Competence
High Commitment
D4Self-reliant
Achiever
D3Capable but
Cautious Performer
D2Disillusioned
Learner
D1Enthusiastic
Beginner
Leadership Styles Combine Two Behaviours
Directive Behaviour: How to do the task Telling and showing Providing frequent feedback Key to developing competence
Supportive Behaviour: Develops initiative, attitudes and feelings towards task Praising, listening, encouraging, involving Key to building commitment
Directive Behaviour Setting goals and objectives Planning and organizing work in advance Identifying job priorities Clarifying roles (leader and employee) Establishing timelines Determining methods of evaluation Teaching the employee how to do a task Closely supervising progress
Supportive Behaviours Encouraging, reassuring, praising Listening to problems (job and non-job related) Involving the person in decision making Explaining why Encouraging self-reliant problem solving Making info about the organization accessible Disclosing information about self Encouraging teamwork
Leadership Style & Development Level
D4: Self-reliant Achiever Competence & commitment increase with full control/resp.
D3: Capable but Cautious Performer: Build commitment by incr. confidence in ability to go solo
• D2: Disillusioned Learner: Need to build both competence and commitment
D1: Enthusiastic BeginnerNeed and want direction to get started. Create success asap.
Self Awareness is Key Self knowledge is a
“must” to be a trusted leader: Know how personal
style and preferences work for or against you.
Find ways to use strengths and compensate for weaknesses.
The Leader Behavior Analysis LBA II
Style Flexibility Primary Leadership Style Secondary Leadership Style Developing Leadership Style Style Effectiveness How do I Improve?
Exploring Style Effectiveness
Groups of 3-4 Look at your 2 assigned
scenarios from the LBAII Look at the rating for each
answer (P, F, G, or E) on the style effectiveness section.
Discuss why the answers are rated this way.
Do you agree or disagree? Explain.
Report back to the group.
How Do I Improve?
Partner with someone who has your weakest style as their strongest
Ask for coaching when handling situations that require your developing style
Ask your team to tell you what they would like from you (support or direction)
All Styles
Identify desired outcomes Ensure goals are clear Observe and monitor
performance Give feedback
Development & Regressive Cycles Every new task goes through 4
sequential levels Performance improvements prompt
forward shifts in leadership style Performance decreases prompt
backwards shifts Move one style at a time Leave-alone-zap!
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