Directive & Supportive Behavior Directive/Task Behavior - PowerPoint PPT Presentation

Directive & Supportive Behavior

Directive/Task Behavior Involves:  Clearly telling people ▪ What to Do ▪ How to Do It ▪ Where to Do It ▪ When to Do It  And then closely supervising their performance

Directive/Task Behavior On a scale of 1-10, how comfortable are you with Directive Behavior ? 1-- I don’t like it and don’t do it 5 -- Sometimes I do it 10 –It’s my go -to approach.

Supportive/Relationship Behavior Involves:  Listening to people  Providing support and encouraging their efforts  Facilitating their involvement in Problem solving and decision making

Supportive/Relationship Behavior How comfortable are you using Supportive/Relationship Behavior? 1. Never; they don’t need my support 5. Sometimes when needed 10. I am always supportive; its my go-to approach

Situational Leadership Model

Diagnostic Questions: • 1. What is the specific goal/task? • 2. How strong are their demonstrated skills/knowledge for that task? • 3. How motivated, interested and enthusiastic are they? • 4. How confident and self-assured are they? • 5. What additional factors might also be affecting their performance? 8

Subordinate’s Development Level • Competence: Task, Knowledge and Skills • Commitment: Motivation and Confidence 9

Levels of Development • D1 Enthusiastic Beginner ▪ D2 D2 Disillusioned Learner ▪ D3 D3 Reluctant Contributor ▪ D4 D4 Peak Performer 15

Levels of Development ▪ D1 D1 Low Competence, High Commitment Enthusiastic Beginner

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Directing  High directive, low supportive  Leader defines roles of followers  Problem solving and decision making initiated by the leader  One-way communication 19

Levels of Development ▪ D2 D2 Some Competence, Low Commitment Disillusioned Learner

20 DEVELOPMENT LEVEL OF FOLLOWER(S)

Coaching  High directive, high supportive  Leader now attempts to hear followers suggestions, ideas, and opinions  Two-way communication  Control over decision making remains with the leader 21

Levels of Development ▪ D3 D3 Moderate to High Competence, Variable Commitment Reluctant Contributor Capable but Cautious

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Supporting  High supportive, low directive  Focus of control shifts to follower  Leader actively listens 23

Levels of Development ▪ D4 D4 High Competence, High Commitment Peak Performer

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Delegating  Low supportive, low directive  Leader discusses problems with followers  Seeks joint agreement on problem definitions  Decision making is handled by the subordinate  They “run their own show” 25

Levels of Development ▪ D1 D1 Low Competence, High Commitment Enthusiastic Beginner ▪ D2 D2 Some Competence, Low Commitment Disillusioned Learner ▪ D3 D3 Moderate-High Competence, High Commitment Reluctant Contributor- capable, cautious ▪ D4 D4 High Competence, High Commitment Peak Performer- self reliant achiever 15

Development Level is Task Specific!

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What happens if we have a mismatch of leadership style with development level?

The Leader’s Goal Build your follower’s development level so you can start using less time-consuming styles (S3 and S4) and still get high quality results.

Increasing Follower Development Level  Tell them what you want them to do  Show them what you want them to do  Let them try − there is some risk  Observe performance − focus on the positive  Manage the consequences

Situational Leadership is not something you do “ TO TO ” people but something you do “ WITH WITH ” people.

Home Play Suggestions for moving forward: Share your preferred style and ask for feedback: • Where do I match? • Where do over -supervise? • Where do I under -supervise? Set goals for each person you supervise via 2-way conversation Schedule 1:1s to monitor performance and provide feedback