How to change your leadership style based on the maturity of the individual you are leading.

1. SITUATIONAL LEADERSHIP

2. COMPETENCE
There are two situational variables
WILLINGNESS

3. The Four Levels of Maturity
LOW
Competence/Skill
HIGH/MED
Willingness/Commitment
M1
MED
Competence/Skill
LOW/MED
Willingness/Commitment
M2
HIGH
Competence/Skill
HIGH
Willingness/Commitment
M4
MED/HIGH
Competence/Skill
Medium/Generally
consistent
Willingness/Commitment
M3

4. Situational Leadership Model
HIGH Directive
&
LOW Supportive Behaviour
S1 DIRECTING

5. Direct:
• Help identify priorities
• Clarity of timelines and check-in points
• Step by step plan about the ‘what’ and ‘how’
• Assistance with solutions to problems
• Guidance to knowledge and gaps in learning
• Increased levels of feedback on progress

6. Situational Leadership Model
HIGH Directive
&
LOW Supportive Behaviour
S1 DIRECTING
HIGH Directive
&
HIGH Supportive Behaviour
S2 COACHING

7. Coach:
• Clarity on specific goals (SMART)
• Facilitation towards ‘self discovery’
• An injection of alternative ideas on ‘what’ and ‘how’
• Fresh perspectives
• Steady, regular feedback
• Opportunities to be involved in problem solving and decision making

8. Situational Leadership Model
HIGH Directive
&
LOW Supportive Behaviour
S1 DIRECTING
HIGH Directive
&
HIGH Supportive Behaviour
S2 COACHING
LOW Directive
&
HIGH Supportive Behaviour
S3 SUPPORTING

9. Support:
• Opportunities to demonstrate improved competence
• Opportunities to test ideas and solution thinking: a sounding board
• Reminders of past successes and ‘why’
• Acknowledgement, a vote of confidence and encouragement
• Great questions to stretch and challenge the work being done
• Suggestions for making the goal or challenge more interesting

10. Situational Leadership Model
HIGH Directive
&
LOW Supportive Behaviour
S1 DIRECTING
HIGH Directive
&
HIGH Supportive Behaviour
S2 COACHING
LOW Directive
&
HIGH Supportive Behaviour
S3 SUPPORTING
LOW Directive
&
LOW Supportive Behaviour
S4 DELEGATING

11. Delegate:
• Trust and accepting their opinions, ideas and judgements
• Additional opportunities to be creative and innovative
• Visibility as a contributor or an expert
• Opportunities to develop, mentor or teach others
• Suitable resources to be allowed to perform freely within their role
• Autonomy - Influence

12. The 4 Leadership Styles
SUPPORTING
Supporting,
Encouraging,
Participating
LS3
M3
Med - High competence,
Inconsistent Commitment
COACHING
Coaching,
Explaining,
Clarifying
LS2
M2
Low to some competence,
Low - medium commitment
DELEGATING
Delegating
&
Autonomy
LS4
M4
High Competence
High Commitment
DIRECTING
Telling, guiding
establishing
LS1
M1
Low Competence,
High Commitment

13. • Changes their leadership style based on maturity of the
individual
• Encompasses 3 key skills
• Diagnose (read the situation)
• Adapt (be flexible)
• Select (choose a style to match the situation)
The successful leader…

14. 1. Level of direction
2. Level of required support
3. Over arching power of decision making
Key differences in styles

15. • Team growth
• Individual growth
• Cohesiveness
Situational Leadership will…

16. Oversupervise

17. Undersupervise

18. Style = Maturity

19. • The task
• Why you have selected them
• Discuss the situational leadership model with them
• Get feedback on your perception of their maturity level
• Agree on the leadership style to support them
• Discussing the expectations, goals and timescales
• Support & follow up the completion of the task
7 Steps to Situational
Leadership