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- 1. SITUATIONAL LEADERSHIP Understanding Competence And Motivation 3/3/2024 BUILD A LEGACY OF EXCELLENCE 1
- 2. Key Performance Factors Employee Performance is largely dependent on Competence and motivation that affect performance. 3/3/2024 BUILD A LEGACY OF EXCELLENCE 2 NOT YET COMPETENT COMPETENT NOT MOTIVATED MOTIVATED
- 3. Conti… An individual that is highly motivated without the required competence level will zealously under- perform. The same goes for a highly competent individual but without enough motivation. Whatever the case is, for businesses to achieve their goals they must have highly motivated and competent employees at all times. The fact that business needs and goals are not rigid, but very flexible to increase competitive advantage has created the necessity for business owners to continually ensure that competence and motivation are continually improved to guarantee the delivery of business goals at all time. The Learning and Development functions of organizations must put in a lot of work to ensure that employee performance is improved and maintained at best, every time. We must understand where each employee is, in the performance quadrant. This will determine the appropriate intervention or effort to be deployed to step change individual employee performance. 3/3/2024 BUILD A LEGACY OF EXCELLENCE 3
- 4. Conti.. 3/3/2024 BUILD A LEGACY OF EXCELLENCE 4
- 5. From the diagram Employees in quadrant 1 will not need the same intervention with employees in quadrant 4. Employees in the first quadrant are mostly new employees or non performers who have a high level motivation but low competence level. The best effort to deploy here are capability development efforts like On The Job Training, Classroom or Face To Face Training, Blended Learning Etc. Individuals in quadrant 2 are known as performers effort should focus on sustaining their performance. This can be achieved through continual engagement and challenge, delegation and enough supporting. However, learning is a continual process therefore, they should also be subject to experiential learning, by giving them assignments that are challenging. This Individuals can also be used as trainers because of their level of expertise. 3/3/2024 BUILD A LEGACY OF EXCELLENCE 5
- 6. Conti… Individuals in quadrant 3 need a lot of engagement their motivation level is very low therefore, even though they are competent they will still not perform as they do not have the "Want To" attitude. A lot of engagement is necessary to boost their morale to perform. For Individuals In quadrant 4, capability development efforts and a lot of engagement is also required to bring them up to speed to become performers. At every point in time all employees are in one of these four performance quadrants. Understanding where your employees fall in these performance quadrants is the first step in performance management. This is necessary to avoid investing resources and efforts aimlessly during people and performance management. 3/3/2024 BUILD A LEGACY OF EXCELLENCE 6
- 7. Key Insights - Situational Leadership Dynamic Leadership Competence and motivation drive performance. Effective Transition Move from delegating to empowerment with monitoring and trust. New Employee Directive Style Guide and instruct for initial competence. Motivation Boost Thanking is vital for productivity; involve employees in decision-making. Coaching for Success Essential before considering termination. Retention through Coaching Tailor encouragement, explanation, praise, and teaching. Situational Competence & Motivation Assess for tasks; aim for highly competent and motivated individuals. Avoid 'Banana of Boredom' Train and provide knowledge; keep employees motivated. Effective Situational Leadership Motivate through work nature, information access, and task freedom. 3/3/2024 BUILD A LEGACY OF EXCELLENCE 7
- 8. Conclusion Implementing situational leadership enhances motivation and competence, fostering a dynamic and engaged team. 3/3/2024 BUILD A LEGACY OF EXCELLENCE 8
Editor's Notes
- Move individuals across the competence-motivation spectrum Avoid the "banana of boredom“ Empower employees for sustained success
- ✦ Leadership style depends on competence and motivation Competence and motivation are the main factors affecting performance. Delegating is effective for motivated and competent individuals. Delegating to empowerment transition is based on monitoring and trust. ✦ Gradually reducing monitoring as the person proves competence. New employees start in the motivated but not competent box, needing time to learn and become competent. New employees require a directive management style for instruction and guidance. ✦ Directing new employees on how to perform tasks is essential for their initial competency. Motivating and involving experienced but unengaged employees in decision-making can rekindle their motivation and utilize their knowledge. ✦Thanking people for their work is essential for motivation and productivity. ✦ Expressing gratitude is free and can make a big difference in employee performance. Engaging employees by seeking their opinions and utilizing their knowledge can motivate them further. ✦ Coaching is essential before firing underperforming employees Untrained employees and being in the wrong job are the management's fault Coaching aims to increase both motivation and competence, leading to success ✦ Coaching can help retain valuable employees. Coaching has been successful in retaining employees, with many being grateful for the opportunity. Coaching involves encouraging, explaining, praising, and teaching, tailored to the individual's needs. ✦ Assess the competence and motivation of the person for the task at hand. The goal is to develop individuals to be highly competent and motivated. Leaders should move people across the 'banana of boredom' to keep them motivated and engaged. It is the leader's job to train and gradually give more knowledge to new employees. Leaders should aim to keep employees in the top right box of motivation and avoid neglecting them. ✦Situational leadership can help manage and motivate employees effectively. Employees can be motivated by factors such as the nature of the work, access to information, and freedom in how they do the job. Both the boss and employees can contribute to moving up in the leadership model.