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Situational Leadership & Partnering for Performance

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by

Eleanor Stinson

on 1 May 2014

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Transcript of Situational Leadership & Partnering for Performance

Partnering for Performance
Game Plan
SMART GOAL SETTING
Need agreement with person performing the task
1. START
Area of
Responsibility / Goal
Performance Standard / Measures
ASK
What area of responsibility or goal do I want to influence?
How will I know the job is being done (measure)?
What constitutes good performance on this goal (standard)?
2. DIAGNOSE
DEVELOPMENT LEVEL
Need agreement with person performing the task
COMPETENCE
COMMITMENT
High Competence
-
High Commitment
D4
Med-High Competence
-
Variable Commitment
D3
Some - Low Competence
-
Low Commitment
D2
Low Competence
-
High Commitment
D1
3. MATCH
APPROPRIATE LEADERSHIP STYLE
Need agreement with person performing the task
SUPPORTING
S3
COACHING
S2
DIRECTING
S1
DELEGATING
S4
D4
D3
D2
D1
4. DELIVER
GOOD
PERFORMANCE
POOR
PERFORMANCE
PROGRESS MADE
Proceed
to
MORE SUPPORT
LESS DIRECTION
Directing (S1) to Coaching (S2)
or
Coaching (S2) to Supporting (S3)
EVENTUALLY LESS
SUPPORT
Supporting (S3) to
Delegating (S4)
PROCEED WITH
SUCCESS - SET NEW GOALS
TEMPORARY
SETBACK
Go back to
MORE SUPPORT
Delegating (S4) to
Supporting (S3)
or
MORE
DIRECTION
Supporting (S3) to
Coaching (S2)
or
RETURN TO START - REVIEW, CLARIFY & AGREE ON THE GOAL
EVENTUALLY LESS
SUPPORT
Coaching (S2) to Directing (S1)
If necessary
"There is nothing so unequal as the equal treatment of unequals"
"Everyone has peak performance potential -
You just need to know where they're coming from and meet them there"
"Situational leadership is not something you do to people but something you do with people"
"When the best leader's work is done,
the people say, 'we did it ourselves!'"

"Different strokes for different folks"
Full transcript