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    Situative Leadership - Tranfer Card - New As A Leader

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    Christian Laqui
    The document discusses four levels of employee development (D1-D4) based on competence and commitment. It also outlines four leadership styles (S1-S4) for effectively leading employees at each development level. S1-Directing is for D1 employees who need clear direction and feedback. S2-Guiding is for D2 employees who can be involved in problem-solving and planning with advice and praise. S3-Coaching is for D3 employees who are capable but need confidence building through goal-setting support and empathetic listening. S4-Delegating is for empowered D4 employees who are self-reliant and can set their own goals with occasional resources or support.

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    Situative Leadership - Tranfer Card - New As A Leader

    Uploaded by

    Christian Laqui
    30 views2 pages
    The document discusses four levels of employee development (D1-D4) based on competence and commitment. It also outlines four leadership styles (S1-S4) for effectively leading employees at each development level. S1-Directing is for D1 employees who need clear direction and feedback. S2-Guiding is for D2 employees who can be involved in problem-solving and planning with advice and praise. S3-Coaching is for D3 employees who are capable but need confidence building through goal-setting support and empathetic listening. S4-Delegating is for empowered D4 employees who are self-reliant and can set their own goals with occasional resources or support.

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    Situative-leadership_tranfer-card_new-as-a-leader

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    The document discusses four levels of employee development (D1-D4) based on competence and commitment. It also outlines four leadership styles (S1-S4) for effectively leading employees at each development level. S1-Directing is for D1 employees who need clear direction and feedback. S2-Guiding is for D2 employees who can be involved in problem-solving and planning with advice and praise. S3-Coaching is for D3 employees who are capable but need confidence building through goal-setting support and empathetic listening. S4-Delegating is for empowered D4 employees who are self-reliant and can set their own goals with occasional resources or support.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    30 views2 pages

    Situative Leadership - Tranfer Card - New As A Leader

    Uploaded by

    Christian Laqui
    The document discusses four levels of employee development (D1-D4) based on competence and commitment. It also outlines four leadership styles (S1-S4) for effectively leading employees at each development level. S1-Directing is for D1 employees who need clear direction and feedback. S2-Guiding is for D2 employees who can be involved in problem-solving and planning with advice and praise. S3-Coaching is for D3 employees who are capable but need confidence building through goal-setting support and empathetic listening. S4-Delegating is for empowered D4 employees who are self-reliant and can set their own goals with occasional resources or support.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 2

    LEADING PEOPLE EFFECTIVELY

    DEVELOPMENT LEVELS

    DOING D4

    COMMITMENT
    COMPETENCE

    Ability,
    to accomplish task without direction
    D3
    LEARNING D2
    No ability,
    to accomplish task without direction
    D1

    D4 D3
    Empowered top performer Capable, but cautious,
    contributor
    Competence Key words Competence Key words
    high confident moderate to high tentative
    highly competent cautious
    Commitment inspires others Commitment hesitant
    high expert variable able
    autonomous contributing
    self-assured unsure
    self-reliant indifferent/bored

    D1 D2
    Enthusiastic beginner Disappointed learner
    Competence Key words Competence Key words
    low enthusiastic low to some over challenged
    inexperienced confused
    Commitment curious Commitment de-motivated
    high new low disappointed
    optimistic irritated
    unskilled disillusioned
    impatient first learnings
    LEADING PEOPLE EFFECTIVELY
    LEADERSHIP STYLES

    S4 Delegating S3 Coaching
    Empowers people with the responsibility for goal Reminds employees of past successes to increase
    setting, action planning and decision making confidence
    Empowers people to be in charge and to keep Supports people in goal setting, action planning
    others informed and problem solving
    Provides resources if necessary Asks questions like „How can I support you?“
    Expects self-reliant quality control, performance Shares expertise only when asked
    benchmarking, continuous improvement and Listens empathetically to concerns and serves as
    innovations a sounding board
    Supports employee´s decisions Challenges when motivation drops
    Appreciates and says thanks for overall Facilitates self-reliant problem solving
    contributions
    Supports, encourages and praises employees to
    Trusts the conclusions of employees strengthen competence and commitment
    Asks people to share knowledge with others
    – to act as a mentor and trainer

    S1 Directing S2 Guiding
    Appreciates enthusiasm and transferable skills Explains the bigger picture
    Defines objectives, milestones and priorities Listens to ideas and concerns
    Clarifies roles and limits Involves people in problem solving and
    Observes and monitors closely decision making
    Takes the lead in problem solving and action Analyses successes and failures and considers
    planning alternatives with the employee
    Gives immediate feedback if possible Recognizes persistence in trying to achieve results
    Sets up training plans for practicing new skills Involves people in setting goals and action plans,
    but reserves the right to decide
    Teaches how, what and when
    Advices, shares ideas and best practices
    Provides frequent feedback and praise to build
    competence

    www.mdi-training.com

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