Bob KuestSituational leadership – meeting the people where they are. True leadership is taking who we are and meeting the followers where they are. We make the adjustment to their situation e.g. Jesus met Simon where he was.
“Leadership style is how you behave when you are trying to influence the performance of someone else.” Ken Blanchard
“There is nothing so unequal as the equal treatment of unequals.” Ken Blanchard
Situational leadership is based upon the interplay between a leaders ability to discern two components of each follower’s need.
“Leadership style is how you behave when you are trying to influence the performance of someone else.” Ken Blanchard
“There is nothing so unequal as the equal treatment of unequals.” Ken Blanchard
Situational leadership is based upon the interplay between a leaders ability to discern two components of each follower’s need.
Directive behaviour:
1. How much guidance and direction does each person require?
2. How much time should the leader spend spelling out responsibilities?
3. How much support and encouragement does each person require?
4. How much emotional support should the leader provide for the task?
5. This determines the amount of energy spent in two-way communication: explaining, listening, asking and praising. It is important to allow the follower to express ideas and concerns.
The amount of each behaviour is determined by an assessment of developmental readiness of the follower.
Commitment: is a joining of willingness, motivation and confidence
Competence: is bringing knowledge and skills together – experience to action.
Don’t confuse competence with talent and potential.
There are 3 responsibilities that a leader cannot delegate:
1. Vision
2. Creating ownership of the vision (influence)
3. Aligning people with the vision (empowering)
1. How much guidance and direction does each person require?
2. How much time should the leader spend spelling out responsibilities?
3. How much support and encouragement does each person require?
4. How much emotional support should the leader provide for the task?
5. This determines the amount of energy spent in two-way communication: explaining, listening, asking and praising. It is important to allow the follower to express ideas and concerns.
The amount of each behaviour is determined by an assessment of developmental readiness of the follower.
Commitment: is a joining of willingness, motivation and confidence
Competence: is bringing knowledge and skills together – experience to action.
Don’t confuse competence with talent and potential.
There are 3 responsibilities that a leader cannot delegate:
1. Vision
2. Creating ownership of the vision (influence)
3. Aligning people with the vision (empowering)
Summarised by Molly Manhanga
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