Directive & Supportive Behavior Directive/Task Behavior - - PowerPoint PPT Presentation

Directive & Supportive Behavior

Directive/Task Behavior

Involves:  Clearly telling people

▪What to Do ▪How to Do It ▪Where to Do It ▪When to Do It

 And then closely supervising their performance

Directive/Task Behavior

On a scale of 1-10, how comfortable are you with Directive Behavior ?

1--I don’t like it and don’t do it 5 -- Sometimes I do it 10 –It’s my go-to approach.

Supportive/Relationship Behavior

Involves:

 Listening to people  Providing support and encouraging their efforts  Facilitating their involvement in Problem solving and decision making

Supportive/Relationship Behavior

How comfortable are you using Supportive/Relationship Behavior?

• 1. Never; they don’t need my support
• 5. Sometimes when needed
• 10. I am always supportive; its my go-to approach

Situational Leadership Model

Diagnostic Questions:

• 1. What is the specific goal/task?
• 2. How strong are their demonstrated skills/knowledge for

that task?

• 3. How motivated, interested and enthusiastic are they?
• 4. How confident and self-assured are they?
• 5. What additional factors might also be affecting their

performance?

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Subordinate’s Development Level

• Competence:

Task, Knowledge and Skills

• Commitment:

Motivation and Confidence

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Levels of Development

• D1 Enthusiastic Beginner

▪D2

D2 Disillusioned Learner

▪D3

D3 Reluctant Contributor

▪D4

D4 Peak Performer

Enthusiastic Beginner

Levels of Development

▪D1

D1

Low Competence, High Commitment

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Directing

High directive, low supportive Leader defines roles of followers Problem solving and decision making initiated by the leader One-way communication

Levels of Development

▪D2

D2

Some Competence, Low Commitment Disillusioned Learner

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DEVELOPMENT LEVEL OF FOLLOWER(S)

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Coaching

High directive, high supportive Leader now attempts to hear followers suggestions, ideas, and opinions Two-way communication Control over decision making remains with the leader

Levels of Development

▪D3

D3

Moderate to High Competence, Variable Commitment Reluctant Contributor

Capable but Cautious

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Supporting

High supportive, low directive Focus of control shifts to follower Leader actively listens

Levels of Development

▪D4

D4

High Competence, High Commitment Peak Performer

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Delegating

Low supportive, low directive Leader discusses problems with followers Seeks joint agreement on problem definitions Decision making is handled by the subordinate They “run their own show”

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Levels of Development ▪D1

D1 Low Competence, High Commitment

Enthusiastic Beginner

▪D2

D2 Some Competence, Low Commitment

Disillusioned Learner

▪D3

D3 Moderate-High Competence, High Commitment

Reluctant Contributor-capable, cautious

▪D4

D4 High Competence, High Commitment

Peak Performer-self reliant achiever

Development Level is Task Specific!

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What happens if we have a mismatch

• f leadership

style with development level?

The Leader’s Goal

Build your follower’s development level so you can start using less time-consuming styles (S3 and S4) and still get high quality results.

Tell them what you want them to do Show them what you want them to do Let them try − there is some risk Observe performance − focus on the positive Manage the consequences

Increasing Follower Development Level

Situational Leadership is not something you do “TO TO” people but something you do “WITH WITH” people.

Suggestions for moving forward:

Share your preferred style and ask for feedback:

• Where do I match?
• Where do over-supervise?
• Where do I under-supervise?

Set goals for each person you supervise via 2-way conversation Schedule 1:1s to monitor performance and provide feedback

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