Patrice Bergeron nhl hockey jersey

Patrice Bergeron nhl hockey jersey -

An Overview of Situational Leadership II

Situational Leadership II is a process for developing people by providing effective leadership over time so that they can reach their highest level of performance. It is based upon a Patrice Bergeron nhl hockey jersey relationship between and individual′s development level on a specific goal or task, and the leadership style that the leader provides.

As illustrated the model below, there are four leadership styles and four development levels.

The top of the model illustrates the four leadership styles S1 to S4:

S1: Directing/Telling Leadersdefine the roles and tasks of the ‘follower', and supervise them closely. Decisions are made by the leader and announced, so communication is largely one-way. S2: Coaching/Selling Leaders still define roles and tasks, but seek ideas and suggestions from the follower. Decisions remain the leader's prerogative, but communication is much more two-way. S3: Supporting/Participating Leaders pass day-to-day decisions, such as task allocation and processes, to the follower. The leader facilitates and takes part in decisions, but control is with the Patrice Bergeron nhl hockey jersey follower. S4: Delegating Leaders are still involved in decisions and problem-solving, but control is with the follower. The follower decides when and how the leader will be involved.

Of these, no one style is considered optimal or desired for all leaders to possess. Effective leaders need to be flexible, and must adapt themselves according to the situation. However, each leader tends to have a natural style, and Patrice Bergeron nhl hockey jersey in applying Situational Leadership he must know his intrinsic style.

Development levels

The right leadership style will depend on the person being led ? the follower. Blanchard and Hersey extended their model to include the Development Level of the follower. They stated that the leader's chosen style should be based on the competence and commitment of her followers. They categorized the possible development of followers into four levels, which they named D1 to D4:

D1: Low Competence, High Commitment ? They generally lack the specific skills required for the job in hand. However, they are eager to learn and willing to take direction. D2: Some Competence, Low Commitment ? They may have some relevant skills, but won't be able to do the job without help. The task or the situation may be new to them. D3: High Competence, Variable Commitment ? They are experienced and capable, but may lack the confidence to go it alone, or the motivation to do it well or quickly. D4: High Competence, High Commitment ? They are experienced at the job, and comfortable with their own ability to do it well. They may even be more skilled than the leader.