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Teaching Others
Situational Leadership II Teaching Others
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D I R E C T I O N S
Situational Leadership II (SLII ) is a model for developing individuals,
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2. Share The Three Skills between an individual’s development level (competence and
of a Situational Leader commitment) on a specific goal or task and the leadership style
(page 3). (direction and support) the leader provides. Effective leadership
3. Explain Diagnosing lies in matching the appropriate leadership style to the individual’s
Development Level
(page 3) and share The development level.
Five Key Diagnosis
Questions (page 4). The purposes of Situational Leadership II are to ®
Ken Blanchard first developed Situational Leadership with Paul Hersey in the late 1960s. In 1985, Blanchard and the Founding Associates of
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The Ken Blanchard Companies —Marjorie Blanchard, Don Carew, Eunice Parisi-Carew, Fred Finch, Laurence Hawkins, Drea Zigarmi, and
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Patricia Zigarmi—created a new generation of the theory called Situational Leadership II. The leadership model used in this product is based
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on the Founding Associates’ second generation thinking and research, and is used with their permission.
2 © 2000 The Ken Blanchard Companies. All rights reserved. Do not duplicate • Item # 13538 • V051602
Situational Leadership II Teaching Others
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D4 D3 D2 D1
Self-Reliant Capable, Disillusioned Enthusiastic
Achiever but Cautious, Learner Beginner
Performer
High Moderate to High Low to Some Low
Competence Competence Competence Competence
© 2000 The Ken Blanchard Companies. All rights reserved. Do not duplicate • Item # 13538 • V051602 3
Situational Leadership II Teaching Others
®
D4 D3 D2 D1
Self-Reliant Capable, Disillusioned Enthusiastic
Achiever but Cautious, Learner Beginner
Performer
High Moderate to High Low to Some Low
Competence Competence Competence Competence
D4 D3 D2 D1
Self-Reliant Capable, Disillusioned Enthusiastic
Achiever but Cautious, Performer Learner Beginner
• Recognized by others as • Is generally self-directed • Has some knowledge • New to the goal or task;
an expert but needs opportunities and skills; not inexperienced
• Consistently competent; to test ideas with others competent yet • Eager to learn; willing to
justifiably confident • Sometimes hesitant, • Frustrated; may be ready take direction
• Trusts own ability to unsure, tentative to quit • Enthusiastic, excited,
work independently; • Not always confident; • Discouraged, optimistic
self-assured self-critical; may need overwhelmed, confused • Don’t know what they
• Inspired; inspires others help in looking at skills • Developing and don’t know, so they may
objectively learning; needs do the wrong thing
• Proactive; may be asked
to do too much • May be bored with goal or reassurance that • Confidence based on
task mistakes are part of the hopes and transferable
• Makes productive learning process skills, not reality
contributions • Unreliable, inconsistent
Development level is
goal or task specific!
4 © 2000 The Ken Blanchard Companies. All rights reserved. Do not duplicate • Item # 13538 • V051602
Situational Leadership II Teaching Others
®
© 2000 The Ken Blanchard Companies. All rights reserved. Do not duplicate • Item # 13538 • V051602 5
Situational Leadership II Teaching Others
®
High
O
Behavior Behavior
TI
AC
POR
SUPPORTIVE BEHAVIOR
HIN
SUP
G
S3 S2
-----------------------------------
-----------------------------------
IN G
S4 S1
DIR
-----------------------------
-----------------------------
AT
EC
EG
TI
N
G
L
D4 D3 D2 D1
High Moderate to High Low to Some Low
Competence Competence Competence Competence
DEVELOPED DEVELOPING
6 © 2000 The Ken Blanchard Companies. All rights reserved. Do not duplicate • Item # 13538 • V051602
Situational Leadership II Teaching Others
®
2GetLevel
agreement on diagnosis of Development
(D1, D2, D3, or D4).
Development level is
goal or task specific.
• What is the person’s demonstrated
competence and commitment on each
SMART goal and task?
• Identify Performance Trend(s)
3GetLeadership
agreement on current and future
Style (S1, S2, S3, or S4).
There is no best leadership style;
it depends on the situation.
4Getbehaviors
agreement on appropriate leadership
for each goal.
Situational Leadership II
is not something you do to people;
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5Getstay
agreement on how and how often you will
in touch.
Good performance is a journey,
not a destination.
© 2000 The Ken Blanchard Companies. All rights reserved. Do not duplicate • Item # 13538 • V051602 7
Situational Leadership II Teaching Others
®
Use this chart to identify an individual’s development level on one or more actual goals or tasks.
Example 1 Example 2
On a specific goal or task an individual has On a specific goal or task an individual has
TASK KNOWLEDGE AND SKILLS —High TASK KNOWLEDGE AND SKILLS —Low
TRANSFERABLE SKILLS —Low TRANSFERABLE SKILLS —Low
MOTIVATION —High MOTIVATION —High
CONFIDENCE —Low CONFIDENCE —High
This individual’s development level is D3/2 This individual’s development level is D1 and
and your leadership style should be S3/2. your leadership style should be S1.