If Only I Knew About Starbucks Leadership Training 5 Years Ago!

Summary

The video script delves into the concept of situational leadership, a key skill at Starbucks, developed by Dr. Paul Hersey and Ken Blanchard. It explains how leaders should adapt their style based on an individual's skill and commitment levels, using a simplified model to quickly assess and apply one of four leadership styles: directing, coaching, supporting, or delegating. The speaker shares his experience with mentorship and distills complex leadership training into an accessible framework for effective management.

Takeaways

• 📘 The primary skill at Starbucks is situational leadership, which is a focus for VPs and C-level executives and is trained every 3 months.
• 👨‍🏫 Situational leadership was developed in the 1960s by Dr. Paul Hersey and popularized by Ken Blanchard in his book 'The One Minute Manager'.
• 📚 The speaker was mentored by the COO of Starbucks and learned the internal leadership training, including a 36-page training booklet on situational leadership.
• 🔄 Situational leadership balances skill and commitment, assessing individuals on a project-by-project basis for their competency and motivation.
• 🔢 The speaker simplified the traditional, complex model of situational leadership into a more entrepreneurial version that can be taught in 15 minutes.
• 👥 The model assesses individuals' skill levels in three categories: no skill (0), some skill (1), and a lot of skill (2), and commitment levels similarly.
• 🛠️ There are four leadership styles corresponding to different combinations of skill and commitment levels: directing (S1/D1), coaching (S2/D2), supporting (S3), and delegating (S4).
• 👶 The directing style is akin to teaching a 2-year-old, providing clear, step-by-step instructions without needing to explain the rationale.
• 🤝 The coaching style involves explaining the plan and getting buy-in from the individual, which is crucial for CEOs or those highly committed but lacking skill.
• 🚀 The supporting style is about being available for help while encouraging the individual to come up with their plan, suitable for competent but less committed individuals.
• 🏆 The delegating style is for highly skilled and committed individuals, where the leader gives the project and follows up less, trusting the individual's capabilities.
• 🗣️ Effective leadership involves asking individuals to self-assess their skill and commitment levels and agreeing on the appropriate leadership style to apply.

Q & A

What is the primary focus of leadership training at Starbucks?

The primary focus of leadership training at Starbucks is situational leadership, which is emphasized through regular training sessions every three months.

Who developed the concept of situational leadership?

Situational leadership was developed in the 1960s by Dr. Paul Hersey, who wrote a best-selling book called 'Situational Leader'.

What is the relationship between Ken Blanchard and situational leadership?

Ken Blanchard, a management guru, is associated with situational leadership through his book 'The One Minute Manager,' which is considered one of the best books on leadership.

How can the situational leadership model be simplified for easier understanding and application?

The traditional situational leadership model can be simplified by focusing on two factors: skill and commitment, and using a rating system of zero, one, or two to assess these levels.

What are the four leadership styles that can be applied based on the simplified model?

The four leadership styles are S1 (directing), D1 (coaching), S3 (supportive), and S4 (delegating), which correspond to different levels of skill and commitment.

How does the speaker assess skill levels in the simplified model?

Skill levels are assessed as zero (no skill), one (some skill), or two (high skill), with zero not implying a person is bad, just that they lack proficiency in a specific area.

What factors influence a person's commitment level in a project?

Factors influencing commitment levels include being new to a job, feeling nervous, or being overwhelmed with other tasks, which can affect their willingness to engage with a new project.

How does the speaker describe the S1 leadership style?

The S1 leadership style is very directing and micromanaging, providing step-by-step instructions without the need for explanation, similar to teaching a 2-year-old.

What is the purpose of the D1 leadership style?

The D1 leadership style involves coaching and selling, where the leader provides a plan, explains why it is done a certain way, and seeks buy-in from the team member.

How does the S3 leadership style differ from the S1 and D1 styles?

The S3 leadership style is more supportive and participative, encouraging the team member to come up with a plan and offering help when needed, rather than providing detailed instructions.

What is the role of the S4 leadership style in managing highly skilled and committed individuals?

The S4 leadership style involves delegating the project entirely to the individual, with minimal follow-up, trusting them to handle the task independently.

How can leaders determine the appropriate leadership style for a team member?

Leaders can determine the appropriate style by asking team members to self-assess their skill and commitment levels, and then agreeing on the style that best fits their current needs.