Situational Leadership Model (Ken Blanchard)

Summary

In this video, Jessica from Cultural Business explains the Situational Leadership Model (SLM), developed by Ken Blanchard. The SLM focuses on adjusting leadership styles based on an employee's readiness level, which encompasses their willingness and skill to perform tasks. The model outlines four leadership styles: directing (S1), coaching (S2), supporting (S3), and delegating (S4), each corresponding to different employee development levels. Jessica provides examples for each style and encourages viewers to consider which style might be best for various hypothetical situations, emphasizing the importance of adapting leadership approaches to meet the needs of employees at different competency and commitment levels.

Takeaways

• 😀 The Situational Leadership Model (SLM) is a framework that helps leaders adapt their style based on the needs of their team members.
• 🧩 Developed by Ken Blanchard, SLM emphasizes the importance of matching leadership style to the employee's readiness level, which includes their willingness and skill to perform a task.
• 🤝 Relationship Behavior refers to the supportiveness a manager should provide when assisting an employee, which is a key component of SLM.
• 🛠 Task Behavior pertains to the style a manager should use when managing employees, which is determined by the employee's readiness level.
• 🔍 The model identifies four leadership styles: supporting, coaching, delegating, and directing, each corresponding to different levels of employee readiness.
• 📈 The readiness level of an employee is gauged by their competence and commitment to perform the task at hand.
• 🔑 D1 represents employees who are new and enthusiastic but lack specific skills, requiring a directing leadership style (S1).
• 🛑 D2 employees have some skills but need guidance and support, aligning with a coaching leadership style (S2).
• 🔄 D3 employees are competent but may lack confidence or motivation, calling for a supporting leadership style (S3).
• 🏆 D4 employees are highly competent and committed, making them suitable for a delegating leadership style (S4).
• 🔄 SLM is not static; it requires leaders to be flexible and adaptive, adjusting their approach based on the evolving readiness levels of their employees.

Q & A

What is the Situational Leadership Model (SLM)?

The Situational Leadership Model (SLM) is a leadership theory developed by Ken Blanchard that explains how and when to use different management styles based on the readiness level of employees, which includes their willingness and skill to perform a task.

Who developed the Situational Leadership Model?

Ken Blanchard developed the Situational Leadership Model. He is also the author of the 'One Minute Manager' series of books.

What are the three areas that the SLM looks at?

The SLM looks at three areas: Relationship Behavior, Task Behavior of the manager, and the Readiness level of the employee, which includes the employee's willingness and skill to perform the task at hand.

What does Relationship Behavior in SLM refer to?

Relationship Behavior refers to how supportive the manager needs to be when helping the employee, indicating the level of interpersonal support required.

What is Task Behavior in the context of SLM?

Task Behavior in SLM refers to the style the manager should use when managing employees based on the employees' readiness level, which is determined by their competence and commitment.

What are the four leadership styles identified in SLM?

The four leadership styles identified in SLM are Supporting, Coaching, Delegating, and Directing.

What is the D1 situation in SLM?

In SLM, the D1 situation refers to employees who are developing but not yet developed, having low competence but high commitment. They lack specific skills but are enthusiastic and eager to tackle tasks.

Can you describe the D2 situation in SLM?

The D2 situation in SLM involves employees who have some competence but low commitment. They have relevant skills but may not be able to perform the job without help, often needing frequent updates and guidance from their manager.

What is the D3 situation according to SLM?

In the D3 situation, employees have high competence but their commitment may fluctuate. They are experienced and capable but may lack confidence or motivation, requiring support to bolster their self-belief and drive.

What does the D4 situation represent in SLM?

The D4 situation represents fully developed employees with high levels of competence and commitment. These employees are experienced, comfortable with their abilities, and can work effectively with minimal supervision.

How does a leader know which leadership style to use according to SLM?

According to SLM, a leader should determine the appropriate leadership style based on the employee's readiness level, which considers their competence and commitment. The model suggests different styles for different combinations of these factors.

What is the S1 style in SLM and when is it used?

The S1 style, or Directing, is used when employees lack confidence but are enthusiastic. It involves high task focus and low relationship focus, with the leader defining rules and supervising closely.

Describe the S2 style in SLM.

The S2 style, or Coaching, is used with employees who have some competence but fluctuating commitment. It involves high task and high people focus, with the leader seeking ideas and suggestions while still making most decisions.

What does the S3 style in SLM entail?

The S3 style, or Supporting, is used for employees with high competence but variable commitment. The leader facilitates and participates in decision-making, but the employee controls the process, requiring support to bolster confidence and motivation.

What is the S4 style in SLM and when is it appropriate?

The S4 style, or Delegating, is appropriate for employees with high competence and commitment. The leader is involved at the choice of the employee, who has control over decisions and tasks, requiring minimal support.

How does the Situational Leadership Model emphasize the importance of adaptability in leadership?

The SLM emphasizes adaptability by suggesting that leaders should adjust their behaviors based on the readiness level of their followers, which includes considering the followers' competence and commitment levels, as well as the situation at hand.