If you are a newly appointed department heads, you need to take over an efficient functioning of the sector, but the former managers have firmly in control of the situation, and you want to let the working environment more humane, and maintain effective working situation.
At this point, you have four choices, A is to avoid conflicts and not to exert pressure, B is willing to discuss with the employee at any time, but does not enforce results, C is a clear expression of your feelings and help them achieve goals, D is a swift and effective action, the renewed work direction. Which one would you choose?
This was the Marcom veteran certified instructor for longzi stand more than 20 enterprises middle management for "situational leadership" training game scene. In the training, participants are arranged every 2 people in a group game. The table on the two-fold cards, a stack is situated, a stack of action card. Dragon seed stand to explain game rules: each group to take one situation card and then take one action cards, action card has four answers, please make a selection. The above problem select D can get the highest score. “
This game, the situation of each card represents leadership may encounter a management situation, and the action card represents the behavior and way of disposal. The goal of the game is to train leaders determine accurately the status and the ability to react quickly. Dragon seed legislation, as repeatedly remind the student leader, different State employees to adopt a different management style, you can establish your own leadership, this is the core of situational leadership.
In the above case, according to the "longzi lap situational leadership" model, select D is optimal answer. Since the new supervisor, the employee is equivalent to new employees, is a work of will, not the actual ability of the State. In order to improve performance as soon as possible, competent to clearly inform their own work, and enable employees to perform, as soon as possible in order to achieve better results, so relative to other answer, D is a more appropriate method.
Explains the case, figuratively longzi Li said: "the leadership of the different behavior of management results are completely different. For example, you see me wearing a suit play collar brings class, will impress on me; if I am wearing a Hawaiian flower shirt flower shorts, wearing a pair of slippers, is another impression; while I only wear underwear in class, we feel it is not the same. I'm not getting that speech content does not change, the examples too, but the effect will be quite different. But on the leader, situational leadership is like playing baseball, you should, according to the different ball to adjust your swing posture, let you go out to the ball more accurately hit the target. ”
4 employees, 4 kinds of management methods
Dragon seed Mayer told reporters that the founder of the situational leadership model is the world famous behavior scientists Paul. Herzegovina (PaulHersey). In 1969 he published the classic management and organizational behavior, comprehensively expounded the situational leadership model. Today, situational leadership is not only an advanced leadership model, is a practical leadership tools and skills, through training, exercises, and daily and skillful continually.
Today, global has 125 countries over 10 million managers received this training and application of this model; in the Fortune 500 list, with over 400 companies and senior managers to learn about the course.
The so-called situational leadership model, is to be a leader as the center of practical leadership skills, according to the circumstances, by the leader readiness judgement, the leader in a timely manner to adjust their own leadership style, achieved implementation of the best results.
The core of situational leadership theory is that staff's behavior is leading the implementation of the fundamental mode of administration. Due to each employee's working conditions, management should differ, the "situational leadership" means that you cannot use the same method to carry out management, leading to determine which employees are in a State and intentionally adjust their leadership and management style.
Therefore, for managers, implementing situational leadership's first step should be to employees ' needs and the state judge, then take the corresponding management methods, which are broadly classified into work behavior, and relationships Act: work behaviors are the guiding behavior, and relationships is communication.
Herzegovina, after the study finds that employees of the development process can be divided into four phases, also known as the employee's "readiness status".
Of these, the first stage of "no confidence, not competent" (R1), the second phase is "confident, not competent" (hereinafter referred to as R2), the third stage of "no confidence and capability" (R3), the fourth phase is the "confidence, capability" (R4).
In the status of employees, R1 administrators will find, order and strict supervision of the employees most effectively, you need the "guiding" work; on the status of employees in R2, you need to explain their decisions, and give them an opportunity to be heard, known as the "marketing-" management; in R3 State employees, is to assist and encourage staff participation in decision-making for the management of the "participatory"; and in the status of employees, R4 leaders can be the right decision and execution to him, "-" management mandate.
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