Establishing the Skill Level

EXPERIENCE
Has the person performed KNOWLEDGE
the task in the past? Does the person
understand the task in
depth and know:
• what it involves?
• what needs to be done?
TRAINING
Has the person received • what is expected of
formal or informal training them?
on how to perform the
task?
 Development Continuum

The journey of improving performance

A B
Current High
Performance Stages of Performance Performance

Leaders job is to help people realize their potential

Skill + Morale/Willingness to traverse the distance and grow

 Establishing the Morale Level
Here are some questions you can ask to establish the morale level of your team members.

• What’s in it for them?

• How confident are they about executing

this task?
• Are they confident of doing a brilliant job
at this task?

• Are they looking forward to taking up this

task?
• Does this challenge excite them?

• How comfortable are your team members

in performing the task?
• Do they see any risk or apprehension in
taking up this task?
 Individual Needs Styles
High
QUALIFIED CONFIDENT
- Experienced at task - Experienced at task
- Lacks confidence and willingness to take - Trusts their own ability
responsibilities - Willing to take responsibility for tasks
- Sometimes hesitant, unsure, tentative - Consistently competent; justifiably
- Self-critical confident
- May be bored with goal or task - Considered as SME
- Makes productive contributions when - Inspired; inspires others
working in teams
SKILL

BEGINNER LEARNER

- Lacks skill for the job - New to task or goal; inexperienced

- Low on ownership - Unable to take responsibility of the task
- Frustrated - Willing to take up new tasks
- Discouraged - Eager to learn and be directed
- Inconsistent performance

Low MORALE High

 The Two Leadership Behaviors
DIRECTIVE SUPPORTIVE
Telling and showing people: Spending time with people:
• What to do? • Listening.
• When to do it? • Facilitating a self-reliant and problem-solving
• How to do it? approach in team members.
• Giving frequent feedback on results.

It also involves: It also involves:

• Giving directions. • Involving team members in the
• Establishing goals & how to achieve them. decision-making process.
• Defining methods of evaluation & timelines. • Encouraging and praising them from time to
• Defining roles. time.
 Contextual Team Leadership
High
QUALIFIED CONFIDENT

PARTNERING ENTRUSTING
Directive Directive
Supportive Supportive
SKILL

BEGINNER LEARNER

DIRECTING GUIDING
Directive Directive
Supportive Supportive

Low MORALE High

 Partnering Leadership Style

High skill
Individual Needs Styles

QUALIFIED
Traits of Partnering leadership style

 The leader and the individual make

decisions together. The role of the
PARTNERING leader is to facilitate, listen, draw out,
encourage, and support.
Directive
 Asking/Listening
Supportive  Reassuring
 Facilitating self-reliant problem solving
 Collaborating
 Encouraging feedback
 Appreciating

Low morale
 Directing Leadership Style
Low morale

Individual Needs Styles Traits of Directing leadership style

BEGINNER
 The leader provides specific direction
about goals, shows and tells how, and
closely tracks the individual’s
performance in order to provide
DIRECTING frequent feedback on results
 Planning/prioritizing
Directive  Orienting
Supportive  Teaching/showing and telling how
 Checking/monitoring
 Giving feedback
 Leader focuses communication on goal
Low skill

achievement
 Entrusting Leadership Style
High skill

Individual Needs Styles Traits of Entrusting leadership style

CONFIDENT
 The leader empowers the individual to
act independently with appropriate
resources to get the job done.
 Allowing/Trusting
ENTRUSTING  Confirming
 Empowering
Directive  Affirming
Supportive  Acknowledging
 Challenging
 Leader lessens involvement in planning,
control of details, and goal clarification
 Leader delegates day-to-day decision-
making control, but is available to
facilitate problem solving
High morale
 Guiding Leadership Style
High morale

Individual Needs Styles

LEARNER Traits of Guiding leadership style

 The leader explains why, solicits

suggestions, praises behaviors that are
approximately right, and continues to
DIRECTING direct goal or task accomplishment
 Explaining/clarifying
Directive  Redirecting
Supportive  Sharing feedback
 Encouraging
 Praising
 Defining
Low skill