Monday, June 11, 2012

Level and style… Does it matter?

Development level of your team and your leadership style…
We always say that every child is different and unique, but when the same child grows we don’t believe on this, at least in the organization. Every employee is different and unique. They have different personalities, styles, their IQ, EQ, SQ levels. I came from the joint family; you learn most of the man- management and interpersonal aspects in the joint family. If you are not from joint family, it is decided by the community, society and school colleagues. Your active participation in these groups helps you to understand the human dimension better.  That is the reason; why we should allow and even ask our children to spend more time with their friends, sports and certain community activities.

When it comes, in the organization, this experience helps you to work in a team or manage a team.  You will be more effective, successfully bring out the best in others and get the best results when you have the ability to flex your style to suit the particular situation.

And when I say the style to suit the particular situation, I am very much convinced with the situational leadership model developed by Ken Blanchard and Paul Hersey in the late 1960s.

Let’s make it simple. If you are a team as a member or as a team leader or a leader, you may have to understand the different styles of people first.

Take an example of 4 children a class,

1.       The child who is learner, he has high commitment and always ahead with studies and homework. However he needs more inputs. They need tuitions.  
2.       The child who does not like studies, he has low commitment and always behind. He is backbencher and very slowly come forward. Teacher need to take more initiatives to get work from this child. 
3.       The child who is far ahead as compared with other children. He is fast, he knows everything, and he has high IQ. Very high competence, but his interests vary. He will learn computer game and all of sudden will go for watching cartoon, sometimes read books and sometimes search on Google. But his interest level can be determined easily. Parents like such children and even they force these children to different classes, academics, swimming, dancing, singing, tennis etc etc.     
4.       The child who is very good and excellent in all facets and has high commitments. He is similar to the child in point 3, but with high commitment.

What does this mean? Let’s put them in structured box and title them…

First child has low competence but high commitment: The “Enthusiastic Beginner”

Employee may be new in the organization and team. He is excited about the job; however he is not aware about “how” part. He does not have the kills required to perform the job.

Second child has low competence and low commitment: The “Disillusioned Learner”

Employee may have been around for a while and may have some relevant skills. Motivation and enthusiasm have dropped. Inconsistent in their performance and unsure of the difference they make.

Third child has really high competence, but variable commitment. Commitment is depend upon his interest level. : The “Reluctant Contributor”

Employee has probably been around for a while and is quite experienced and capable. At times though, lacks the confidence to do things alone and/or the motivation to do it well. He might be bored and looking for new challenges.

Fourth child is ideal kid! He has high competence and high commitment: The “Perk Performer”

Employee enjoys what he is doing, is highly competent and probably even teaching others skills.

Now I hope that you must have understood the child (employee) and his style.  

If you put above philosophy, it will look as under:

Once you put your team members and employees in above grid, you will be able to design the matching style with each person.  The main challenge is how to do that.

Let’s see this in next week…..

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