Any parent with more than one child will tell you parenting strategies that work wonders with one child might totally flop with another. All people are different, and a parent or teacher or coach or leader can’t expect to treat everyone the same way and get the same results. People simply don’t work that way.
That’s why Situational Leadership® II is so effective. Rather than forcing employees to mold themselves to the whims of the boss, a situational leader learns how to assess what type of leadership would best suit each employee in given situations.
Situational Leadership® II takes a lot more care and consideration than a standard “my way or the highway” approach, but that extra attention consistently provides better results. People who work with situational leaders are generally happier in their positions, feel that they have more autonomy, and that their voices are heard. As a result, employees of situational leaders deliver better work and are much less likely to jump ship.
Here are four key competencies that Situational Leadership® II brings into the workplace:
Accelerated development – A core tenant of Situational Leadership® II is to assess how competent a particular employee is with regard to a particular task and help that employee execute SMART goals that will let them succeed. By taking a personalized, goal-based approach to work, situational leaders help their employees do more faster because they know how to step in and give support when needed and when to get out of the way. This leads to more confident and empowered employees who take initiative and get things done.
A common language – leaders trained in SLII are better business leaders in part because they help facilitate a common method of communication in the office. They improve leadership not just at the top but throughout the organization by showing their team members how to communicate in terms of real goals, honest questions, and engaged listening.
A walking morale boost – leaders who have been trained in Situational Leadership® II tend to be much better than their counterparts at retaining employees, because their approach to management is one that facilitates a more committed and open work environment. When employees feel heard, supported, and encouraged by their leaders, it makes perfect sense that they will feel more fulfilled by their work and want to grow with the company.
Proactive problem solving – By using a consistent, situationally-driven method to work through problems and generate courses of action with employees, situational leaders give their teams the tools to become more proactive. Leaders are ready to be hands-on when needed, but they also encourage creativity and growth. When employees have the confidence to try new things, great strides take place.