Situational Leadership
Skills Worksheet
- Goal Setting
- Diagnosing
- Matching
1. Goal Setting w/ STRAM
- Specific - What exactly is the goal or task? What does a good job look like? Be in writing
- Trackable - Is there a way to track progress? Are there measures? Be in writing
- Relevant - Is the goal important and aligned with organizational goals? Bigger picture
- Attainable - Is the goal realistic and achievable? Demotivational if not.
- Motivating - Am I excited and interested in this goal? Why is it (un)motivating for you?
Goal Setting Exercise
Draft Goal:
Specific:
Motivating:
Attainable:
Relevant:
Trackable:
Obstacles: e.g. what resources you need
Solutions:
Final Goal:
2. Diagnosing
Development Level is a combination of two factors:
Don’t confuse commitment with competence
Competence
- Demonstrated goal or task-specific knowledge and skills
- Demonstrated transferable knowledge and skills
Commitment
Development Levels
Development level is goal or task specific.
Developing
D1 Low Competence High Commitment
D2 Low to Some Competence Low Commitment
D3 Moderate to High Competence Variable Commitment
D4 High Competence High Commitment
Developed
D1 - Enthusiastic Beginner
You have the energy, but don’t know where to focus that energy.
Competence
- New to the goal or task
- Inexperienced
- Don’t know what they don’t know
Commitment
- Eager to learn; curious, willing to take direction
- Enthusiastic; excited
- Confident about transferable skills; confident learning won’t be difficult
D2 - Disillusioned Learner
Could use more direction on the how as well as encouragement.
Competence
- Has some knowledge and skills; learning; not competent yet
- Doesn’t know how to move forward
- Inconsistent performance and progress
Commitment
- Discouraged and frustrated; may be ready to quit
- Overwhelmed; demotivated
- Confused and concerned; afraid of making mistakes
D3 - Capable, but Cautious, Contributor
Pull back on showing the person how and let them do it
Competence
- Demonstrated competence; experienced
- Makes productive contributions
- Generally skillful and adept
Commitment
- Sometimes hesitant, unsure, tenative
- Not always confident; self-critical
- May be bored or apathetic
D4 - Self-Reliant Achiever
Competence
- Accomplished
- Consistently competent
- Recognized by others as an expert
Commitment
- Self-reliant; autonomous
- Justifiably confident; self-assured
- Inspired; inspires others
Leadership Style
Flexibility - the ability to use a variety of leadership styles, comfortably
S1 - Directing (for D1)
- Help others build competence
- High Directive and Low Supportive Behavior
- Leader: I’ll decide
- Check in frequently
S2 - Coaching (for D2)
- Re-energize and reteach
- High Directive and High Supportive Behavior
- Leader: Let’s talk, I’ll decide
- Explore concerns and encourage
- Explain why
S3 - Supporting (for D3)
- Build confidence in competence
- High Supportive and Low Directive Behavior
- Leader: Let’s talk, you decide
- Ask D3 for input about what and how
- Listen and encourage
- Facilitate problem solving by asking open-ended questions
S4 - Delegating (for D4)
- Low Supportive and Low Directive Behavior
- Leader: You decide
Directive Leadership Behaviors
- Setting SMART goals
- Showing and telling how
- Establishing timelines
- Identifying priorities
- Clarifying roles
- Developing action plans
- Monitoring and track performance
Supportive Leadership Behaviors
- Listening
- Facilitating self-reliant problem solving
- Asking for input
- Providing rationale
- Acknowledging and encouraging
- Sharing information about the organization
- Sharing information about self