Situational leadership emphasizes, among other things, the ability of a leader's diagnostic ability to influence the importance of a person, or its effectiveness.
But even with good diagnostic skills, leaders will not be effective unless they know how to adapt their leadership style to their needs. The leader must have the flexibility and skills to change his behavior when necessary.
Effective diagnosis and competence problems as effective leaders Successful application of situational leadership theory.
Leaders develop their own leadership style that takes time to implement and depends on their experience and training.
There are four internal forces that can influence leadership style:
- Values: Leadership understands the way in which formal decisions are made and the way in which he understands the important responsibilities of employees;
- Trust in officials: Will Decided to be handed to officials and have confidence in the results of the results
- Leadership: Leaders may have a dominant style, prefer to work in teams and make employees make decisions he deems most appropriate;
- No Determine the sense of security in the situation: It has a great influence on the manager's willingness to allocate control decisions to others.
Behavior in relationships is a way for leaders to communicate effectively. The exchange of information stems from a relationship based on support and encouragement. Leaders must listen to people's opinions.
There are four items to determine the leadership style to use:
- Determination : Directly for low-mature people. This image is characteristic of someone who has the ability or is unwilling to take responsibility for the task. This may be due to the insecurity of the mission. People who put forward this type of corruption must be supervised.
- persuasion : Matured in the middle and low ranks of the crowd, they can not complete the task, but can take responsibility, is a person who trusts you.
- Sharing : The leader here is capable, but its decision is weakened by a lack of security and takes responsibility if necessary. The result is that leaders should focus on the behavior of relationships and maintain open communication to create a stimulating environment.
- Representative : Leaders give directions in small doses, and are also small doses of support.
Comprehensive leadership style:
Style 1 : Leadership to guide its staff. Leaders provide specific instructions and closely monitor the execution of tasks.
Style 2 : The leader trained before. Leaders continue to pay close attention to the implementation of the task and explain the decision and encourage development.
Style 3 : Leaders support these decisions. Leaders promote and support officials' missions and share their decision-making efforts with them.
Style 4 : Leaders delegate tasks to employees. Leaders submit responsibility for decision-making and responsibility for solving problems to officials.
Maturity
The concept of security in system leadership can be defined as the phase of growth. Humans have the ability and willingness to express their attitudes, guide their own actions, and be able to take responsibility.
Humans can advance or return, depending on some moments of stimulation, both at work and outside. Stimuli can be seen more clearly in the opportunity to perform new tasks.
Everything depends on the degree of stimulation achieved. To find a solution to the problem of inefficiency, the standard can be used to monitor the task manager so as to pass the necessary knowledge and make employees more secure through the incentives given.
Mental maturity
The concept defined in psychological maturity is described by the ability and motivation to perform tasks. If leaders provide favorable conditions, then employees will be well connected in the right way. Psychological maturity refers to the ability to trust, be motivated, and ready to perform tasks. This happens when individuals mature over time. The age of the individual is an important factor, but it is not a decisive factor in the development of mature psychology.
Work to be done cannot simply check for psychological maturity: You must check the entire context of the task to be developed and the variables to be completed.
Development means the growth of spare parts and a specific world. The impact of individuals and events occurs in everyday life, affecting the growth of personality. This growth not only occurs on new elements but also on elements that add existing elements. This is the so-called maturation process.
Therefore, leaders who focus on specific growth can provide higher leadership maturity. He should consider developing individual components of his personality so that there can be a global development and therefore include the conditions under which he works there.
Mature work
It is considered to be the ability to perform tasks involving its expertise. People with high maturity perform their functions without assistance. On the contrary, people with low maturity need to develop the required maturity of the
work in a very technical direction. It can be improved through training. Knowledge and technical expertise are two requirements for achieving safe work. When someone is mature, they can achieve their goals.
According to situational leadership is three phases:
1) determination (low maturity)
2) persuade (moderately moderate maturity), and
3) share (medium high).
The maturation of work is described through technical capabilities, ie the knowledge of the tasks to be completed.
If the leader provides favorable conditions, then this is a good guide. Work maturity is related to employee's confidence in themselves and their commitment to technical capabilities developed by employees, or has a high degree of maturity. This is necessary to provide an overview of the environment in which employees work, and to analyze them for psychological maturity and work.
This concept shows that the more leaders guide the relationship and technical behavior, the stronger the motivation, gain confidence and become more mature, and have a positive impact on managers and companies.
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Orignal From: Leadership - Effective Capabilities
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