The “Situational Leadership Business Scorecard Diagnostic Rating Matrix” is a great tool. It helps in identifying key drivers in building and growing employee performance. This is under the Situational Leadership model (Blanchard, 2016).
Situational Leadership is a contingency based model. It recognizes that individuals will display varying levels of proficiency. This varies depending on task, motivation, and context. Different support strategies are recommended depending on the task area. These strategies are adjusted to support changing abilities over time and across contexts.
The Business Scorecard
The Business Scorecard is a great tool to help organizations draft strategic initiatives within a system’s framework. This tool helps the organization identify goals within all primary areas, such as service lines or program areas. It ensures that growth and sustainability are achieved throughout. The reason why this approach is important is because a neglected area can undermine all other efforts.
The framework described in this video strengthens the organization. It helps build the core competencies needed. These competencies are adaptive to an ever-changing business and regulatory environment.
Discrete skills are only effectively applied in a specific situation and are not generalizable. In contrast, core competencies are complex and adaptive. They can generalize to different situations, demands, and product/service specifications. The goal is to build complex skill sets. These skill sets should form core competencies. These competencies need to be adaptive across different situations and environments.
THE SITUATIONAL LEADERSHIP FRAMEWORK MATRIX
The situational leadership model has been adapted to use a ranking matrix. Situational Leadership includes four different employee development/readiness stages.
The Situational Leadership Model (SL) ranks each staff for each individual task. Meaning, staff does not remain within one tier for all tasks.
This can make this difficult for managing. However, the benefit of the Situational Leadership Model is that it helps evaluate where to focus. It also shows where more delegation can be provided.
ASSESSMENT LEVELS
Stage 1: Indicates task area needs targeted managing.
Stage 2: Indicates task area needs coaching.
Stage 3: Indicates task area needs focus on the relationship (etc.) and support to do on their own.
Stage 4: Indicates task area is fairly independent and may be a useful benchmark or resource for peer-to-peer coaching.
SITUATIONAL LEADERSHIP INNOVATION FRAMEWORK ASSESSMENT
Step One: Template #1
Situational Leadership Business Scorecard in “A System’s Thinking Approach to Leadership Innovation.” Available on Amazon.
Individual staff is evaluated within specific competencies. These competencies include Customer Service, Business, and Mission Statement. There are also Teamwork Competencies. Individual staff is then compared by averages, max ranking,
Step Two: Template #2
- Alternative Competencies Ranking Matrix
- Individual Competency Stage of Performance Averages Across a Department and/or Team
Step Three: Template #3
- Action Planning Template to Build Core Competencies
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References:
Barker, T. (2017). A System’s Thinking Approach to Leadership Innovation(2nd ed.). Amazon Publishing.
Blanchard, K. (2016). Situational Leadership® Development. Retrieved March 12, 2016, from http://www.kenblanchard.com/Solutions/Situational-Leadership-Development
Kaplan, R. S., & Norton, D. P. (2001). The strategy-focused organization: How balanced scorecard companies thrive in the new business environment. Boston, MA: Harvard Business School Press.