Situational Leadership Assessment
The “Situational Leadership Business Scorecard Diagnostic Rating Matrix” is a great tool for identifying key driver’s in building and growing employee performance under the Situational Leadership model (Blanchard, 2016
Situational Leadership is a contingency based model that recognizes that individuals will display varying levels of proficiency depending on task, motivation, and context. As a
The Business Scorecard
The Business Scorecard is a great tool to help organizations draft strategic initiatives within a system’s framework. What this does is support the organization to identify goals that fall within all primary areas of the organization (or service line, program area, etc) to ensure that growth and sustainability to achieve throughout. The reason why this approach is important is because a neglected area can undermine all other efforts.
The framework describes in this video strengthens the organization to build the core, and thus adaptive, competencies needed to be effectiever-changing changing business & regulatory environment.
Discrete skills are only effectively applied in a specific situation and are not generalizable. In contrast, core competencies represent a complex and adaptive skill set that is able to generalize to different situations, demands, and product/service specifications. So the goal is to build complex skill sets to form core competencies that are 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, although the benefit of the Situational Leadership Model is that it helps evaluate where to focus and 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.
Evaluates Individual Staff within the following competencies (scorecard approach):
Customer Service Competencies:
* Business Competencies:
* Mission Statement Competencies:
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.