* Company Confidential * Login Screen Has three functions: 1. Controls access to the rest of the app by requiring the entry of an issued access code (credential validity checked and tracked via web service) 2. Provides a little tech support for those who are confused by activation code 3. For those who downloaded the free app just to check it out, provides a bit of information on SLII and how to learn more Situational Leadership® II Enter your activation code: What does this app do? What’s an activation code?
Login Screen Has three functions: Controls access to the rest of the app by requiring the entry of an issued access code (credential validity checked and tracked via web service) Provides a little tech support for those who are confused by activation code - PowerPoint PPT Presentation
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* Company Confidential *
Login Screen
Has three functions:1. Controls access to the rest of
the app by requiring the entry of an issued access code (credential validity checked and tracked via web service)
2. Provides a little tech support for those who are confused by activation code
3. For those who downloaded the free app just to check it out, provides a bit of information on SLII and how to learn more
Situational Leadership® II (SLII®) is a model for developing people so they can become self-directed and reach their highest level of performance. SLII® is based on the relationship between what an individual needs on a goal or task (“development level”) and what their leader is providing them (“leadership style”). Effective leadership lies in matching the appropriate leadership style to the individual’s development level.
Diagnosing Development Level The first step in using SLII® is to diagnose an individual’s development needs on a specific goal or task.
Development level is a combination of two
This content introduces the basic concepts of SLII. It’s a quick reference they can return to anytime.
There are four development levels. Click each of the development levels below to learn about them:
Enthusiastic BeginnerLow Competence, High Commitment• Inexperienced on the goal or task • Eager to learn• Willing to take direction• Enthusiastic, excited, optimistic
An interactive graphic that shows details of each development level when the user clicks on/presses them
Leadership Style Leadership style is a pattern of behaviors leaders use over time, as perceived by others. There are two types of leadership behaviors:
There are four leadership styles consisting
Directive BehaviorTelling and showing people what to do, when to do it, how to do it, and providing frequent feedback on results
Supportive BehaviorListening, facilitating self-reliant problem solving, encouraging, praising, and involving others in decision making
There are four leadership styles consisting of four different combinations of Directive and Supportive Behaviors.
DIRECTINGHigh Directive Behavior and Low Supportive Behavior
The leader provides specific direction about goals, shows and tells how, and closely tracks the individual’s performance in order to provide frequent feedback on results.
S1
COACHINGHigh Directive Behavior and High Supportive Behavior
There are four leadership styles consisting of four different combinations of Directive and Supportive Behaviors. Click a leadership style below to learn about it:
Style 1Directing
Style 2Coaching
Style 3 Supporting
Style 4 Delegating
DIRECTINGHigh Directive Behavior and Low Supportive Behavior
The leader provides specific direction about goals, shows and tells how, and closely tracks the individual’s performance in order to provide frequent feedback on results.
An interactive graphic that shows details of each development level when the user clicks on/presses them
Shows users the development level indicated by their answers to the prior questions (name, C&C, behaviors) and provides leadership style tips (what to say, what to do).
Leadership Style Tips
Behaviors you may see
D2 Disillusioned Learner• Low to some competence• Low commitment
• Has some knowledge & skills; not competent yet
• Frustrated; may be ready to quit• Discouraged, overwhelmed, confused• Developing and learning; needs
reassurance that mistakes are part of the learning process
Disillusioned Learner• Low to some competence• Low commitment
• How are things going?• How do you assess your progress• How realistic are the timelines?• What concerns do you have?• What do you think you could do to …?• What else could you do?