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Mgmt Training: Blanchard's Situational Leadership
Training & Organizational Development
Mgmt Training: Blanchard's Situational Leadership
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
We're considering a major investment in Situational Leadership with the Blanchard Group. Looking for comments - pros and cons! Thanks!
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Mgmt Training: Blanchard's Situational Leadership
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Mgmt Training: Blanchard's Situational Leadership
posted at 5/1/2001 10:14 AM EDT
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Posts: 1
First: 5/1/2001 Last: 5/1/2001 |
Hi Jim,
Generally, Situational leadership is best when there's not a lot of opportunity for the manager to observe or interact with the staff, and when the tasks being supervised are relatively simple (such as manufacturing). It's biggest advantage is helping managers \\ supervisors undestand how to do task assignment or delegation and what type of feedback or intervention to provide once the task has been assigned. The original Hersey and Blanchard material (they split apart -Hersey has done the most with the concept in terms of training materials and useful assessments) was pretty slim on manager suggestions beyond the "diagnose them in one of four levels and choose your task assignment style appropriately". Even that depends very much on the skill of the manager to effectively assess the job-task amturity of the indivudal. You'll be ahead if someone where in the training, the participants can assess their default management style (so they will know their blind spot) - maybe they could partner in the workshop with someone with a different default style to share perspectives. There was, in the previous training, little adjustment for 1) work style differences or 2) how you help your senior staffer understand why you're DIRECTING her initial steps in a new skill. Additionally, it's basically a one-on-one interactive style, and I never heard of any useful direction about how the manager relates to the team as a whole. (Sooner or later, they will have to have a staff meeting). There's a pair of difficulties managers face when implementing the Situational leadership diagnostic model. Generally, Blanchard's material (whether in ethics, one-minutes managemnet, coaching) is good on very simple models that rely on "common sense" but doesn't substantively build skills and the models are presented as if there's very little variety in supervisory situation or organizational environment. See if you can make sure that you can bring in problems specific to your learners, especially for the real-time skill practices. The more they can make it real for them, the better, and it will call on the facilitator to demonstrate problem-solving using that model. Hope this helps - I'm at ed.valentine@tellabs.com if you've questions - as always, you know your situation, so take it with a grain of salt. |
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