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Transforming worst nightmare leader agile2012

Dave Neuman
Dave Neuman

The document discusses situational leadership and transforming worst nightmare leaders. It presents a game to explore worst nightmare leaders by imagining, drawing, and presenting them. It then introduces the situational leadership model involving four development levels (competence and commitment) and four leadership styles (directive and supportive behaviors). Leaders should diagnose an individual's development level and apply the appropriate leadership style to help them become more competent and committed. Flexibility and diagnosis are important skills for situational leaders.

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Transforming a Worst Nightmare Leader to a Situational Leader Dave Neuman Agile2012, Dallas TX -- August 15, 2012 @daveneuman -- http://daveneuman.com/
We have great leaders...
And we have our worst nightmares...
Lets play a game... My Worst Nightmare to explore our worst nightmare... Leaders
My Worst Nightmare Leader... Step 1. Imagine Step 2. Draw Step 3. Present
My Leadership Sandwich Purpose / Passion / Vision Leader Styles Trust Teamwork Individuals / Personalities
WHO WHAT 4 Development For anyone looking Model for Levels to help people developing 4 Leadership accomplish goals people Styles Situational Leadership II - Ken Blanchard WHEN WHY ALL THE TIME! Leadership is Competence projects, initiatives, practices, an in鍖uencing individual development Commitment process
SL II - Development Levels Competence = Task knowledge + transferable skills Commitment = Motivation + con鍖dence
SL II - Development Levels Low Competence High Competence Unique High Commitment to the individual and task Enthusiastic, Curious, Excited, Inexperienced Expert, Self-Reliant, Self- Assured, Independent at hand Low Commitment Diagnosis is a key skill for a leader Confused, Frustrated, Pretty capable, Hesitant, Self- Overwhelmed, Discouraged critical, Sometimes Bored
SL II - Development Levels Low Competence High Competence High Commitment Unique I need more I need authority and to the Direction Challenge I like I need priorities autonomy I got it individual I'm excited to start my new under control and task Enthusiastic, Curious, Excited, Inexperienced assignment Expert, Self-Reliant, Self- Assured, Independent at hand Low Commitment I need to know Why Oh No! I'm not sure what I need a vote of confidence Diagnosis is a key am I doing I'm doing This? here I need skill for a I'm encourage not ment I need your comfortable leader opinion yet, I might be doing it wrong Confused, Frustrated, Pretty capable, Hesitant, Self- Overwhelmed, Discouraged critical, Sometimes Bored
SL II - Leadership Styles
SL II - Leadership Styles High Directive Low Directive Low Supportive Unique to the individual and task at hand Defining, Planning, Acknowledging, Challenging, Teaching, Giving feedback Empowering, Trusting High Supportive Flexibility is a key skill for a Asking/Listening, Facilitating, leader Exploring, Explaining, Collaborating, Encourage Feedback Encouraging, Sharing Feedback
SL II - Leadership Styles High Directive Low Directive Low Supportive still a D1? Excited to still a start? D4? Thanks for all your Unique effort! Just do This... Ready to the for a new challenge ? Run with this, I individual and task Let me trust you show you Defining, Planning, Teaching, Giving feedback Acknowledging, Challenging, Empowering, Trusting at hand THis is High Supportive why... What is your Flexibility still a still a D3? recommendation? D2? You're doing Great is a key That's closekeep working at Keep Let's decide skill for a doing this... it together leader Asking/Listening, Facilitating, Exploring, Explaining, Collaborating, Encourage Feedback Encouraging, Sharing Feedback
Flexibility in Leadership Style Theres no best style... just the right one at the right time D1 S1 Anti-patterns Oversupervision D2 S2 (micro-management) D3/4 - S1 D3 S3 Undersupervision (thrown to the wolves) D1/2 - S4 D4 S4 Regression can occur D4 D3 D2
Now, what do we do about our nightmare leaders? How do we help How do we avoid those were traps ourselves as coaching / leading? leaders?

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Transforming worst nightmare leader agile2012

  • 1. Transforming a Worst Nightmare Leader to a Situational Leader Dave Neuman Agile2012, Dallas TX -- August 15, 2012 @daveneuman -- http://daveneuman.com/
  • 2. We have great leaders...
  • 3. And we have our worst nightmares...
  • 4. Lets play a game... My Worst Nightmare to explore our worst nightmare... Leaders
  • 5. My Worst Nightmare Leader... Step 1. Imagine Step 2. Draw Step 3. Present
  • 6. My Leadership Sandwich Purpose / Passion / Vision Leader Styles Trust Teamwork Individuals / Personalities
  • 7. WHO WHAT 4 Development For anyone looking Model for Levels to help people developing 4 Leadership accomplish goals people Styles Situational Leadership II - Ken Blanchard WHEN WHY ALL THE TIME! Leadership is Competence projects, initiatives, practices, an in鍖uencing individual development Commitment process
  • 8. SL II - Development Levels Competence = Task knowledge + transferable skills Commitment = Motivation + con鍖dence
  • 9. SL II - Development Levels Low Competence High Competence Unique High Commitment to the individual and task Enthusiastic, Curious, Excited, Inexperienced Expert, Self-Reliant, Self- Assured, Independent at hand Low Commitment Diagnosis is a key skill for a leader Confused, Frustrated, Pretty capable, Hesitant, Self- Overwhelmed, Discouraged critical, Sometimes Bored
  • 10. SL II - Development Levels Low Competence High Competence High Commitment Unique I need more I need authority and to the Direction Challenge I like I need priorities autonomy I got it individual I'm excited to start my new under control and task Enthusiastic, Curious, Excited, Inexperienced assignment Expert, Self-Reliant, Self- Assured, Independent at hand Low Commitment I need to know Why Oh No! I'm not sure what I need a vote of confidence Diagnosis is a key am I doing I'm doing This? here I need skill for a I'm encourage not ment I need your comfortable leader opinion yet, I might be doing it wrong Confused, Frustrated, Pretty capable, Hesitant, Self- Overwhelmed, Discouraged critical, Sometimes Bored
  • 11. SL II - Leadership Styles
  • 12. SL II - Leadership Styles High Directive Low Directive Low Supportive Unique to the individual and task at hand Defining, Planning, Acknowledging, Challenging, Teaching, Giving feedback Empowering, Trusting High Supportive Flexibility is a key skill for a Asking/Listening, Facilitating, leader Exploring, Explaining, Collaborating, Encourage Feedback Encouraging, Sharing Feedback
  • 13. SL II - Leadership Styles High Directive Low Directive Low Supportive still a D1? Excited to still a start? D4? Thanks for all your Unique effort! Just do This... Ready to the for a new challenge ? Run with this, I individual and task Let me trust you show you Defining, Planning, Teaching, Giving feedback Acknowledging, Challenging, Empowering, Trusting at hand THis is High Supportive why... What is your Flexibility still a still a D3? recommendation? D2? You're doing Great is a key That's closekeep working at Keep Let's decide skill for a doing this... it together leader Asking/Listening, Facilitating, Exploring, Explaining, Collaborating, Encourage Feedback Encouraging, Sharing Feedback
  • 14. Flexibility in Leadership Style Theres no best style... just the right one at the right time D1 S1 Anti-patterns Oversupervision D2 S2 (micro-management) D3/4 - S1 D3 S3 Undersupervision (thrown to the wolves) D1/2 - S4 D4 S4 Regression can occur D4 D3 D2
  • 15. Now, what do we do about our nightmare leaders? How do we help How do we avoid those were traps ourselves as coaching / leading? leaders?