There is much talk about Leadership in conferences, forums, business schools and universities, and there are also many and very diverse definitions as well as theories.
But for me, the Situational Leadership Theory of Blanchard and Hersey is the most complete and accurate and it is the one that I transmit in all the seminars and conferences on people management and leadership that I teach to managers, executives and entrepreneurs, since I work with the Manager from his flexibility and always according to the needs of his employees or collaborators.
This Theory tells us that the most effective Leadership is the one that adapts to the collaborators in each situation, that is, we have to exercise leadership appropriate to the needs of the team members.
He talks about 3 key variables to exercise that effective Leadership in companies and organizations, on the one hand those that affect the Leader (such as support for his team and the direction of the same) and on the other hand that affects the employee or collaborator who It is the level of preparation of the same.
You, as a manager, have to be able to detect what the level of preparation of each person that makes up your team is to know what leadership style you have to apply with each of them and thus get your people to carry out the tasks, reach the set objectives, especially with involvement and will and without any type of imposition.
This level of preparation is determined by 2 variables, the skills (which are acquired through training and experience, among others), which are Knowing How to Do and Motivation (mainly determined by attitudes), which are Wanting to Do It.
Here in Wanting to do a task, a function (in attitude) is where Executive Coaching as a work tool plays a fundamental role to help both you and your company.
When a person knows how to do their tasks or functions (they have the ability) but they do not want to do them (their motivation is low), you, as a Leader, have to use a leadership style of Support or Leader Coach, for that person to develop and go from not wanting to do to wanting to do it.
In this situation and through executive coaching we would work with that person what they need from their boss and from their organization (that they listen to them, be able to have an exchange of ideas, that they reinforce and support them, that they encourage them to make decisions …..).
I invite you to reflect for a moment on the questions that I ask you below:
Do you know what your dominant leadership style is?
Do you apply different leadership styles with your team members?
Do you know what the level of preparation of your employees or collaborators is?
Do you know what the skills of these employees are?
Do you know what the motivations of those employees are?
If most of your answers are no, now reflect on the following questions:
Do you want to exercise effective leadership?
Do you want your people to perform their functions and tasks?
Do you want your people to achieve the objectives set?
Do you want your people to be motivated and want to do their tasks in a committed and willing way?
If your answers are yes, ask yourself the following:
What can you do for it?
What options do you have?
What resources do you need to achieve all this?
Do not hesitate, take action and remember one thing:
A Manager may be trained in Knowledge, he may have developed training for a functional area or position, but if he does not have the attitudes and values to lead people, it is very difficult.
Take advantage of Executive Coaching as a work tool and improve your Leadership in the company, with your team, with your people!
