But research indicates there are significant gaps between what employees expect from their leaders and what they actually experience at work. SLII® is a model and process that helps managers be more purposeful and intentional in their conversations with people. This creates a culture where people are clear and aligned on objectives so that they can achieve organizational goals faster.
Leadership expert Vicki Halsey shares an easy-to-remember performance management conversation strategy for building strong relationships with team members.
Try this proven three step process if you are serious about wanting to avoid being labeled a micromanager.
When you learn how to adjust your leadership style to match the needs of your people, you will become a trusted leader they will remember as one of their best bosses says Randy Conley.
Leadership isn’t something you do to people; it’s something you do with people says Ken Blanchard.
The SLII® model provides leaders with a way to have work conversations which are useful and purposeful, which is so important when you have a full plate that needs attention says Vicki Halsey.
Do managers need to be more proactive when it comes to providing direction and support to their team members? Flexibly matching your leadership style to the needs of team members is the key.
Trust doesn’t happen by accident; you have to flex your approach to the needs of each team member says leadership expert Randy Conley.
Learn how to improve the quality and quantity of conversations taking place throughout your organization.
Forty years of Blanchard research has proven that the best leadership style is the one that matches the developmental needs of the person you’re working with.
Gain a greater sense of leadership self-awareness, along with practical strategies to increase your effectiveness as a leader.
This study investigates the effectiveness of the four leadership styles of the SLII model, which evolved from initiating structure and consideration.
Hiring and retaining workers is the defining challenge as we move nearer to the post-pandemic workplace.
Goal setting drives performance in the workplace. Collaborate, create stretch goals, give feedback on performance, and hold quarterly check-ins says Doug Glener.
Effective leader behaviors are context-specific, depending on the development level of the follower on a particular goal or task.
Achieve a deeper understanding of the concept of development level and its components.
Authentic conversations go a long way toward building trust and showing people you are on their side says leadership expert Vicki Halsey.
Learn how to help your leaders diagnose development level on new tasks and goals, and how to provide people with the proper amounts of direction and support to get up-to-speed quickly.
