What Score did you receive and why?
My answers to the SLII questionnaire are as follows:
Situations 2, 3, and 4 were correctly answered on the SLII model, however, my response to Situation 1 was different from that of Situation 1’s answer on the SLII model. My answer was D.  I believe my responses show that I am highly supportive and have a highly directive behavior. I believe this could be from experience as a manager and an entrepreneur.
What did you learn about yourself because of taking the survey?
 By completing these questionnaires, I gain insight into my leadership style, strengths, and areas that may need improvement. This increased my self-awareness and helped me become more intentional in how I lead my team.
- Adaptability:Â These questionnaires highlighted my ability to adapt my leadership style to fit the needs of my team and the situation. Adapting my leadership for my team can improve communication and performance.
- Motivational Techniques:Â Understanding what motivates my team members through these assessments can help me tailor my approach to increase motivation and engagement.
What modifications or enhancements will you make to be a better team leader I the workplace?
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Potential Modifications or Enhancements:
- Tailored Communication:Â I will begin by refining how I communicate. I will use clear, concise, and motivating language that suits the needs of my followers. This involves active listening and ensuring that my team feels heard and valued.
- Recognition of Diverse Needs:Â I will recognize and appreciate the diversity of my team by tailoring my leadership approach to meet their needs. Some might need more guidance, while others require autonomy to excel.
- Feedback Method:Â I will incorporate regular feedback situations to understand the impact of my leadership and make necessary adjustments. Â Â I will encourage a culture where feedback is viewed as an opportunity for growth and development.
- Continuous Learning:Â I will commit to ongoing personal development to enhance my leadership abilities. This can involve formal courses, workshops, or learning from peers and mentors.
Taking these surveys has been a transformative experience, prompting valuable reflection and growth. I will embrace the surveys with an open mind and be prepared to act on the insights I gain to foster a more effective and harmonious work environment.
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I really like how you’re approaching leadership with a focus on adaptability and understanding your team’s diverse needs. Tailoring communication and incorporating regular feedback are great strategies to build a stronger, more motivated team. I also appreciate how you’re committing to continuous learning—it shows a lot of self-awareness and drive. How do you plan to make feedback feel more natural and engaging for your team? I’d love to hear any ideas you have!
Here are some ideas on making feedback feel more natural and engaging for your team:
- Feed Back as a conversation: Have feedback as a two-way conversation rather than a one-way message. Encourage team members to ask questions and provide their insights during the feedback session.
- Acknowledge Wins: Acknowledge recent wins or successes of team members. This will provide a positive tone and can make constructive feedback easier to digest.
- Storytelling Sessions: Encourage team members to share feedback through stories. Ask them to describe a situation they encountered, how they handled it, what they learned, and how it can be improved in the future.
- Visual Feedback: Use visual aids such as slides or infographics to present feedback. Visuals can help highlight key points and make the feedback more memorable.
- Peer Recognition: Incorporating peer recognition into your feedback process will allow team members to recognize each other's efforts and contributions. This will enhance team morale and collaborate team spirit.Â
- Feedback Journals: Encourage team members team members to maintain feedback journals where they can note down feedback they receive and how they plan to act on it. This helps in personal reflection and growth.Â
- Interactive Feedback tools: Using digital tools that allow for interactive feedback where team members can anonymously give and receive feedback can often result in more honest and constructive critiquing.
These strategies create a supportive environment that values growth and improvement, making feedback sessions less about criticism and more about collaborative development.
John, I am glad to see your findings and can tell that you are serious about your work! The potential changes you mentioned included "Tailored Communication, Recognition of Diverse Needs, Feedback Method, and Continuous Learning." I also love the fact that you use "Storytelling Sessions" as part of the potential changes. I am curious about whether there is any situation in which you could walk yourself through these new approaches.Â
John, it has been inspiring to watch you approach and apply these first three weeks. Your response shows that you are digesting and transforming into a more nuanced leader. You have that highly supportive and directive gift, meaning you'll continue to identify the best response depending on the situation. Your recommended modifications show that you garnered the most important lesson of all for SLT: IT DEPENDS 🙂 And the best way to figure it out is to ask the follower and gain as much insight and information as possible.Â
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Chia, thanks for the response. To answer your question, yes. This very program falls into that situation for me. I am learning how to better tailor my communication skills. Being in this class with everyone is helping me to recognize other diverse needs or situations I could use to enhance my management style. The feedback and responses of storytelling within the group has been an educational experience as well. I am gaining a continuous learning experience and expanding different facets of leadership. Indirectly, this a form of training and mentoring sessions for me.Â
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As you say, adaptabliity is key so that we can modify how we show up based on the person, the context and the goal.Â
