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What score did you receive and why?
While I correctly identified the approach needed in Situation 2, my answers for Situations 1, 3, and 4 did not align with the SLII® model's recommendations. My responses reflected a tendency to provide more direction and involvement than was necessary, particularly in delegative or supportive scenarios. This could be due to a natural inclination toward ensuring clarity and oversight, even when less involvement might be more appropriate. -
What did you learn about yourself because of taking this survey?
The questionnaire highlighted that I may lean toward being overly directive in situations where a less hands-on approach is ideal. For instance, in Situation 1, I felt the need to offer support and guidance (C) even though the individual was capable and motivated, making a delegative approach (A) more effective. Similarly, I recognized that I sometimes conflate lack of confidence with lack of skill, as seen in my response to Situation 4, where a supportive style (C) would have better addressed the person's hesitance. -
What modifications or enhancements will you make to be a better team leader in the workplace?
To improve, I plan to focus on tailoring my leadership style to match the development level of my team members. Specifically, I will:- Practice stepping back and delegating tasks more confidently to highly capable and motivated team members, trusting their expertise and autonomy.
- Hone my ability to discern between lack of skill and lack of confidence, ensuring my approach provides the right balance of support and direction.
- Strengthen my adaptability by regularly assessing the development levels of team members and adjusting my style accordingly, as recommended by the SLII® model.
Interesting Keith! Determining whether lack of confidence is tied to a lack of skill or some other factor can be tricky. Be patient with yourself as you work to dig into the reasons behind someone's development level. I foresee lots of interesting conversations in your future. I wasn't familiar with the SLII model and I think it will be helpful to place this framework over a few real life scenarios to see how my results change. Best of luck as you incorporate this into your work.
Keith, I appreciate you mentioning "delegating tasks more confidently." At times, I realized that many people are just not motivated to align with the organization. Their personal agenda often took over what is more important at hand. I believe the "delegating tasks" are a balancing act depends on how motivated the team member is.
@jollychialichien-com Great insight, Dr. Jolly; in addition to competence and confidence, which the responses have so clearly outlined, you hit on another "C"....cooperation. Ultimately, all must be oriented towards achieving organizational goals (Organizational Citizenship Behaviors) versus Self-Oriented Behaviors. Competence and Confidence can stand on their own only when the individual is "all in" with the direction.
@rob-hughes That's so true, Rob; what lies beneath takes a great deal to unpack at times. Sometimes, even the individual isn't aware of the root cause of their lack of confidence. And that's where a great leader can come alongside and help in nuanced and supportive ways.
Keith - maybe you and I can do a Vulcan Mindmeld and you can have some of my S3 and I can take on some of your directive style!
