Situational Leadership – How Do You Teach Determination?

Situational Leadership, Teaching Employees to Take Responsibility vs. Making Employees Take Responsibility

We had an interesting situational leadership question last week about how to teach self-determination to employees wanting to advance. Sitting down with one employer the questions asked were aimed more at “how do I teach/make this employee take responsibility?” This is not a one size fits all – we think the two queries are miles apart.

Self Determination: self de·ter·mi·na·tion
noun: self-determination

• The process by which an individual determines their own objectives and goals and is able to actively work towards these objectives.
• The process by which a person controls their own life.

Organizational Leadership Topics

This is good stuff. Okay – we hear you. We are ready to help with leadership development topics such as control, respect, trust, opportunities for training, image workshops, etc. “Whoa” says our director, we want employees to respect the company and work hard for the firm.

Respect and Hard Work

Two different objectives that can certainly be solved by giving management the potential opportunity to enhance executive leadership skills. The outcome = determination. Be warned, not every employee in line for management is a candidate for mentorship training. There are some real stinkers out there! However, acknowledging the diverse potential in employees and identifying strengths they (and your company) can build on is the ultimate objective.

Develop Leadership Skills – 4 Basic Steps

We’ve got four basic steps in employee development that will reap tremendous benefits for management’s leadership skills, individual advancement, and the fostering of your department/company. Are you ready?

1. Identify Your Talent

Be very clear about the department/company goals and objectives. Be much more clear about your employee’s goals and objectives. Three important questions to ask your manager/employee?
1. What do you really want to accomplish?
2. Where do you see yourself in this organization in 5 years?
3. On days that you are happy to be coming to work – what are you excited about?
Do you have a strong team member? If so, take it to the next level.

2. Education Opportunities

Don’t skimp on this one and most important – allow your talent to help you choose!

3. Be the Face of the Company

If you have an employee that has the ability to take your message to the community/public, go for it! We see too many business groups (particularly small and privately owned), reluctant to let their brightest talent tell their story. Unbelievable. Make sure your best and brightest are involved in the community (Rotary, United Way, YWCA, etc.)

4. Let Your Talent Plan Their Future

This is the last stage and should not be entered into lightly. Succession planning is a huge issue for structural planning, be it small business or inter-departmental planning.

What are your issues? Send us a comment!