The Leaders dilemma The Leaders control spectrum High

The Leader's dilemma The Leader’s control spectrum High level of control Low level of control Too little control Too much control • Delays resolution • Stifles creativity • Leads to significant rework • Does not develop employees • Abrogates the leaders responsibility to the organization • Engenders feelings of mistrust and frustration • Is inefficient Both situations are a poor outcome for all concerned 1

4 Quadrants of leadership Constructive Energies (Motivation) Productive skills (Capability) Job Efficiency (Performance) Understanding constructive energies and productive skills of our teams helps us to lead our people and manage tasks more effectively 2

The four quadrants of leadership High Q 4 Q 3 Colleague’s job efficiency level Q 2 Q 1 Low High Extent of leaders control over colleagues decisions & actions 3

Job efficiency is the key to selecting the right Q Q 4 Extent of leaders control over colleagues decisions & actions Colleague’s job efficiency level Colleague’s job responsibilities & authorities Q 3 Q 2 Q 1 High moderate Low Autonomy Consensus Cooperation Compliance Low High Leader’s strategies Delegation Leader’s role strategies Consultant Partner Coach Controller You decide, call me for assist We’ll discuss & we’ll decide We’ll discuss & I’ll decide Leader’s message Requiring 4

Q 1 – Leader as controller Leaders message When to choose What it means I’ll decide • Employee has low job efficiency for the task • Laws, rules or procedures require individual to act in specified ways • The leader decides what will be done, how it will be done & when it will be done • If the task is not completed in this way the leader is willing & able to take effective remedial action • Misleading words or body signals can result in confusion Key watch outs –Be clear, no discussion, no negotiation, this is already decided • Using Q 1 does not mean no explanation, only no discussion 5

Q 2 – Leader as coach Leaders message When to choose We’ll discuss, I’ll decide • Employee has low moderate job efficiency for the task • The leader & the individual will discuss, & the leader will make the final decision after the discussion What it means Key watch outs • Frequently, all employee suggestions will be acted upon - Where this is not the case the leader will coach the employee & explain where he could have improved his recommendations • Empathic leaders are honest - If the decision is already made, use Quadrant 1 - Don’t think that employees will notice 6

Q 3 – Leader as partner Leaders message When to choose What it means Key watch outs We’ll discuss, We’ll decide • Employee has high moderate job efficiency for the task • The leader & the individual are in similar positions to make a contribution to the task. - Both have useful information or experience required to make a correct decision • Where agreement can not be reached, the leader must either move to Q 2 or Q 4 - When changing the quadrant, the leader must explain this to the employee • The leader can not make the decision alone if he has selected Q 3 7

Q 4 – Leader as consultant Leaders message When to choose You decide, call me if you need help • Employee has high constructive energies & high productive skills for the task • The individual has a higher job efficiency for the task & is better able to complete it than the leader What it means Key watch outs • Leader provides suggestions, information, resources & support if requested by the individual • Is often avoided by managers, often because of a perceived threat from an employee who is capable of significant autonomy • However, only use Q 4 when the employee has earned the right by proving high constructive energies & high productive skills 8

How to select the right quadrant What precisely am I asking the employee to do? What is the employees job efficiency for this task? Which Leadership quadrant will I use with this employee? • Define the task clearly and ensure that the employee always knows exactly what you are asking them to do • Vague task definition, conflicting priorities and unclear objectives are signs of mediocre management • Identify where the employee will be on the five point constructive energies dimension? • Identify where the employee will be on the five point productive skills dimension? • Using our empathy will enable us to see the world from the individuals point of view and create an accurate rating • Using the ratings generated above and converting to the 4 point quadrant scale will enable you to choose the right quadrant • Remember that the lowest rating from either scale is the highest quadrant that the employee can achieve for this task Always notify the employee which quadrant you have selected at the beginning of the discussion by stating the leaders message 9