If you are a newly appointed heads of departments to take possession of a highly effective operation of the department, But former managers have firmly in control of the situation, and you hope to have a more humane work environment, and maintain efficient work situation. Then, in your face are four options, A is to avoid conflict without pressure, B is ready to discuss with the staff. However, the results do not require C is clearly to express your feelings out and to help employees reach goals D is to take swift and strong action to re-set the direction of work. Which would you choose one? This certification is a senior lecturer Maikente Lung Zili for more than 20 middle-level managers of enterprises "Situational Leadership" training games scene. In training, the trainees be arranged every two people a team game. Table have two overlapping licenses, the situation is a pile of cards, a bundle of action card. Long Zili explained to the participants the rules of the game : Each situation with a card, and use an action card, Action cards have four answers, please choose. The above problems can choose D received the highest score. "The game, the context of each card represents a leadership problem may encounter a management position, But the cards on behalf of the behavior and approaches. The purpose of the game is to cultivate leadership accurate judgment and the state of rapid response capacity. Long Zili repeatedly reminded the participants, as a leader, to the staff of different states adopt different management style, be able to establish its leading position, this situation is at the core of leadership. of these cases, Long Zili under the "situational leadership" of the model tells you that the optimal choice D is the answer. For the new charge, staff equivalent to the new staff will work at no real capacity of the state. In order to improve the performance, competent staff to clearly inform their objectives and implementation as soon as possible so that staff can achieve better results, So compared to other answer D is more appropriate method. explanation of the case, the image of the dragon Zili said : "Leaders of the acts of management effectiveness is entirely different. For instance, you see, I wear a suit and tie to school, I would have impression; If I wear Hawaiian flower shirt spent shorts then going through a pair of slippers, it is another kind of impression; I only wear underwear briefs to the class, everyone does not feel the same. I am the person has not changed, the same statement, cited examples are the same, but the study results will be very different. And the right leadership, situational leadership like waste the same, you should, in accordance with the ball swinging to adjust your posture : let you break out the ball more accurately hit the target. "Four employees, four species management Lung Zili told reporters, Situational Leadership model is the founder of the world-renowned scientist Paul Hessed acts (PaulHersey) Dr. in 1969 he published the classic works of management and organizational behavior, "comprehensively expounded the Situational Leadership model. Now, Situational Leadership is not only an advanced model of leadership, too, is a practical tool with the leadership skills, through training, exercise and daily use and keep skilled master. Today, Global has 125 countries, more than 10 million people received the manager of the training and the application of this model; in the "Fortune" 500, More than 400 senior managers of companies studied in the course. The so-called Situational Leadership model is to be a leader of the practical leadership skills, according to the different situations, Through the leadership is prepared by the judgment, leadership timely adjust their leadership style, to the implementation of the best results. This situational leadership theory lies at the core the staff's behavior is leading the implementation of the management model of the fundamental basis. As each of which staff work state, management should also be different, "situational leadership" means not using static approach to management, leading to judge what kind of staff at the state, and intends to adjust its leadership and management. Therefore, For managers, the implementation of situations should be the first step leading to the needs of staff and the state judge then take appropriate management approach, which also can be broadly divided into work behavior and relationships acts : work behavior is guiding behavior, and behavior is communication between acts. Hesaiboshi After the study, staff of the growth process can be divided into four stages, also known as the staff of the "state of readiness." Among them, The first phase of "no confidence, no capacity" (R1), the second stage is "confident, no capacity "(R2), the third stage of" no confidence, the ability to "(R3), the fourth stage of "confidence and ability" (R4). right at the R1 state employees, managers will find that ordered strict supervision of staff and the most effective, it needs at this time "guiding" the work; right at R2 state employees need to explain their decision-making and to give an opportunity to be heard, called "marketing"; right at R3 state employees, the task is to assist and encourage staff participation in decision-making "participatory" management; R4 at the state and the staff can lead the decision-making power with the power entrusted to him, implementation of the "authorized" management. Case 1 : "Focus" How many leaders no longer home often encounter such confusion : "Why not the leadership results? Is that our method wrong? Or did not provide the things they want? "Long Zili this explanation :" If you say hungry, others give you coffee or tea, and certainly no role because you need food. But I will give you food, what should be do? If I 'black' and throwing it in your face, you want things to, but I did not give way to you and happy. But if it the chopsticks sets up, you will not feel the same way. This is the leadership of the situation merits. "So, as the leadership of the implementation of situational leadership often have to go through three steps : first diagnosis, the staff needs to know what; then the second step is have different habits, adjustments; Finally, communicate with employees, whether good results. If not, re-diagnosed, which links to examine problems. In this, diagnosed in which state employees are the most difficult. For example, over the years, Requests should "Focus" to the management of many business leaders in the puzzle. because practice proved that A lot of "Focus" after returning enterprises often find its location, had to leave, In doing so, why not? Long Zili under the Situational Leadership model analysis, This is because many enterprises lack of leadership "Westernization" of the state to make the right judgment, that he has the ability, R4 confidence in the state, "Focus" They also consider themselves a part of this; But in fact he is confident Department, without the ability to R2, because many of the "Focus" is not familiar with the operating environment, For example, please Jack. Welch managed Haier, it may not be successful. this time, If only rely on the "Westernization" of the self-efforts, it may no direction, no purpose would be plunged into confidence, R1 incapacitated state. But if its leading guide, and told him to the actual situation. He may be a completely self-confident and capable R4 state, and adjust the speed faster than others, thus become an excellent manager. Case 2 : When communication? When the guide? a staff ran to the boss said : "I, on the performance was pretty good, I will improve the performance of next month's two times now, If you gave me 1.2 times the salary will be. "Encountered such a case, as the boss, how do you respond? Most of the bosses certainly would not agree. Well, in the end is to reward their employees look forward to further performance, or the opposite? Long Zili that, in such circumstances, the boss more appropriate approach is "you labeled me two times, I will give you 120%," because as a manager and no further incentive to adopt the requirements of the practice. Similarly, relations between the acts, also rewards managers must properly used, If the staff do not have the performance, but also the use of relationship, it is not an award for his performance, it is obviously inappropriate; as well as staff members of the no confidence, the ability of R3 stage, reuse relations acts It is not encouraging, the results would definitely be lower than expected after the first award of its results more effective. Situational Leadership Theory, Sometimes the employees do not need to communicate, such as in he does not know how to work, communication is not meaningful. Leaders use guidance to the work of behavior management, told him what to do; However, if the staff is fully aware of how to do, But because a bad mood not want to work, it is necessary to conduct relations with communication; If he had a bad mood, But make no results, managers will need to spend guiding the work, reuse of communication between management behavior.