Leading high performance with SLII® - help managers provide their people with exactly what they need, when they need it.
Situational leaders recognise exactly how to provide just the right amount of direction and support to help their team members succeed. They know how to develop competent and motivated contributors who deliver faster results for the organisation.
As one of the UK’s leading SLII® practioners, our programmes introduce the key principles of Blanchard’s SLII® and how to use it practically back in the workplace. Participants will recognise their accountability for the development and ultimately, the performance of those who fall under their influence. By using SLII®, they will be able to evaluate their own leadership behaviours and understand how their preferred leadership style(s) should be adapted to specific situations.
Suitable for:
Managers and leaders looking to fully understand the SLII® model and its key principles and practical applications.
Format:
We usually incorporate a module on SLII as part of a wider development programme, linking it with such valuable topics as performance management, coaching, feedback and delegation.
Alternatively, if time is short, it can be delivered as a one or two day intensive workshop.
By the end of this programme, participants will be able to:
- Recognise the accountability inherent in their leadership role
- Understand the need to develop people to achieve and maintain ‘self-reliant achiever’ status
- Recognise the difference between behavioural and results related issues
- Understand and interpret behaviours at the task level
- Consistently apply a range of effective leadership styles
- Vary levels of direction and support to maximise individual and team productivity
- Utilise a range of leadership and development tools and recognise how they fit into the principles of SLII®
- Recognise the need for regular, honest 1-to-1 feedback
- Delegate tasks with confidence
- Lead performance in a fair and consistent way
Evidence that our SLII® training is making a real difference!
I now regularly refer back to the model we were introduced to in the first session, and I’m consciously assessing whether my management style may have impacted levels of engagement as a result of being too directive in my approach. I now avoid this in the future by clearly communicating expectations and providing the right level of support.’
