Night 3 – Thursday August 27, 2015 Session V Situational Leadership Leader Power and Authority

Situational Leadership Task Behavior Relationship Behavior Readiness Level

Task Behavior The extent to which the leader engages in spelling out the duties and responsibilities of an individual or group. They include “telling” people what to do, how to do it, when to do it, where to do it, and who is to do it

Relationship Behavior The extent to which the leader engages in two-way or multiway communication. The behaviors include listening, facilitating, and supportive behavior

Situational Leadership Model Leader Behavior S3 Share ideas and facilitate in decision making S2 Explain decisions and provide opportunity for clarification High High Rel Low Task High Task High Rel (Supportive Behavior) Relationship Behavior Low Rel Low Task High Task Low Rel S4 Turn over responsibility for decisions and implementation S1 Provide specific instructions and closely supervise performance Low Low Task Behavior (Directive Behavior) High

Readiness The extent to which a follower demonstrates the ability and willingness to accomplish a task Ability – knowledge, experience, and skill that an individual or group brings to a particular task or activity Willingness – the extent to which an individual or group has the confidence, commitment, and motivation to accomplish a specific task

Readiness Ability Willingness Knowledge (understanding of a task) Skill (proficiency in a task) Experience (ability gained from performing a task) Willingness Confidence (assurance in the ability to perform a task) Commitment (duty to perform a task) Motivation (desire to perform a task)

Continuum of Follower Readiness High Moderate Low R4 R3 R2 R1 Unable and Unwilling or Insecure Able but Unwilling or Insecure Unable but Willing or Confident Able and Willing or Confident

Readiness Level 1 (R1) R4 R3 R2 R1 Unable and Unwilling or Insecure Indicators: Not performing tasks to acceptable level Being intimidated by task Being unclear about directions Procrastinating Not finishing tasks Asking questions about task Avoiding task or “passing the buck” Being defensive or uncomfortable

Readiness Level 2 (R2) R4 R3 R2 R1 Unable but Willing or Confident Indicators: Anxious or excited Interested and responsive Demonstrating moderate ability Receptive to input Attentive Enthusiastic New task, no experience

Readiness Level 3 (R3) R4 R3 R2 R1 Able but Unwilling or Insecure Indicators: Has demonstrated knowledge and ability Appears hesitant to finish or take next step Seems scared, overwhelmed, confused Seems reluctant to perform alone Solicits frequent feedback

Readiness Level 4 (R4) R4 R3 R2 R1 Able and Willing or Confident Indicators: Keeps boss informed of tasks progress Can operate autonomously Is results-oriented Shares both good and bad news Makes effective decisions regarding task Performs to high standards Is aware of expertise

Style 1 - TELLING Providing specifics - who, what, when, where, and how Role definition Predominantly one-way communications Leader-made decisions Close supervision and accountability Incremental instructions KISS – Keep it simple and Specific Effective Telling, Guiding, Directing, Establishing Ineffective Demanding, Demeaning, Dominating, Attacking BACK

Style 2 - SELLING Providing who, what, when, where, how, and why Explaining decisions and allow opportunity for clarification Two-way dialogue Leader-made decisions Explain follower’s rule Ask questions to clarify ability level Reinforce small improvements Effective Selling, Explaining, Clarifying, Persuading Ineffective Manipulating, Preaching, Defending, Rationalizing BACK

Style 3 - PARTICIPATING Encourage input Actively listen Follower-made decisions Two-way communications and involvement Support risk-taking Compliment work Praise and build confidence Effective Participating, Encouraging, Supporting, Empowering Ineffective Patronizing, Placating, Condescending, Pacifying BACK

Style 4 – DELEGATING Delegating tasks Big picture Follower-made decisions Relatively light supervision Monitor activities Reinforce activities Remain accessible Effective Delegating, Observing, Entrusting, Assigning Ineffective Abandoning, Dumping, Avoiding, Withdrawing BACK

Readiness Level Appropriate Style Leadership Styles Appropriate for Various Readiness Levels Readiness Level Appropriate Style R1, Low Readiness Unable and Unwilling or insecure S1, Telling High Task-Low Relationship R1, Low Readiness Unable and Unwilling or insecure S2, Selling High Task-High Relationship R1, Low Readiness Unable and Unwilling or insecure S3, Participating High Relationship-Low Task S4, Delegating Low Relationship-Low Task R1, Low Readiness Unable and Unwilling or insecure

Determine Appropriate Style What Objective(s) do we want to accomplish? What is the Group’s Readiness? What Leadership Action should be taken? What was the result of the Leadership Intervention? What follow-up, if any, is Required?

Night 3 – Thursday August 27, 2015 Session VI Leader Power and Authority

The Nature of Power Latent. Power is something that people have and may or may not choose to use. It is a weapon or tool; it may never be used, and just having it may makes its use unnecessary. Relative. The power one person has over another depends largely on things such as the expertise of one person relative to another and the hierarchical level of one relative to the other; a manager may have considerable power relative to one person and little or none relative to another. Perceived. Power is based on one person’s belief that another has certain characteristics. If I believe you have power over me, you’ve got it! Dynamic. Power relationships evolve over time as individuals gain or lose certain types of power relative to others.

Uses of Power Power over: This is power used to make another person act in a certain way; it may be called dominance. Power to: This is power that gives others the means to act more freely themselves; it is sometimes called empowerment. Power from: This is power that protects us from the power of others; it may be called resistance.

Forms of Compliance to Power Coercive power involves forcing someone to comply with our wishes. With utilitarian power, compliance results from desires for rewards. Normative power rests on the employees’ belief that the organization has the right to govern their behavior.

Interpersonal Power Bases Legitimate: Based on one person’s belief that it is legitimate, or right, for another to give orders or otherwise exert force. Reward: Based on one person’s perception that another can influence the rewards s/he receives. Coercive: Based on one person’s perception that another can influence the punishments s/he receives. Referent: Based on a feeling of identity, or oneness, that one person has for another, or the desire for such identity. Expert: Based on one person’s perception that another has needed expertise in a given area.

Interaction of Bases of Power COERCIVE POWER EXPERT REFERENT REWARD LEGIT.

Readiness Level High Moderate Low R4 R3 R2 R1 Expert Referent Reward Power Bases Needed to Influence People’s Behavior at Various Levels of Readiness Readiness Level High Moderate Low R4 R3 R2 R1 Expert Referent Reward Coercive Information Legitimate Connection

Low Moderate High R4 R3 R2 R1 Expert Referent Reward Coercive Power Bases, Readiness Level, and Leadership Style Connections Telling S1 DelegatingS4 Participating S3 Selling S2 Low Moderate High R4 R3 R2 R1 Expert Referent Reward Coercive Information Legitimate Connection Personal Power “power with” Position Power “power over”

Signs of Power Some signs of power include the abilities to: intercede favorably on behalf of someone in trouble get a good placement for a subordinate get approval for expenditures beyond the budget get above-average salary increases for subordinates get items on the agenda at policy meetings get fast access to top decision makers get regular, frequent access to top decision makers get early information about decisions and policy shifts

Empowering Others To foster a creative and productive environment where employees are motivated to achieve exceptional performance, the organization’s culture needs to empower its employees. Empowerment seeks to break the cycle of powerlessness in organizations by giving employees a real sense of control. Empowerment gives people in organizations the ability to get things done, often at levels of the hierarchy where the power can be most directly and effectively applied.

Powerlessness Learned helplessness is a condition that results from the belief that one’s behaviors simply don’t make a difference. Learned helplessness results in feelings of powerlessness. Causes of powerlessness in organizations include: rules won’t change bosses are set in their ways things have always been done a certain way the assembly line is relentless

Some Consequences of Powerlessness Lowered Self-Efficacy Depression Powerlessness Susceptibility to Illness Burnout Academic Failure

Some Empowering Managerial Practices Let the people who work for you participate in decision making. They will gain a sense of control over their work lives and will be more enthusiastic about implementing decisions. Offer control over work processes, such as the ability to stop the assembly line. Tie rewards to performance. Employees naturally feel powerless when they see that their actions don’t directly influence things they care about. Express confidence, encouragement, and support. Celebrate “small wins” and provide assurance that obstacles can be overcome.

The Bottom Line: Empowering Employees Assess the Current Job Responsibilities of Employees Meet with Employees and Educate Them About the Meaning and Objectives of Empowerment Involve Employees in Identifying Ways to Enhance Their Levels of Authority and Responsibility Create an Organizational Culture That Supports Employee Empowerment as a Core Value Formalize the Boundaries of Employees’ Authority Provide Managerial Guidance and Support to Help Employees to Be Successful Provide General Guidelines to Help Employees Use Their Authority Effectively