Old 8 step change model
Revised 8 step change model
Today I was intrigued to look further into some theories to see if I could find any that were applicable to a leader for the moment, i.e. situational. I came across one having googled situational leadership theories and found one called situational leadership. It got me interested as I have had this thought played out in my head before that when a situation does arise, it should be scripted so that it could be done with minimum fuss. I know this, sounds like a crock but I think this theory could work but to know whether or not I will assess it.
1. Know what the situation is / clarify it.
2. Determine who would be best to handle the situation based on a character profile.
3. Direct the tasks accordingly / Coach the task to the followers to ensure they know what is going on.
4. Follow up / review what is going on. Make sure your role as a leader is valid and you are adhering to your responsibilities.
The ERG categories of human needs, believes that leaders have the following various needs:
This particular theory elaborates on some of the things which I have already found about leaders, i.e. in that some leaders are already adapt to cultural practices and have gotten to experience many relationships with various cultures.
This theory is a bit more detailed than that however in that it looks at the following:
Ok so today I again have looked at some theories and I believe this should be taught at a post graduate level. It is the competing values framework by Quinn and Rohrbaugh. It deals with four models which I will do my best to interpret:
• Human relations model – How a leader interacts with followers.
• Open systems model – How an openness can be developed within a group. Specifically it looks at strategies for how this can be done. This reminds me in some ways about Socratic Dialogue in that it is also an open system for how interactions may take place.
• Rational goal model – Devising goals which are rational and which can be achieved. It sort of reminds me about SMART goals in some way. Perhaps there is some correlation between these two.
• Internal process model – How a leader can develop processes to work internally within his / her group.
I find that although this framework is called competing values it is not in many ways. Rather it really should be four unique models and then developed further. I think overall this model is more valuable than the others which I have discussed in that easier to use. I assume that this is because these ideas can be worked on flexibly rather than adhered to strictly.
I was looking today through 12manage and found an interesting leadership theory which I thought would be a good idea to include in today’s journal. The theory looked was based on centralization and decentralization. It had mentioned that centralization was a good way of giving power where it was deserved, i.e. in terms of giving power to others to be able to make decisions.
I thought about the applicability of this within a working business environment and can see that it is already utilised so thus it must surely work. It also gave a briefing about how there is a uniformity attached to it in that it is a low risk option. This I am not so sure about. Yes it may work because power is given to someone is deserving of it but wouldn’t this mean that others would then seek it also? In a way it defeats the purpose of even having a leader although I could see how it could work in a small working group.
Daniel Goleman introduces 6 leadership styles which he believes a leader may fall into. These leadership styles made me reflect on some of my earlier entries on how I am trying to formulate myself into a better leader. His leadership styles made me realise that there are some things which i have been negligent to.
These leadership styles have made me question though, are people aware that they are using x style? For me I believe that I am not but instead I act on the situation instead accordingly. I wonder if there would be any difference if I recognised what leadership style would be suited to the situation? I think I mentioned this in an earlier entry however I am now thinking about it. The only thing that would stop me from utilising this approach is the time factor and whether or not it would entail more i.e. would I need to stick to a certain script when performing this style or would it be something that I let happen naturally?
This thought has now gotten me thinking about leading change and how that can be done through different images, i.e. director, navigator, coach, interpreter, nurturer, caretaker. Perhaps styles, images and frames could be combined for a given situation?