SAVE
Business

Situational Leadership: People are Neither Good Nor Bad!

People are neither good nor bad.

If you are working in a wide corporate environment, you most probably had discussions between managers about some of your talent pipeline and resources.

“John? Oh yes is good, solid guy, we should keep an eye on him and have him change role some time in the future”

or

“Tracey? Yeah I’m not so sure, she has been struggling a bit lately hasn’t she?”

My point is the following: managers have a tendency to generalise (aka “general-lie-se”) and categorise people into either good performers or less good ones. Once their view is set, it will generally take time and efforts to change it.

I’m not saying that this is good or bad, it just is. And when you manage a team of 100 or more people, let’s admit that you can’t afford to spend vast amount of time to appreciate every one’s performance and growth in detail and on a regular basis.

My point is the following: nobody is either good nor bad.

What do I mean? I mean that, as described in the situational leadership model, one must remember that people perform well or not so well in a specific environment and for a specific task. That task requires certain skills and each individual has a certain level of capability for that particular task. So, nobody is either good or bad, but a fair generalisation might be “Amanda is quite talented at facilitating workshops and keeping the audience engaged throughout” or “Adam is a great public speaker”.

Situational Leadership: People are Neither Good Nor Bad!

Learn from the Best

Eric Lofholm
Master Sales Trainer
Keynote Speaker
EntrepreneurNOW Network

Subjects of Expertise

Sales Skills
Motivation
Mindset & Strategies
TJ Walker
Bestselling Author
Personal Development & Habits Expert
EntrepreneurNOW Network

Subjects of Expertise

Communication Skills
Public Speaking
Personal Development
Arvee Robinson
Master Speaker Trainer
Bestselling Author
EntrepreneurNOW Network

Subjects of Expertise

Public Speaking
Persuasive Presentations
Lead Generation
Brad Hussey
Web Designer
Marketing Consultant
EntrepreneurNOW Network

Subjects of Expertise

Web Design
Online Business
Freelancing Career
Carol Marzouk
Executive Coach
International Speaker
EntrepreneurNOW Network

Subjects of Expertise

Leadership
Employee Engagement
Valerie Sargent
Emotional Intelligence Strategist
Award-Winning Business Leader
EntrepreneurNOW Network

Subjects of Expertise

Emotional Intelligence
Leadership
Sales
Scott Robertson
Certified StoryBrand Guide
Public Relations Expert
EntrepreneurNOW Network

Subjects of Expertise

Public Relations
Marketing Communications
Attraction-Based Marketing
Paul Banoub
Technologist
Leadership & Productivity Expert
EntrepreneurNOW Network

Subjects of Expertise

People Management
Productivity
Leadership

What is the risk of doing such generalisations?

The best example I can think of is the classic one of promoting a great individual contributor into a manager role. The person might be a great performer in a role where he could focus on a singe task independently, and using his knowledge and expertise, but that does not make him/her a great manager! Managing people is a whole different game, and the person will need to be guided and supported to learn how to build effective team and how to engage his people.

The metaphor here would be: a great NBA player is not necessarily a great NBA coach.

Earn As You Learn

Earn 25% commission when your network purchase Uplyrn courses or subscribe to our annual membership. It’s the best thing ever. Next to learning, of course.

Earn Learn Image

How can situational leadership help?

Even the great performers will require solid guidance and support when they learn a new skill. As a manager your role is to ensure that you avoid generalising someone as great and therefore assume that this individual requires less time and attention. This could have serious consequences for your own results, and could also impact the person’s level of self-confidence.

Situational Leadership is all about adapting your style as a manager based on the individual and his/her level of capability for the task that is required. Remember that rather than simply asking yourself “how good is he/she?”, rather ask yourself: “how good is he/her for that particular task?”.

You can also check out my People Management: The Path to Success in Your Career online course.

Gregory Henriques
Featured Uplyrn Expert
Gregory Henriques
Founder of Villa Feria, Digital Transformist, Personal Development Coach
Subjects of Expertise: Project Management, Change Management, Digital Transformation
Featured Uplyrn Expert
Gregory Henriques
Founder of Villa Feria
Digital Transformist
Personal Development Coach

Subjects of Expertise

Project Management
Change Management
Digital Transformation

Leave your thoughts here...

Find Your Place in The World

Top Companies choose Uplyrn to look for Talent.

Jobs

Featured Job Posts