Software Engineering, Project Management, and Effectiveness
One leadership style doesn't fit all. According to the Situational Leadership II model, the leadership style depends on the development levels within the team. Here's a summary:
Competence is knowledge and skill for the task. Confidence is motivation and self-confidence. I think competence breeds confidence which can help breed and sustain motivation.
The main point is that if somebody has a bunch of competence, get out of their way. If somebody needs more encouragement, support them. Ideally, you help somebody get to a high competence, high commitment development level.
Key Take AwaysWhile this might sound obvious, I think the important point is to be flexible in your style. Be able to vary your leadership style by situation (the context) and tailor it to the individual development levels within the team.
Another consideration is whether it's more effective to change your approach or change the situation to suit you (set yourself up for success.) There's mixed opinions on this and some interesting results, so I may post on this downstream.
PingBack from http://geeklectures.info/2008/01/03/leadership-styles-and-development-levels/
PingBack from http://msdn.blogsforu.com/msdn/?p=4516
Flexibility and Recovery, the two components I've found that are critical to success.
Whether as an athlete, a friend, a community member, an author or an educator...if I can stay flexible enough through the process, and then recover effectively when/if things don't go the way I planned, I can do a better job of getting from "here to there."
"The five whys is a question asking method used to explore the cause/effect relationships underlying