Blanchard’s Situational Leadership Model categorizes a leadership style known as “low competence and high commitment” as one of four distinct styles. This leadership style is exhibited when followers possess low competence but demonstrate a high level of commitment to their tasks. The model posits that this leadership style is appropriate when followers are enthusiastic and willing to learn but lack the necessary skills or experience. This low-competence, high-commitment leadership style shares characteristics with both the “telling” and “coaching” leadership styles, making it a blend of directive and supportive approaches.
The Optimal Structure for Low Competence and High Commitment
When individuals lack the necessary knowledge, skills, or experience (low competence) but possess a strong desire to perform well (high commitment), the best leadership style according to the Blanchard-Hersey model is Directing. This style provides clear instructions, close supervision, and frequent feedback to guide the individual towards effective task completion.
Key Elements of the Directing Style for Low Competence and High Commitment:
- High Task Orientation: The leader focuses primarily on defining the task, setting clear goals, and providing specific instructions.
- Low Relationship Orientation: The leader maintains a somewhat distant approach, emphasizing task accomplishment rather than emotional support.
- Supportive Atmosphere: Despite the task-focused nature, the leader creates a supportive environment, ensuring that the individual feels valued and comfortable asking questions.
Benefits of the Directing Style for Low Competence and High Commitment:
- Clarity and Guidance: Clear instructions and constant feedback help the individual overcome knowledge or skill gaps and perform tasks effectively.
- Structure and Support: Close supervision provides the necessary structure and support, helping the individual stay motivated and on track.
- Increased Confidence: As the individual succeeds under close guidance, their confidence gradually increases.
Appropriate Communication and Feedback:
- Clear Communication: Instructions, goals, and feedback are conveyed explicitly and repeatedly.
- Performance-Focused Feedback: Feedback focuses on specific behaviors or outcomes, rather than general praise or criticism.
- Frequent Feedback: Feedback is provided regularly to reinforce progress and identify areas for improvement.
Example of the Directing Style in Action:
Consider a newly hired software engineer (low competence) who is eager to prove their worth (high commitment). The manager uses the Directing style by:
- Providing detailed instructions and expectations.
- Closely supervising the engineer’s progress.
- Offering frequent feedback on both achievements and areas needing improvement.
- Creating a supportive environment where the engineer feels comfortable asking questions and seeking help.
By employing the Directing style, the manager guides the engineer towards successful task completion, fostering their competence and increasing their confidence.
Question 1:
What is the significance of “low competence and high commitment” in the Blanchard Hershey model?
Answer:
In the Blanchard Hershey model, individuals with low competence and high commitment are at a stage of development where they have a high level of enthusiasm and willingness to work but lack the necessary skills and knowledge to perform effectively. They are eager to participate and contribute, but may require guidance and support to develop their capabilities.
Question 2:
How does the Blanchard Hershey model influence the leadership style of managers towards individuals with low competence and high commitment?
Answer:
Managers should adopt a supportive and coaching leadership style when working with individuals with low competence and high commitment. This involves providing clear instructions, guidance, and feedback. They should focus on building their skills and empowering them to take on more responsibilities gradually. By fostering their self-confidence, managers can help these individuals progress to higher levels of competence.
Question 3:
What strategies can managers implement to support the development of individuals with low competence and high commitment?
Answer:
To support the development of individuals with low competence and high commitment, managers can:
- Clearly define roles and responsibilities, providing specific instructions and expectations.
- Break down complex tasks into smaller, manageable steps.
- Offer regular feedback, both positive and constructive, to guide their progress.
- Provide opportunities for skill development through training, workshops, or on-the-job mentoring.
- Create a supportive environment where individuals feel comfortable asking questions and seeking assistance.
Cheers! Hopefully, now you’ve got a solid grasp of what Blanchard Hershey’s style of low competence and high commitment leadership looks like. And if you’re thirsty for more leadership wisdom, make sure to drop by again. I’ve got plenty more thought-provoking stuff coming your way! See you soon!