Presentation on theme: "Situational Leadership & Teamwork"— Presentation transcript:
1Situational Leadership & Teamwork John RobertoLifelongFaith Associates
2Leadership for Adult Faith Formation “The leader of the future isn’t a person. It is a team. It is a group of people gifted and called by God to lead. It is a community drawn together by a sense of the possible within a congregation and committed to making God’s kingdom just a bit more real in their time and place. This fact alone changes the notions of leadership that pastors and congregations have operated under for years. It breaks down barriers between professional and lay leaders. It refocuses our attention on gifts and call as being the basis for ministry.”
3Leadership for Adult Faith Formation “The focus on gifts and call leads us to a new humility about leadership. It reminds us that no one has all the gifts, but all the gifts are present within the Body. This is why a leadership team is essential for the future. When the challenges before us are great we need to take advantage of every gift God has given. That is only possible if we approach the task of leadership as a team.”
4Leadership for Adult Faith Formation “Someone will need to see his or her primary call as bringing together the group… That responsibility requires the eyes of Jesus to see the gifts in others and call them into ministry… The team leader’s responsibility will be to gather those who are needed, guide the development of a common vision for their work, and support and encourage their efforts.”(Jeffrey Jones, “Leading for the Future,” Congregations, Winter 2006)
5Leadership for Adult Faith Formation Part 1. Situational LeadershipLeadership Behaviors: Directive and SupportiveDevelopment Level of TeamFour Leadership Styles
6Leadership for Adult Faith Formation Part 2. Facilitating TeamsRole of a FacilitatorPlanning a MeetingFacilitating a MeetingStages of Group DevelopmentBalancing Task and Relationship Functions in GroupsLeading Effective Group DiscussionsDecision-Making with Groups
7Leading Teams Leader Behaviors Directive Behavior is defined as: The extent to which a leader engages in one-way communication; spells out the follower(s) role and tells the follower(s) what to do, where to do it, when to do it and how to do it; and then closely supervises performance. Three words can be used to define Directive Behavior: structure, control, and supervise.
8Leading Teams Leader Behaviors Supportive Behavior is defined as: The extent to which a leader engages in two-way communication, listens, provides support and encouragement, facilitates interaction, and involves the follower(s) in decision-making. Three words can be used to define Supportive Behavior: praise, listen, and facilitate.
9Leading Teams Development Level D1 - Low Competence, High Commitment “Enthusiastic Beginner”D2 - Some Competence, Low Commitment “Disillusioned Learner”D3 - Moderate to High Competence, Variable Commitment “Reluctant Contributor”D4 - High Competence, High Commitment “Peak Performer”2525252525
10S3 S1 S4 S2 D4 D1 D2 D3 THE FOUR LEADERSHIP STYLES Low Supportive and Low DirectiveBehaviorHigh Directive andLow SupportiveHigh SupportiveHigh Supportive andDEVELOPMENT LEVEL OF FOLLOWER(S)DEVELOPEDDEVELOPINGHIGHLOWMODERATED4D1D2D3THE FOUR LEADERSHIP STYLESDIRECTIVE BEHAVIOR(High)(Low)SUPPORTIVEBEHAVIOR1818181818
11S3 S1 S4 S2 THE FOUR LEADERSHIP STYLES D4 D1 D2 D3 Low Supportive and Low DirectiveBehaviorHigh Directive andLow SupportiveHigh SupportiveHigh Supportive andTHE FOUR LEADERSHIP STYLESDIRECTIVE BEHAVIOR(High)(Low)SUPPORTIVEBEHAVIORDEVELOPMENT LEVEL OF FOLLOWER(S)DEVELOPEDDEVELOPINGHIGHLOWMODERATED4D1D2D32828282828
12Leading Teams Directing High Directive, Low Supportive Leader Defines Roles of FollowersProblem Solving and Decision Making Initiated by the LeaderOne-way Communication2929292929
13S3 S1 S4 S2 THE FOUR LEADERSHIP STYLES D4 D1 D2 D3 Low Supportive and Low DirectiveBehaviorHigh Directive andLow SupportiveHigh SupportiveHigh Supportive andTHE FOUR LEADERSHIP STYLESDIRECTIVE BEHAVIOR(High)(Low)SUPPORTIVEBEHAVIORDEVELOPEDDEVELOPINGHIGHLOWMODERATED4D1D2D3DEVELOPMENT LEVEL OF FOLLOWER(S)3030303030
14Leading Teams Coaching High Directive, High Supportive Leader Now Attempts to Hear Followers Suggestions, Ideas, and OpinionsTwo-way CommunicationControl Over Decision Making Remains with the Leader3131313131
15S3 S1 S4 S2 THE FOUR LEADERSHIP STYLES D4 D1 D2 D3 Low Supportive and Low DirectiveBehaviorHigh Directive andLow SupportiveHigh SupportiveHigh Supportive andTHE FOUR LEADERSHIP STYLESDIRECTIVE BEHAVIOR(High)(Low)SUPPORTIVEBEHAVIORDEVELOPMENT LEVEL OF FOLLOWER(S)DEVELOPEDDEVELOPINGHIGHLOWMODERATED4D1D2D33232323232
16Leading Teams Supporting High Supportive, Low Directive Focus of Control Shifts to FollowerLeader Actively ListensFollower Has Ability and Knowledge to Do the Task3333333333
17S3 S1 S4 S2 D4 D1 D2 D3 THE FOUR LEADERSHIP STYLES Low Supportive and Low DirectiveBehaviorHigh Directive andLow SupportiveHigh SupportiveHigh Supportive andDEVELOPMENT LEVEL OF FOLLOWER(S)DEVELOPEDDEVELOPINGHIGHLOWMODERATED4D1D2D3THE FOUR LEADERSHIP STYLESDIRECTIVE BEHAVIOR(High)(Low)SUPPORTIVEBEHAVIOR3434343434
18Leading Teams Delegating Low Supportive, Low Directive Leader Discusses Problems With FollowersSeeks Joint Agreement on Problem DefinitionsDecision Making Is Handled by the SubordinateThey “Run Their Own Show”3535353535
19S3 S1 S4 S2 D4 D1 D2 D3 THE FOUR LEADERSHIP STYLES Low Supportive and Low DirectiveBehaviorHigh Directive andLow SupportiveHigh SupportiveHigh Supportive andDEVELOPMENT LEVEL OF FOLLOWER(S)DEVELOPEDDEVELOPINGHIGHLOWMODERATED4D1D2D3THE FOUR LEADERSHIP STYLESDIRECTIVE BEHAVIOR(High)(Low)SUPPORTIVEBEHAVIOR3636363636
20Leading Teams The Leader’s Goal Build your follower’s development level so you can start using less time- consuming styles (S3 and S4) and still get high quality results.
21Increasing Performance Potential Leading TeamsIncreasing Performance PotentialTell Them What You Want Them to Do.Show Them What You Want Them to Do.Observe Performance - Focus on the Positive.Praise progress, orRedirect.
22Leading Teams Why teams fail. . . Lack of a defined purpose and a team approach to achieving itInability to decide the work for which they are interdependent and mutually accountableLack of mutual accountabilityLack of resources to do the job, including time
23Leading Teams Lack of effective leadership; lack of shared leadership Lack of norms that foster creativity and excellenceLack of planningLack of management supportInability to deal with conflictLack of training on all levels on group skills
247 Characteristics of High Performing Teams Leading Teams7 Characteristics of High Performing TeamsPurpose and valuesEmpowermentRelationships and communicationFlexibilityOptimal productivityRecognition and appreciationMorale
25S3 S1 S4 S2 Matching Leadership Style to Team Development Stages D4 D1 Low Supportive andLow DirectiveBehaviorHigh Directive andLow SupportiveHigh SupportiveHigh Supportive andDEVELOPEDDEVELOPINGHIGHLOWMODERATED4D1D2D3THE FOUR LEADERSHIP STYLESDIRECTIVE BEHAVIOR(High)(Low)SUPPORTIVEBEHAVIOR4. Production 3. Integration 2. Dissatisfaction 1. OrientationMatching Leadership Style to Team Development Stages1818181818
26Facilitation Core Practices Stay neutral on contentListen activelyAsk questionsParaphrase to clarifySynthesize ideasStay on trackGive and receive feedbackTest assumptions
28Facilitating Groups The Role of a Facilitator defining overall goal providing processes that help members make high-quality decisionsguiding group discussion to keep it on trackmaking accurate notes that reflect the ideas of membersmaking sure that assumptions are surfaced and testedmaking decisions that take all members’ opinions into account
29Facilitating Groups providing feedback to the group managing conflict using a collaborative approachhelping the group communicate effectivelycreating an environment in which members enjoy a positive, growing experience while they work to attain group goalsfostering leadership in others by sharing the responsibility for leading the group
30Facilitating Groups Planning a Meeting Objectives Timing Participants AgendaPhysical NeedsRoom ArrangementRole AssignmentsFollow-up Methods
31Facilitating Groups Stages of Group Development Forming: Gathering and OrientationStorming: Making ConnectionsNorming: Establishing an IdentityPerforming: Getting the Job Done
32Facilitating GroupsBalancing Task and Relationship Functions in GroupsRelationship Behavior/FunctionsTask Behavior/Functions
33Developing Leadership 3 Components of a Leadership SystemInviting People into LeadershipPreparing and Training LeadersSupporting Leaders
34Developing Leadership 1. Inviting People into LeadershipIdentifying the leaders you need for lifelong faith formationDeveloping job descriptions for each leadership positionSearching for persons with leadership potential using parish-wide strategies and personal invitationPlacing people in leadership positions
36Developing Leadership Personal invitationsPersonal recommendations and invitations: letter with brochure and interest finder, phone calls, personal meetingsCurrent leaders invite new leadersDifferent parish groups/ministries take responsibility for aspects of the programIntegrate leadership needs within an annual parish-wide time and talent survey/stewardship Sunday.
37Developing Leadership Come and see opportunitiesDescriptions of leadership positions (“want ads”) in parish newsletter or bulletinAn informational dinner for potential parish leaders with an information packet on the programming, presentations (visual), and invite them into leadership roles. Develop a “want ad” placemat to describe ways they can be involved as a leader.
38Developing Leadership 2. Preparing and Training LeadersProvide a variety of ways to learn.Customize the training options to each individual and the ways they learn best.Make explicit connections between training and the work of the leader/facilitator.Focus on just-in-time and in-context learning.Build-in transfer of learning strategies.
40Leadership Development 3. Supporting LeadersAuthorizing leaders to begin serviceProviding the information and resources leaders needGathering information and evaluating the work of leadersExpressing and celebrating the support of the church