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New Post 10/21/2009 4:23 AM
User is offline Mark Ridgwell
13 posts
10th Level Poster


How to effectively delegate 
Modified By Adrian M.  on 10/23/2009 1:26:24 AM)

Hi everyone,

I found this model on Situational Leadership (Ken Blanchard) which I have found extremely helpful in helping me delegate - to get the best from people.

Situational Leadership - best practice framework

HTH
Mark

 

 

 
New Post 10/21/2009 5:27 AM
User is offline Craig Brown
560 posts
www.betterprojects.net
4th Level Poster




Re: How to effectively delegate 

Mark

What are the D1, D2 etc types?

 
New Post 10/21/2009 10:44 AM
User is offline Chris Adams
323 posts
5th Level Poster






Re: How to effectively delegate 

 craigwbrown wrote
 

Mark

What are the D1, D2 etc types?

Craig,

The Situational Leadership Model that Ken Blanchard speaks to defines 4 development levels (D1, D2, D3, D4).  These levels describe someones development for a particular task based on a cycle that everybody goes through as they learn something new.  The development levels take into account someones Compentency at a taks as well as their Commitment to a task.  It should not be intrepretted as the persons development level. What I mean by that is I could be a very senior analyst with lots of experience on most tasks placing me at a D3 or D4 developement level, but for a new task I have never done before I could be a D1 or D2.  So my development level on a particular task has nothing to do with my overall abilities as an analyst.  The development levels are defined as follows:

D1 - I'm an Enthusiatic Beginner; I have a HIGH Commitment to the task; I have a LOW Competency with the task.  Since I'm new to the task I'm feeling excited about learning it but I have no idea how to get the job done.

D2 - I'm a Disallusioned Learner; I have a LOW Commitment to the task; I have LOW to MODERATE Competency with the task.  My development, competency and knowledge of the task have grow a bit, but now that I know whats involved I may be feeling a bit discouraged since I'm still not very competent at it.  That's why my commitment has gone down.  I'm no longer excited about it.

D3 - I'm a Capable but Cautious Peformer; I have a VARIABLE Commitment to the task; I have a MODERATE TO HIGH Competency with the task.  For the most part I know how to do the task and I am fairly self directed, but I still need direction from time to time to reassure me that I'm doing it right.  Since I'm fairly competent I tend to get bored with the task and my commitment may wane from time to time.

D4 - I'm a Self Reliant Achiever/Performer; I have HIGH Commitment to the task; I have a HIGH Competency with the task.  I'm considered by others to be an expert at the task.  My competency and ability to perform the task without direction gives me a confident which translates into a high commitment to the task and work.  I take proactive step regarding what should be done next.

This is an abbreviated overview, but it gives you an idea.  Ken Blanchard's materials state that everybody who takes on a new task goes through every single level of development every time.  The argument is that no matter how quickly you move through the stages you must go through the previoius stage before reaching the next, even if its for only the briefest moment.  this could probably be argued, but the premise makes for thoughtful discussion and pondering.

Furthermore, each of the Development levels has a corresponding Leadership Style that should be used for a person at a particular development level for a task (S1, S2, S3, S4).  I assume the S is for "Style".

 


Chris Adams
Core Member – ModernAnalyst.com
LinkedIn Profile
 
New Post 10/21/2009 12:57 PM
User is offline Craig Brown
560 posts
www.betterprojects.net
4th Level Poster




Re: How to effectively delegate 

Thans for the reminder.

 
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