Description

Recommended for managers and leaders at all levels. 

At a glance objectives...

Identify the leadership styles that each Manager is most comfortable using and then develop additional styles to use in specific situations.

• Diagnose the development level for each employee on each primary result area or task.
• Match the appropriate leadership style to the employee’s development level in order to give the direction or support he or she needs to achieve/exceed performance targets.
• Communicate performance direction clearly while building an employee’s self-esteem.
• Appropriately use praise and recognition in order to help improve employee’s performance.
• Delegate effectively with peak performers and coach and support those staff who are experiencing performance problems.

In order to accomplish more with fewer resources, organizations need strong, yet flexible leaders. They require leadership principles that are understood and practiced by every member of the organization. They must have an individualized and flexible approach to developing leadership. 

A new type of leader is needed to inspire today’s workplace. This person must be able to transform plans into action by working with individuals to ensure that their jobs are personally meaningful and motivating. He or she must model and coach the expected behaviors and be in charge of catching people doing things right. 

The new frontline leader is different from the command-and-control leader of the past. People are not interested in working for someone who just gives orders daily and conducts evaluations annually. Employees today are looking for leaders that will coach them by providing either direction or support (or both) as they attain their goals. 

The new leader will focus on the future. He or she will create a motivating environment by defining a compelling vision and finding ways to help people discover how meaningful their work can be. He or she will engage employees in the process by helping them set their goals, enjoy their successes, and encourage their self-initiative. He or she will look ahead to what could be and conduct energetic, productive, and mutually satisfying conversations with direct reports. 

There are four basic development levels in the Situational Leadership model: Enthusiastic Beginner, Disillusioned Learner, Capable but Cautious Performer, and Self-Reliant Achiever. 

The primary focus of this training program, is centered on understanding what the Four Basic Leadership Styles look like & when to best use them … allowing participants to effectively work with their people on the Leadership process.

Gary Polain is the Principal of OzMosis Leadership based in Kirkland, Washington. 

A native born Western Australian, he began his professional career as a Mechanical Engineer specializing in power station design, dust pollution control and mine ventilation systems. Gary has over the last thirty-two years committed himself to a most accomplished career in ‘Human Engineering’. 

Prior to starting his own consulting practice in 1996, Gary worked with Priority Management Systems, beginning 1991 in Sydney as Australasian Sales and Marketing Manager. He was transferred to the Seattle international head office, in 1992 as Vice President Business Development and then to Bath, England in 1994 to head up the European expansion. A final term with Priority Management in Atlanta, led to the illuminating realization that owning his own consulting practice was the most practical way to get control of his own destiny in 1996. 

He has given keynote presentations throughout Australia, Canada, USA and England, and has either trained and coached over 19,000 people. He consults to multi-national corporations, small businesses, associations and community service groups on a variety of subjects including: Strategic Thinking, Executive Coaching, Leadership Development, Sales & Negotiation Skills and Team Development. 

Gary has the unique ability to surface and share ideas, and then to Coach, & Inculcate measurable behavioral change in people, leading to increases in Organizational Effectiveness.