Dear Friends,
I am working on a leadership program and need a Situational Leadership Questionnaire to judge a leader's predominant style of leadership. I have tried a lot but could not find a relevant one for my study. So, I kindly request you to please share a Situational Leadership Questionnaire if anybody has one.
Request help.
Regards,
Sarath
From India, Puducherry
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I am working on a leadership program and need a Situational Leadership Questionnaire to judge a leader's predominant style of leadership. I have tried a lot but could not find a relevant one for my study. So, I kindly request you to please share a Situational Leadership Questionnaire if anybody has one.
Request help.
Regards,
Sarath
From India, Puducherry
Acknowledge(0)Amend(0)
Assessing the Reliability and Validity of Questionnaires
Regarding the questionnaire, apart from obtaining it, the reliability and validity of the questionnaire are also crucial. Are we capable of assessing reliability and validity effectively?
In my training programs, I have encountered difficulty in finding the right questionnaire. To address this challenge, I explain the concept first and then ask the participants to create situations for each quadrant of the SLM. This activity enhances their understanding of SLM. Subsequently, I instruct the participants to list the names of their subordinates falling into the respective quadrant. Developing an action plan for the upward movement of each subordinate from the existing quadrant (S1 -> S2 -> S3 -> S4) is also a vital tool for the implementation of SLM.
Challenges in Implementing SLM
During my training sessions, I have observed a deficiency in SLM. This model heavily focuses on the leader and lacks emphasis on the subordinate. It primarily teaches how a leader should communicate with subordinates but overlooks feedback from subordinates and upward communication. Moreover, the model necessitates the manager to possess various skills such as listening, questioning, counseling, feedback giving, and interpersonal skills. What if the manager lacks proficiency in these areas? Will they be able to effectively instruct, persuade, guide, and delegate?
I have not yet encountered anyone who has studied the effectiveness of SLM, and measurable and tangible results remain unknown.
Best regards,
Dinesh Divekar
From India, Bangalore
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8072Regarding the questionnaire, apart from obtaining it, the reliability and validity of the questionnaire are also crucial. Are we capable of assessing reliability and validity effectively?
In my training programs, I have encountered difficulty in finding the right questionnaire. To address this challenge, I explain the concept first and then ask the participants to create situations for each quadrant of the SLM. This activity enhances their understanding of SLM. Subsequently, I instruct the participants to list the names of their subordinates falling into the respective quadrant. Developing an action plan for the upward movement of each subordinate from the existing quadrant (S1 -> S2 -> S3 -> S4) is also a vital tool for the implementation of SLM.
Challenges in Implementing SLM
During my training sessions, I have observed a deficiency in SLM. This model heavily focuses on the leader and lacks emphasis on the subordinate. It primarily teaches how a leader should communicate with subordinates but overlooks feedback from subordinates and upward communication. Moreover, the model necessitates the manager to possess various skills such as listening, questioning, counseling, feedback giving, and interpersonal skills. What if the manager lacks proficiency in these areas? Will they be able to effectively instruct, persuade, guide, and delegate?
I have not yet encountered anyone who has studied the effectiveness of SLM, and measurable and tangible results remain unknown.
Best regards,
Dinesh Divekar
From India, Bangalore
Acknowledge(1)Amend(0)
Hi, I have a workshop on Situational Leadership. Can someone please suggest an activity for participants to understand different styles?
Also, please share a questionnaire for participants to judge their own dominant leadership style. Thank you for your support in advance.
From India, New Delhi
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Also, please share a questionnaire for participants to judge their own dominant leadership style. Thank you for your support in advance.
From India, New Delhi
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Leadership-and- teamwork-develo pment.ppt
The Development of Management and Leadership.pdf