Trust is the foundation of any successful team and organization. Through trust, people start to collaborate, and communication increases; eventually, performance starts to get better. For those leaders who look to build trust and continue to earn it in their teams, SLII ®-Situational Leadership ® II-offers a sound model. SLII was designed by Ken Blanchard and his colleagues to offer a diagnostic approach to leadership that focuses on flexibility, clarity, and the same focus that undergirds the development of building and maintaining trust. For this article, let’s take a closer look at how SLII can be leveraged to help leaders build trust and create a more active and productive workforce.
Understanding SLII
SLII ® is a modern update to an earlier model called Situational Leadership ® that was specifically aimed at equipping leader with competencies that would enable them to take their teams through the different stages of development. The philosophy underlying SLII ® is that true leadership involves the ability to shift gears and alter their style to correspond with the competence and commitment levels of the people working for them. Indeed, the model identifies four major leadership styles and identifies four stages of development that prescribe how the leader must adapt:
Directive: This style is high directive and low supportive behavior. It is appropriate when a team member is inexperienced in a task or role and requires direct instructions or close supervision.
Coaching: combines high directive and high supportive behavior. This style is appropriate for a team member gaining competence who remains in need of encouragement and guidance.
Supporting (S3): characterized by low directive and high supportive behavior. The approach is applicable for the members who have competence, though they lack either confidence or motivation.
Delegating (S4): low directive behavior and low supportive behavior. This style shall apply to the members who are competent and committed.
By recognizing and applying these styles appropriately, the leaders will succeed in responding to the various needs of team members, develop their growth, and gain their trust through reliable, consistent support.
1. Building Trust with SLII®
Trust is developed basically through dependable and consistent interaction. SLII® provides a way for the leadership to inspire trust in people in several major ways:
Meeting the Needs of individuals
Showing an understanding and responsive approach to the needs of all the team members is a good way of building trust. SLII® suggests that at each stage of development, a somewhat different leadership style is required. By giving more or less direction and support, the leader is demonstrating they are aware of the needs of their people and are committed to making success possible. This personalized approach displays trust and respect, whereby the members of the team feel appreciated and supported. Reliability and Predictability Consistency in leadership behaviors is crucial for the development of trust. SLII ® helps leaders be consistent by providing a consistent means for altering their leadership style in response to the developmental needs of the team. As leaders use the model time and again, team members will expect predictable supportive interactions from them that continue to build trust. The consistency will help the team know what to expect; therefore, they will have less uncertainty and more security.
Clear Communication
Trust goes hand in glove with effective communication. SLII® reinforces the concept of clear and open communications by guiding the leaders to provide appropriate levels of direction and support. Spelling out expectations, goals, and feedback clearly means that the members of the team understand their expectations and responsibilities. Further, open communication involves listening to the concerns and responses of team members, which will further build trust by reassuring them that their opinions are respected and recognized.
1. Providing Support and Encouragement
Supportive leadership is important in team building in order to establish trust.
SLII® says that leaders should provide the needed support based on the developmental stage of the team members
In the case of team members needing more guidance, the coaching and directing styles give clear instructions as well as motivational support. For team members who have competence but lack self-assurance, the supporting style will be able to give them recognition and encouragement. This developmental approach engenders feelings of empowerment and appreciation in the members, which in turn increases trust in the leader.
2. Successes Acknowledged and Celebrated
Trust continues to evolve when the achievements of team members are recognized and celebrated. SLII® reinforces that recognizing progress and accomplishment is part of the supportive and delegating leadership styles. When the milestone is reached, the leader shows appreciation for the team member’s effort and contributions. As a form of positive reinforcement, this solidifies trust in equating an accomplishment with being part of the team.
3. Development and Growth
When leaders take a keen interest in the development and growth of their people, then they garner trust. The SLII® model enables the leader to assess and work out a plan to satisfy the developmental needs of his team. Ensuring an opportunity for advancement, leaders provide their people with constructive feedback. In this way, it is ensured that leaders will be committed to the success of their team by initiating professional growth and arousing trust to enable them to perform at their best.
4. Addressing Challenges and Conflicts
The most effective leaders address challenges and disagreements by the SLII® model in ways that build trust. If leaders use the appropriate leadership style-whether to direct through rough times or to coach and encourage-they will handle problems constructively. Confronting disagreements openly and equitably fosters trust; it proves a leader will work to resolve issues respectfully and equitably.
5. Integrating SLII® into Organizational Objectives
It is here that integration of the SLII® model with the goals of the organization and strategies toward those goals should be assured, which will extend the power of the model in building trust inside an organization:
Corporate Leadership Development Syncs with Organizational Objectives
The SLII ® training and development programs should be aligned with the goals and core values of the organization. The concept of situational leadership molded with organizational goals helps the leaders to serve and promote the vision of the company in a much better way.
Develop a Trusting and Supportive Environment
Provide a culture of trust and support by sharing SLII® concepts throughout the organization. Provide an environment in which leaders and team members can communicate openly with each other, give constructive feedback to one another, and offer support for one another’s professional development.
Assess and Refine Leadership Approaches
Continuously evaluate leadership practices to understand what’s working to build trust within the organization. Use feedback, performance metrics, and employee surveys to identify how leaders are applying SLII® principles effectively in the organization and make adjustments where necessary.
Conclusion
As one might expect, building trust is a critical success factor in building a high-performing, cohesive team.
SLII® provides a step-by-step approach to leadership, whereby leaders can change their styles to meet the needs of the people on their teams, building a platform where trust will be fostered and sustained through supportive, consistent, and effective interactions.
By integrating SLII® into organizational goals and having Build On Trust leaders will generate a far more participative and energized work environment, promising a better outcome in achieving goals. Investing in SLII® and its principles not only strengthens your leadership to be more effective but also fortifies the very foundation of trust on which success depends.
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