Situational Leadership II. Start a Business in Bulgaria. Choose the Right Partner.

Situational Leadership II is not something you do to people; it’s something you do with them.

Overview of SLII

Situational Leadership II is a process for developing people by providing effective leadership, over time, so that they can reach their highest level of performance. It is based upon a relationship
between an individual’s development level (various combinations of competence and commitment) on a specific goal or task and the leadership style (various combinations of Directive and Supportive Behavior) that the leader provides.

Development Levels

While there are many variables that can affect an individual’s ability to accomplish a goal or complete a task, Situational Leadership® II focuses on one situational variable more than others—the development
level of a person on a specific goal or task. Development level is a combination of two factors—competence and commitment.

• D1 – Enthusiastic Beginner: Low competence, high commitment.
• As the development level of an individual increases from D1 to D4, his or her competence and commitment fl uctuates. On new tasks where they have little, if any, prior experience, most individuals are enthusiastic and ready to learn (D1). Descriptors for a D1 are …
• Hopeful ; Inexperienced ; Curious ; New/unskilled ; Optimistic ; Eager ; Excited ; Enthusiastic
• D2 – Disillusioned Learner: Some competence, low commitment.
• Soon after beginning a new task, an individual commonly experiences a period of disillusionment. A letdown occurs when a job is more diffi cult or is, perhaps, different than expected. This disillusionment causes a decrease in commitment (D2). Descriptors for a D2 are …
• Overwhelmed ; Confused ; Demotivated ; Demoralized ; Frustrated ; Disillusioned ; Discouraged ; Flashes of competence
• D3 – Capable but Cautious Contributor: Moderate competence, variable commitment.
• If individuals overcome the disillusionment stage and acquire the skills they need, most will then go through a self-doubt stage where they question whether they can perform the task well on their own. Their leader may say they are competent, but they are not so sure. In other words, they lack the confidence in their own competence. These alternating feelings of competence and self-doubt cause the variable commitment associated with D3—commitment that illustrates from excitement to insecurity. Descriptors for a D3 are …
• Self-critical ; Cautious ; Doubtful ; Capable ; Contributing ; Insecure ; Tentative/unsure ; Bored/apathetic
• D4 – Self-Reliant Achiever: High competence, high commitment.
• With proper support, an individual can eventually become a
• Self-Reliant Achiever—a D4, who demonstrates a high level of competence and commitment on a specific goal or task. In other words, given the appropriate amounts of direction and support, an individual moves from one level of development to another, from being an Enthusiastic Beginner to a Disillusioned Learner to a Capable, but Cautious, Performer to a Self-Reliant Achiever. Descriptors for a D4 are …
• Justifiably confident ; Autonomous ; Consistently competent • Self-assured ; Inspired/inspires others ; Accomplished ; Expert ; Self-reliant/self-directed

Leadership Styles

• S1 – Directing: High directive and low supportive behavior, suitable for D1.
• Style 1, Directing, consists of high Directive Behavior and low. Supportive Behavior. In the Directing style, the leader provides specifi c instructions about what and how goals or tasks will be accomplished. The leader also closely supervises the individual’s performance. Most decisions in Style 1 are made by the leader. Descriptors for S1 are …
• Defining ; Planning/prioritizing ; Orienting ; Teaching/showing and telling how ; Checking/monitoring ; Giving feedback
• S2 – Coaching: High directive and high supportive behavior, suitable for D2.
• Style 2, Coaching, is characterized by high Directive Behavior and high Supportive Behavior. The leader explains decisions, solicits suggestions from the individual, praises progress, and continues to direct task accomplishment. Input from the individual is considered, although fi nal decisions are made by the leader. Descriptors for S2 are …
• Exploring/asking ; Explaining/clarifying ; Redirecting ; Sharing feedback ; Encouraging ; Praising
• S3 – Supporting: Low directive and high supportive behavior, suitable for D3.
• Style 3, Supporting, provides low Directive Behavior and high Supportive Behavior. A leader using Style 3 listens, encourages, and facilitates self-reliant decision making and problem solving. Descriptors for S3 are …
• Asking/listening ; Reassuring ; Collaborating ; Facilitating self-reliant problem
  solving ; Encouraging feedback ; Appreciating
• Style 4—low Directive Behavior, low Supportive Behavior—Delegating.
• Style 4, Delegating, is a combination of low Directive Behavior and low Supportive Behavior. The leader empowers the individual to act independently and provides the appropriate resources to get the job done. Most decisions are made by the individual. Descriptors for S4 are …
• Allowing/trusting ; Confirming ; Empowering ; Affirming ; Acknowledging ; Challenging

Matching Leadership Style (S?) to Development Level (D?)

To determine the appropriate leadership style to use with each of the four development levels, draw a vertical line up from a diagnosed development level to the leadership style curve running through the four-quadrant model. The appropriate leadership style—the match— is the quadrant where the vertical line intersects the curved line.

Directing (S1) is for Development Level 1 (D1) -> Coaching (S2) is for Development Level 2 (D2) ->

Supporting (S3) is for Development Level 3 (D3). -> Delegating (S4) is for Development Level 4 (D4).

To be effective, leaders must be able to use all four leadership styles. They must learn to be flexible.

Partnering for Performance

Partnering for Performance is gaining the individual’s permission to use the leadership style that is a match for the individual’s development level. In partnering, the leader and the individual agree on goals, development level, leadership style, future leadership behaviors, how to stay in touch, and how often to stay in touch.

Teaching Situational Leadership II to individuals helps them understand their role in the partnership. Once goals have been agreed to and both the leader and the individual know Situational Leadership® II, they can mutually diagnose the individual’s development level and agree on an appropriate leadership style.

Summary. Our promises & invitation for a partnership.

Situational Leadership® II is more than a model for leading and developing people. It encourages ongoing conversations in a spirit of partnership as individuals learn to take responsibility for their own decision making and problem solving. Leaders realize their role is to provide individuals with whatever it takes—clear goals, direction, support, training, feedback, and recognition—to help the people they work with become more self-directed, self-motivated, and self-reliant.

Conversely, individuals begin to realize that their own behavior determines the leadership style used with them. Thus, Situational II becomes a vehicle for individuals to use when asking for the help they need in order to develop.

Through Situational Leadership II, the frequency and quality of conversations about performance and development increase and the organization develops and retains its most talented people.

Use pro-actively Situational Leadership II approach in choosing the right partner for the accurate and timely support for your business. Paramount Accounting & Legal Services firm can provide complete legal & administrations services & information about other applicable taxes in Bulgaria.

Our special PROMISES: 

1. ALWAYS to keep our services prices at least 15% below the competition’s  prices  level,
2. Till 3,000 EUR monthly turnover  ZERO Taxation,
3. 5% taxation burden maximum,
4. 4 hours expert support on all your questions w/o extra charge,
5. 100% reimbursement of all damages (if any) caused by our advices,
6. Loyalty, Integrity & Commitment is not just empty words/declarations, but everyday practice,
7. Keeping to our promises 24/7 @ any circumstances.

See you Friends, looking forward to contribute to your business growth & success.