In Performance Training, S1 is Directing, S2 is Coaching, S3 is Supporting, and S4 is Delegating. We often think of this model when we are onboarding a new employee. First, we will tell them about the job tasks, then we’ll coach them for performance, then pretty quickly we’ll leave them alone – first supporting them and then delegating to them.
Coaching/HR Considerations
I continue to find great value in the Hershey/Blanchard Situational Leadership model.
You may recall that in performance training; S1 is Directing, S2 is Coaching, S3 is Supporting, and S4 is Delegating. We often think of this model when we are onboarding a new employee. First, we will tell them about the job tasks, then we’ll coach them for performance, then pretty quickly we’ll leave them alone – first supporting them and then delegating to them.
But I have found thinking of this model in every performance related discussion improves clarity and success. Seasoned employees often take on new assignments and/or are expected to improve performance results in current work.
- Consider what needs to be directed or redirected?
- What skills or behaviors need to be coached or re-coached?
It’s often true that we delegate too quickly and then don’t achieve the goal we envisioned.
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