Lead 12:12 Christian Leadership Podcasts

Situational Approach

The situational approach, which Hersey and Blanchard developed in 1969, is one of the more widely recognized approaches to leadership. Since its inception, the situational approach has been refined and revised several times, and it has been extensively used in organizational leadership development and training. The essence of the situational approach requires leaders to match […]

Oct 25, 2021 | 0 comments

Situational Approach

The situational approach, which Hersey and Blanchard developed in 1969, is one of the more widely recognized approaches to leadership. Since its inception, the situational approach has been refined and revised several times, and it has been extensively used in organizational leadership development and training. The essence of the situational approach requires leaders to match […]

Transcription:
0 00:00:02,540 --> 00:00:02,740 -- Yeah. 1 00:00:08,540 --> 00:00:08,750 -- Mhm. 2 00:00:17,540 --> 00:00:25,740 -- This is lead 12 12 a podcast on christ centered leadership based on romans 12 12, 3 00:00:25,750 --> 00:00:29,750 -- rejoice in hope, be patient tribulation, be constant in prayer. 4 00:00:30,140 --> 00:00:32,750 -- Thanks for listening. Here's Dave and chris 5 00:00:34,640 --> 00:00:36,730 -- Oswald Chambers summed it up well, 6 00:00:36,740 --> 00:00:40,780 -- if I am devoted to the cause of humanity only I will soon 7 00:00:40,780 --> 00:00:44,590 -- be exhausted and come to the place where my love will falter. 8 00:00:44,600 --> 00:00:47,800 -- But if I love jesus christ personally and passionately, 9 00:00:47,810 --> 00:00:49,410 -- I can serve humanity though. 10 00:00:49,410 --> 00:00:50,960 -- Men treat me as a doormat, 11 00:00:51,540 --> 00:00:55,040 -- Bob Russell and his book, 50 Years of Ministry, Wow! 12 00:00:55,050 --> 00:00:58,510 -- You know when you're being treated as a doormat, 13 00:00:58,520 --> 00:01:02,140 -- that is a perfect time to hear that it happens to all of us. 14 00:01:02,140 --> 00:01:05,110 -- But wow we can still serve humanity through men. 15 00:01:05,120 --> 00:01:06,780 -- The men treat me as a doormat that's 16 00:01:06,780 --> 00:01:08,960 -- beautiful and you know 17 00:01:08,970 --> 00:01:12,100 -- in our pre talking of all this stuff we were talking, 18 00:01:12,100 --> 00:01:19,090 -- I mean the purpose of what we live for is to give God glory and no you, 19 00:01:19,100 --> 00:01:23,890 -- no matter what happens or what we've been through God can use that. 20 00:01:23,900 --> 00:01:27,400 -- Even in those very painful hurt moments, 21 00:01:27,410 --> 00:01:28,240 -- especially in 22 00:01:28,240 --> 00:01:29,180 -- those moments when 23 00:01:29,180 --> 00:01:31,130 -- you don't feel him, 24 00:01:31,140 --> 00:01:34,190 -- he'll come to you in places you never dreamed of? 25 00:01:34,200 --> 00:01:35,450 Uh 26 00:01:35,710 --> 00:01:36,750 Amen 27 00:01:36,940 --> 00:01:39,100 -- Romeo me! 28 00:01:45,240 --> 00:01:49,870 -- So we're excited. We're fired up. We got some good stuff to talk about. Yes, we do. 29 00:01:49,880 --> 00:01:51,920 -- So chris tell us, what are we talking about today? 30 00:01:51,930 --> 00:01:52,470 -- Well, Dave today, 31 00:01:52,470 --> 00:01:54,920 -- we're talking about the path goal method of 32 00:01:54,920 --> 00:01:57,360 -- leadership And I've got a question for you. 33 00:01:57,740 --> 00:02:01,160 -- Have you ever had a leader that made you want to be better. 34 00:02:01,540 --> 00:02:06,140 -- Yes. Not just one that demanded better this from you, but made you want to be better. 35 00:02:06,150 --> 00:02:09,080 -- Absolutely. Isn't that the ultimate goal of 36 00:02:09,080 --> 00:02:09,820 -- leadership? 37 00:02:09,830 --> 00:02:14,700 -- It really -- is not just to get the results, but to make each person on the team better. 38 00:02:14,710 --> 00:02:18,550 -- Amen. Well, that's the goal of path goal method. Leadership, 39 00:02:18,940 --> 00:02:20,700 -- What is path goal theory? 40 00:02:20,710 --> 00:02:23,720 -- Path goal method is a highly acclaimed theory of 41 00:02:23,720 --> 00:02:27,550 -- leadership that was developed in 1971 by Robert House. 42 00:02:27,940 --> 00:02:31,040 -- The Path Gold method says that a leader should engage in behavioral 43 00:02:31,040 --> 00:02:33,200 -- patterns that will complement and compensate 44 00:02:33,200 --> 00:02:35,140 -- for the deficiencies of the follower. 45 00:02:35,150 --> 00:02:37,480 -- The success or the failure of the team is placed 46 00:02:37,480 --> 00:02:40,800 -- directly on the shoulders of the leader in this theory. 47 00:02:40,800 --> 00:02:44,560 -- And that's one of the things that this theory has with very few other theories. 48 00:02:44,740 --> 00:02:48,850 -- Everything that happens on the team is a success or failure on the leader. 49 00:02:49,040 --> 00:02:53,250 -- Amen, wasn't it? Harry, Truman said, the buck stops here, that's it. 50 00:02:53,260 --> 00:02:58,470 -- And it's got at some point we need to be as leaders accountable, that we say we're in, 51 00:02:58,470 --> 00:03:01,460 -- we're gonna do it, we're gonna make this better, we're gonna be better. 52 00:03:01,470 --> 00:03:03,880 -- True and it's so easy for the leader to 53 00:03:03,880 --> 00:03:06,770 -- blame the followers and that's usually what happens. 54 00:03:06,780 --> 00:03:09,840 -- But the truth is a good leader could take the same 55 00:03:09,840 --> 00:03:12,640 -- team and make a success where other people have failed. 56 00:03:12,650 --> 00:03:17,370 -- So the goal of the path goal leader is to empower and motivate the follower. 57 00:03:17,380 --> 00:03:22,260 -- So the follower becomes involved more active, more efficient and thereby 58 00:03:22,360 --> 00:03:23,460 -- more productive. 59 00:03:23,840 --> 00:03:25,830 -- Essentially the role of the path goal leader 60 00:03:25,830 --> 00:03:28,760 -- is to nudge the followers towards improvement. 61 00:03:28,850 --> 00:03:32,780 -- You and I had a discussion about nudging the followers of nudging people 62 00:03:32,780 --> 00:03:35,950 -- towards improvement and how God has done that in each of our lives. 63 00:03:35,960 --> 00:03:36,990 -- Absolutely. 64 00:03:36,990 --> 00:03:42,730 -- And and you know, we have to let God do that and sometimes it's not the way we want it, 65 00:03:42,740 --> 00:03:44,960 -- but it's the way he's designed it 66 00:03:45,240 --> 00:03:50,250 -- and God's design for your life is better than anything that you can do 67 00:03:50,510 --> 00:04:02,660 -- that. Yes, that praise time when you get those moments where you know 68 00:04:03,140 --> 00:04:08,560 -- God is the only reason I'm doing any of that change the whole world. 69 00:04:09,940 --> 00:04:10,930 -- Okay, 70 00:04:10,940 --> 00:04:15,940 -- so now we decided that path goal leadership is good because it forces the 71 00:04:15,940 --> 00:04:20,700 -- leader to take accountability and we understand what the idea is behind it, 72 00:04:20,709 --> 00:04:22,860 -- but what are the steps of Path goal theory? 73 00:04:23,840 --> 00:04:27,560 -- Path goal theory is not a leadership method with training programs, 74 00:04:27,560 --> 00:04:30,610 -- you won't find a seminar like how to improve your path gold, 75 00:04:30,610 --> 00:04:32,380 -- leadership that doesn't exist. 76 00:04:32,390 --> 00:04:34,680 -- What path gold does is provide a 77 00:04:34,680 --> 00:04:37,210 -- set of recommendations based on the characteristics 78 00:04:37,210 --> 00:04:41,660 -- of the followers and also the characteristics of the task and from this, 79 00:04:41,740 --> 00:04:43,070 -- the leader chooses one of the four 80 00:04:43,070 --> 00:04:45,550 -- appropriate leadership behaviors to assist the follower, 81 00:04:46,040 --> 00:04:47,450 -- We look at the followers 82 00:04:47,940 --> 00:04:48,920 -- individually, 83 00:04:48,930 --> 00:04:52,010 -- we look at the team and then we look at the task and we see 84 00:04:52,010 --> 00:04:56,460 -- which approach to take and it could be a different approach with each follower. 85 00:04:56,840 --> 00:04:57,260 -- Gotcha. 86 00:04:58,140 --> 00:04:59,620 -- So what are the leadership behaviors? 87 00:04:59,630 --> 00:05:03,960 -- Path goal theory uses four leadership behaviors to motivate the follower. 88 00:05:04,340 --> 00:05:07,540 -- Those are the direct leadership, supporting leadership, 89 00:05:07,550 --> 00:05:11,230 -- Participative leadership and the achievement oriented leadership. 90 00:05:11,240 --> 00:05:13,270 -- So let's discuss each of those briefly. 91 00:05:13,280 --> 00:05:16,130 -- Direct leadership gives the followers task 92 00:05:16,130 --> 00:05:18,520 -- instructions like what's expected of them, 93 00:05:18,530 --> 00:05:21,860 -- how to do the task and what the task timeline is. 94 00:05:22,040 --> 00:05:24,760 -- Direct leadership provides exact expectations 95 00:05:24,940 --> 00:05:30,360 -- and remove all ambiguity so the followers will have the clarity to focus on the task. 96 00:05:30,940 --> 00:05:32,980 -- What do you think of direct leadership? 97 00:05:32,990 --> 00:05:37,120 -- I think I think for me that's a hard one, that's not where I'm at as a leader, 98 00:05:37,120 --> 00:05:39,400 -- but I understand people that have this, 99 00:05:39,410 --> 00:05:44,010 -- I think it's hard to get get that availability from your people though. 100 00:05:44,010 --> 00:05:46,540 -- If you're just basically dictating what they should do, 101 00:05:46,540 --> 00:05:48,780 -- you're not letting them be creative and that can be an 102 00:05:48,780 --> 00:05:49,260 -- issue. 103 00:05:49,340 --> 00:05:53,750 -- It is, it takes all creativity right out and you're exactly right about that. 104 00:05:54,040 --> 00:05:56,480 -- I can think back to the times I was involved in direct 105 00:05:56,480 --> 00:06:00,100 -- leadership and my very first job was I worked at Mcdonald's for, 106 00:06:00,100 --> 00:06:04,110 -- I worked there for a year making Quarter pounders and moved up to french fries. 107 00:06:04,120 --> 00:06:08,310 -- But that was yeah, that was direct leadership, There was no creativity there. 108 00:06:08,310 --> 00:06:10,230 -- This is how you make the quarter pounder. 109 00:06:10,240 --> 00:06:14,080 -- We expect it to be done in this amount of time and that's all the instruction, 110 00:06:14,080 --> 00:06:14,910 -- there was really, 111 00:06:14,920 --> 00:06:17,550 -- I had no idea that you did that. 112 00:06:18,340 --> 00:06:23,110 -- Yeah, yeah, maybe after we get done here, we'll have you fixed one. 113 00:06:23,120 --> 00:06:30,020 -- I'll show you my expertise. Yeah. Hey man, then after I make it a broken 114 00:06:30,020 --> 00:06:30,500 -- back. 115 00:06:30,510 --> 00:06:33,660 -- Oh my aching bag. 116 00:06:34,440 --> 00:06:36,340 -- Okay. All right. 117 00:06:36,340 --> 00:06:42,600 -- So the next leadership behavior of path goal theory is supporting leadership. 118 00:06:42,610 --> 00:06:46,430 -- This is the one that usually I'm naturally drawn to. 119 00:06:46,440 --> 00:06:50,000 -- The supporting leader will be friendly and approachable as a leader and 120 00:06:50,000 --> 00:06:53,360 -- attending to the well being and human needs of the followers. 121 00:06:53,440 --> 00:06:56,900 -- Supporting leaders go out of their way to make work pleasant for the 122 00:06:56,900 --> 00:07:00,900 -- followers and this gives the followers the confidence they need to succeed. 123 00:07:00,910 --> 00:07:05,110 -- Supporting leaders treat followers as equals and give them respect. 124 00:07:05,120 --> 00:07:08,540 -- I like this one. And I'm gonna tell you in just a couple of minutes why? 125 00:07:08,550 --> 00:07:10,240 -- Because there's a lot to this. 126 00:07:10,250 --> 00:07:15,360 -- And I think in today's church we're not using this enough. 127 00:07:15,540 --> 00:07:21,750 -- Um, we have pastors who want to be stars that that preach on sunday morning instead of 128 00:07:22,440 --> 00:07:25,080 -- pastors that are doing some pastoring and shepherding. 129 00:07:25,080 --> 00:07:28,510 -- I think it has to be both and I know I can 130 00:07:28,510 --> 00:07:30,850 -- get criticized for what I just said that I get it. 131 00:07:30,860 --> 00:07:32,510 -- It's true. It's so true. 132 00:07:32,520 --> 00:07:37,480 -- But one of the things that this point brings up is people want want to be encouraged, 133 00:07:37,480 --> 00:07:39,070 -- They want to be built up. 134 00:07:39,080 --> 00:07:43,770 -- Um, I think the best thing we have is God's word to encourage 135 00:07:43,920 --> 00:07:45,660 that 136 00:07:45,940 --> 00:07:48,530 -- Barnabas was the son of encouragement. 137 00:07:48,540 --> 00:07:53,760 -- He worked every way he could to make people feel better when they left 138 00:07:54,140 --> 00:07:55,400 -- and that's our goal. 139 00:07:55,400 --> 00:07:55,650 -- I mean, 140 00:07:55,650 --> 00:08:00,140 -- do people feel good when they when they leave you knowing that maybe you 141 00:08:00,140 --> 00:08:03,090 -- give God all the glory and maybe they can do that as well. 142 00:08:03,100 --> 00:08:04,090 -- Amen to that. That's 143 00:08:05,110 --> 00:08:05,380 gonna 144 00:08:05,390 --> 00:08:10,360 -- keep your waiters and 145 00:08:10,360 --> 00:08:13,060 -- waitresses. So that was supportive leadership. 146 00:08:13,070 --> 00:08:15,170 -- And so many times in my life, 147 00:08:15,180 --> 00:08:19,330 -- God has been a supportive leader to me every time I've needed him, he's been there, 148 00:08:19,330 --> 00:08:20,280 -- he's picked me up. 149 00:08:20,280 --> 00:08:23,750 -- He takes care of me all the time and I just can't 150 00:08:24,140 --> 00:08:26,750 -- say what that means to me that we have such a loving God. 151 00:08:27,240 --> 00:08:28,150 -- Amen. 152 00:08:29,940 --> 00:08:32,580 -- So the next is the participative leadership. 153 00:08:32,590 --> 00:08:35,539 -- A participative leader consults with the followers about 154 00:08:35,539 --> 00:08:37,799 -- the decisions and this type of leader gets 155 00:08:37,799 --> 00:08:39,970 -- their ideas and opinions and then uses this 156 00:08:39,970 --> 00:08:42,150 -- information about how the team will proceed. 157 00:08:42,539 --> 00:08:45,130 -- This results in increased team performance 158 00:08:45,140 --> 00:08:47,980 -- through following participation in shared goals. 159 00:08:47,990 --> 00:08:51,130 -- So when a change happens or a decision needs to be made, 160 00:08:51,140 --> 00:08:53,980 -- the participative leader brings it to the group and says, okay, 161 00:08:53,980 --> 00:08:55,380 -- what does everybody think of this? 162 00:08:55,390 --> 00:08:58,470 -- How do we move forward as a team? And what's the ideas and 163 00:08:58,470 --> 00:08:59,140 -- thoughts? 164 00:08:59,160 --> 00:09:01,950 -- I think that's great. I think it's really good leadership 165 00:09:02,240 --> 00:09:04,790 -- and I do think it's important that we do that. 166 00:09:04,790 --> 00:09:07,160 -- I think it's important that we hear what people are 167 00:09:07,160 --> 00:09:10,160 -- going through and what we can do to help them 168 00:09:10,340 --> 00:09:14,380 -- do better at their job because when they do better, we do better. That's the goal. 169 00:09:14,380 --> 00:09:18,550 -- It can't be um I don't want them to do as good as me. Yeah, you do. 170 00:09:18,550 --> 00:09:22,900 -- If you're doing your job right, it'll change everything and that's, that's the key. 171 00:09:22,900 --> 00:09:26,660 -- You want everyone to do better because when, when that happens, 172 00:09:26,840 --> 00:09:30,760 -- the product that you could put out there for, for whatever it is, 173 00:09:30,940 --> 00:09:32,780 -- um it gives glory. 174 00:09:32,790 --> 00:09:34,500 -- It's so true. Amen. 175 00:09:34,500 --> 00:09:34,840 -- And you know, 176 00:09:34,840 --> 00:09:37,030 -- one of the requirements whenever I interview someone 177 00:09:37,030 --> 00:09:38,580 -- or hire them for my team because you have 178 00:09:38,580 --> 00:09:42,160 -- to be smarter than me because I want people who can do things that I can, 179 00:09:42,160 --> 00:09:44,400 -- people who can figure things out that I can't, 180 00:09:44,410 --> 00:09:48,770 -- I will not be working for chris any 181 00:09:48,770 --> 00:09:53,160 -- time and then after I get them, Hey 182 00:09:53,170 --> 00:09:54,460 -- wow, 183 00:09:54,940 --> 00:09:56,800 -- this went dark quick. Thank 184 00:09:56,800 --> 00:09:58,800 -- you. Sorry, sorry about that. 185 00:09:58,810 --> 00:10:00,760 -- Oh no, 186 00:10:02,140 --> 00:10:04,160 -- I guess one of Sophie's favorite one. 187 00:10:04,170 --> 00:10:07,450 -- Okay, the last leadership type of the path. 188 00:10:07,450 --> 00:10:10,850 -- Gold leadership is the achievement oriented leader and this is a 189 00:10:10,850 --> 00:10:15,440 -- leader who challenges followers to perform at their highest possible level. 190 00:10:15,450 --> 00:10:19,560 -- They said a high level of excellence and they seek continuous improvement. 191 00:10:19,940 --> 00:10:22,340 -- The achievement oriented leader shows the team they 192 00:10:22,340 --> 00:10:24,560 -- have a high level of confidence and that 193 00:10:24,560 --> 00:10:28,840 -- the leader is sure the followers can achieve their goals and when I think of this, 194 00:10:28,840 --> 00:10:31,060 -- I think of a lot of sales, 195 00:10:31,070 --> 00:10:35,070 -- I think of anything that has a performance metric where the top leader 196 00:10:35,070 --> 00:10:38,260 -- of the top performer gets a bigger bonus or something like that. 197 00:10:38,340 --> 00:10:40,560 -- Right? It's goal oriented. Absolutely. 198 00:10:40,640 --> 00:10:44,740 -- One of the downsides of this is people can burn out if they're 199 00:10:44,750 --> 00:10:48,950 -- continually pressured to improve and do better and meet higher and higher demands. 200 00:10:48,960 --> 00:10:50,620 -- Like we discussed earlier about this, 201 00:10:50,620 --> 00:10:53,120 -- they will burn out and then maybe they need to go to 202 00:10:53,120 --> 00:10:55,820 -- a supportive team for someone to build them right back up 203 00:10:55,830 --> 00:10:56,810 -- well. 204 00:10:56,810 --> 00:11:00,040 -- And I think honestly, you can't live in that fourth model. 205 00:11:00,050 --> 00:11:02,660 -- No, because if you, if you do, it'll break you. 206 00:11:02,940 --> 00:11:05,830 -- Um, I think really would be your best model. 207 00:11:05,840 --> 00:11:11,650 -- I love to because I'm naturally bent that way, but either one I think it's okay. 208 00:11:11,660 --> 00:11:16,610 -- One in four dangerous to me from what I heard you say and what I'm hearing you say. 209 00:11:16,620 --> 00:11:18,290 -- And um, for me, 210 00:11:18,290 --> 00:11:22,260 -- I think it's important that we understand that our best 211 00:11:22,260 --> 00:11:25,560 -- way to do things is with a team together, 212 00:11:25,560 --> 00:11:26,750 -- building each other up 213 00:11:26,940 --> 00:11:28,110 -- and watch what God 214 00:11:28,110 --> 00:11:30,280 -- does Each of these four have a place, 215 00:11:30,290 --> 00:11:34,400 -- There's times to use each of these four, but I couldn't agree more two and three, 216 00:11:34,410 --> 00:11:39,380 -- you will get the most respect the most loyalty, the most love from your employees. 217 00:11:39,390 --> 00:11:41,150 -- They will do everything they can, they will, 218 00:11:41,150 --> 00:11:42,260 -- if you've heard the term bend over 219 00:11:42,260 --> 00:11:44,350 -- backwards will absolutely bend over backwards for 220 00:11:44,350 --> 00:11:46,960 -- you if they feel that you love them and you care about 221 00:11:46,970 --> 00:11:47,190 -- them. 222 00:11:47,200 --> 00:11:52,900 -- I would not bend over backwards, but I would try to do that as best I could if I did that, 223 00:11:52,910 --> 00:12:00,760 -- I'd end up in the hospital with my aching back, oh my back. 224 00:12:00,760 --> 00:12:01,610 -- There we go. 225 00:12:01,620 --> 00:12:02,070 Oh 226 00:12:02,080 --> 00:12:04,360 -- yeah, we'll be 227 00:12:04,360 --> 00:12:08,090 -- here, we'll be here every week, tip your waiters and waitresses. 228 00:12:08,100 --> 00:12:11,250 -- Okay, so whatever we know about path gold, 229 00:12:11,250 --> 00:12:13,650 -- we understand the four leadership behaviors. 230 00:12:13,940 --> 00:12:16,350 -- When do we use the path goal behaviors? 231 00:12:16,360 --> 00:12:18,220 -- So let's start with directive, 232 00:12:18,230 --> 00:12:21,760 -- we use the directive leadership with inexperienced workers. 233 00:12:21,760 --> 00:12:23,750 -- These are people who first get there 234 00:12:24,240 --> 00:12:26,210 -- any time there's an urgent matter. 235 00:12:26,220 --> 00:12:30,730 -- Directive leadership also works very well and non negotiable issues 236 00:12:30,730 --> 00:12:32,980 -- that works really well and believe it or not, 237 00:12:32,980 --> 00:12:36,130 -- there are people out there who prefer this. 238 00:12:36,140 --> 00:12:39,010 -- They prefer a tight structure with no ambiguity. 239 00:12:39,010 --> 00:12:41,250 -- They want to know everything about their job, 240 00:12:41,260 --> 00:12:44,020 -- they want to know exactly what's expected of them and then they're good, 241 00:12:44,020 --> 00:12:44,990 -- that's all they care about. 242 00:12:44,990 --> 00:12:47,250 -- So that's when directive leadership works well, 243 00:12:47,440 --> 00:12:47,860 -- right, 244 00:12:48,540 --> 00:12:52,150 -- supportive leadership is used for followers who need affiliation. 245 00:12:52,310 --> 00:12:54,260 -- These people need human touch. 246 00:12:54,270 --> 00:12:55,760 -- They're unsatisfied followers, 247 00:12:55,760 --> 00:12:59,340 -- they may be burned out like we discussed a minute ago or they have issues and 248 00:12:59,340 --> 00:13:00,990 -- that's when they need someone to help them 249 00:13:00,990 --> 00:13:03,390 -- and that's when supportive leadership works best. 250 00:13:03,410 --> 00:13:06,360 -- The next one is participative leadership and its most successful 251 00:13:06,360 --> 00:13:08,320 -- in organizations with defined roles 252 00:13:08,320 --> 00:13:10,650 -- that require minimal management and oversight 253 00:13:10,940 --> 00:13:15,760 -- with followers who feel part of the decision making process is very important. 254 00:13:15,770 --> 00:13:19,190 -- So these are people that want to be included. They know how to do their job. 255 00:13:19,200 --> 00:13:20,510 -- They're okay with doing their job. 256 00:13:20,510 --> 00:13:24,900 -- They do it well and they want to say in what happens with the team and that makes sense. 257 00:13:24,900 --> 00:13:26,180 -- It does make sense. 258 00:13:26,190 --> 00:13:27,040 -- And the last one, 259 00:13:27,040 --> 00:13:30,950 -- achievement oriented leaders work best with followers that have high motivation 260 00:13:31,540 --> 00:13:35,520 -- and they want to succeed in the field where top performers are rewarded. 261 00:13:35,530 --> 00:13:40,720 -- So what's the advantages of path goal theory? Uh Number one is very practical, 262 00:13:40,850 --> 00:13:45,070 -- places the burden of leadership on the leader, which sounds like common sense, 263 00:13:45,070 --> 00:13:48,760 -- but a lot of leadership models don't place the burden of leadership on the leader, 264 00:13:48,940 --> 00:13:50,030 -- but path Gold does. 265 00:13:50,030 --> 00:13:53,440 -- It places the burden of leadership on the leader and demands the leader have 266 00:13:53,440 --> 00:13:57,250 -- a clear path to the goal and help the followers with the obstacles. 267 00:13:57,440 --> 00:14:00,260 -- In other words, if a member of the team is failing, 268 00:14:00,740 --> 00:14:04,040 -- it's on the leader who should be responsible for that. 269 00:14:04,170 --> 00:14:08,260 -- The second advantage of path goal theory is it reminds leaders that the goal of 270 00:14:08,260 --> 00:14:12,430 -- leadership is to guide and coach followers as they progress to achieve a goal. 271 00:14:12,440 --> 00:14:16,600 -- Again, if the team succeeds, it's completely on the leader and if the team fails, 272 00:14:16,610 --> 00:14:17,070 -- it's on the 273 00:14:17,070 --> 00:14:18,200 -- leader. 274 00:14:18,640 --> 00:14:21,170 -- The last advantage of the path goal theory is, 275 00:14:21,180 --> 00:14:24,370 -- it's straightforward and it's easy to learn and follow. 276 00:14:24,380 --> 00:14:27,090 -- If you can tell where each of your employees fall, then you know, 277 00:14:27,090 --> 00:14:29,360 -- the approach to take and how to get more out of them. 278 00:14:29,840 --> 00:14:30,500 -- Hey man. 279 00:14:30,610 --> 00:14:31,630 -- And let me say this, 280 00:14:31,910 --> 00:14:33,650 -- it has to come from the heart, 281 00:14:34,140 --> 00:14:37,760 -- you can't fake a relationship with an employee. They're very smart. 282 00:14:38,140 --> 00:14:40,030 -- I've seen so many other people try to do this. 283 00:14:40,030 --> 00:14:43,790 -- I've actually seen people that keep spreadsheets with their employees names, 284 00:14:43,800 --> 00:14:46,240 -- their family names, their Children's names, 285 00:14:46,250 --> 00:14:48,810 -- but they know when you care about them and when they 286 00:14:48,810 --> 00:14:49,260 -- don't, 287 00:14:49,260 --> 00:14:53,910 -- that's great chris that's so important to it is and I do think they do know that. 288 00:14:53,920 --> 00:14:57,850 -- Well, let me ask you this, have you ever had a supervisor or a superior 289 00:14:58,140 --> 00:14:59,460 -- who really cared about you? 290 00:14:59,740 --> 00:15:02,410 -- I have and you knew it didn't Yeah, Absolutely. 291 00:15:02,410 --> 00:15:04,600 -- Have you had any that didn't care about you? 292 00:15:04,610 --> 00:15:07,060 -- Absolutely. I was a Kroger employee. 293 00:15:07,070 --> 00:15:10,630 -- I used to bag when they had real bag. Oh my gosh, 294 00:15:10,640 --> 00:15:11,790 -- yeah, 295 00:15:12,060 --> 00:15:17,560 -- actually, we're going back to it a little bit now. But yeah, so in that job 296 00:15:17,740 --> 00:15:20,290 -- there were people that would crack the whip on you all the time. 297 00:15:20,300 --> 00:15:24,780 -- So they yeah, they very rarely built you up, 298 00:15:24,780 --> 00:15:26,900 -- but they usually knocked you down pretty quick 299 00:15:26,910 --> 00:15:27,180 -- and you 300 00:15:27,180 --> 00:15:29,170 -- knew that you knew they didn't care about you, 301 00:15:29,180 --> 00:15:30,750 -- but they didn't and that's ok. 302 00:15:30,750 --> 00:15:32,690 -- They didn't care about themselves. 303 00:15:32,690 --> 00:15:33,790 -- They were in a situation, 304 00:15:33,790 --> 00:15:36,680 -- they didn't like their jobs so that no one else was gonna like it either. 305 00:15:36,690 --> 00:15:37,080 -- So, 306 00:15:37,090 --> 00:15:39,640 -- and every day when you went home, 307 00:15:39,690 --> 00:15:42,060 -- come back every day, 308 00:15:42,140 --> 00:15:44,790 -- I'm sure you may have even had some who didn't care 309 00:15:44,790 --> 00:15:47,160 -- about you and you knew they didn't care about you, 310 00:15:47,170 --> 00:15:49,490 -- but maybe tried to fool you and make you think they did. 311 00:15:49,490 --> 00:15:51,860 -- But you saw through that everybody always sees 312 00:15:51,860 --> 00:15:54,090 -- through that absolutely too smart for 313 00:15:54,090 --> 00:15:54,950 -- that. 314 00:15:55,340 --> 00:15:58,360 -- So let's discuss the disadvantages of path goal theory 315 00:15:58,740 --> 00:16:00,800 -- number one and this is an important one. 316 00:16:00,800 --> 00:16:05,180 -- It places a lot of weight on the leader and if the leader is not up to the challenge, 317 00:16:05,180 --> 00:16:06,290 -- the team will fail. 318 00:16:06,300 --> 00:16:09,700 -- If the leader can't perform this correctly, the team doesn't have a chance. 319 00:16:09,710 --> 00:16:13,350 -- The second disadvantage of path goal theory is it treats leadership like 320 00:16:13,350 --> 00:16:17,250 -- a one way event make the followers dependent on the leader. 321 00:16:17,740 --> 00:16:19,640 -- Sometimes you have a lot of smart people out there. 322 00:16:19,640 --> 00:16:23,440 -- I don't have a lot of smart people on my team and when they say to do something, 323 00:16:23,440 --> 00:16:26,780 -- I go with it because they're smarter than I am and they know better than me. 324 00:16:26,790 --> 00:16:31,390 -- But if you do to write, I mean aren't you building them up and listening to them? 325 00:16:31,400 --> 00:16:33,840 -- You are and you absolutely are. That's correct. 326 00:16:33,840 --> 00:16:36,850 -- This is one of the criticisms, it can make them dependent on you. 327 00:16:37,140 --> 00:16:40,260 -- The participants style is usually not bad for that. 328 00:16:40,440 --> 00:16:43,090 -- But directive certainly is like if you were to take a directive, 329 00:16:43,090 --> 00:16:45,410 -- manager out of his position that people wouldn't know how to 330 00:16:45,410 --> 00:16:45,970 -- perform. 331 00:16:45,980 --> 00:16:47,270 -- That makes sense. I get it. 332 00:16:47,640 --> 00:16:51,910 -- And the last one is it requires a lot of action from the leader 333 00:16:51,920 --> 00:16:55,320 -- and that means it's very difficult for a leader of a large team. 334 00:16:55,320 --> 00:16:58,060 -- Could you imagine if you had 75 or 100 or 335 00:16:58,060 --> 00:17:01,430 -- 150 people and you have to be able to identify which 336 00:17:01,430 --> 00:17:04,180 -- management style to use on every one of them and 337 00:17:04,180 --> 00:17:06,200 -- there's just not enough time in the day for that, 338 00:17:06,210 --> 00:17:07,310 -- not for sure. 339 00:17:07,319 --> 00:17:08,960 -- So that is path gold leadership. 340 00:17:09,040 --> 00:17:09,849 -- That's great. 341 00:17:10,240 --> 00:17:15,810 -- Our scripture for today is Romans 12 9 through 13 if you know about us. 342 00:17:15,819 --> 00:17:19,430 -- 1212 is in this one. So listen for it. 343 00:17:19,440 --> 00:17:22,069 -- I'll definitely kind of hit it as we go through it. 344 00:17:22,069 --> 00:17:24,220 -- Sometimes I think we take that little text and we 345 00:17:24,220 --> 00:17:27,869 -- only read that one verse this whole verses so good. 346 00:17:27,869 --> 00:17:29,460 -- I had to read it for you today. 347 00:17:29,640 --> 00:17:33,410 -- Let love be genuine. See, I think that's one thing that we have to, 348 00:17:33,580 --> 00:17:37,180 -- we have to be our authentic self. I can't be somebody else. 349 00:17:37,180 --> 00:17:39,660 -- I gotta be dave and I got to be the best day of God created 350 00:17:39,670 --> 00:17:40,730 -- me to just hit on, 351 00:17:40,730 --> 00:17:42,240 -- let love be genuine 352 00:17:42,250 --> 00:17:43,630 -- about who or what is evil. 353 00:17:43,630 --> 00:17:46,470 -- That literally means hate, what is evil? Hey, what is bad? 354 00:17:46,480 --> 00:17:51,050 -- Hold fast to what is good, love one another with brotherly affection man 355 00:17:51,340 --> 00:17:54,230 -- Outdo one another in showing honor, wow, 356 00:17:54,230 --> 00:17:56,350 -- that's your achievement oriented right there. 357 00:17:56,440 --> 00:18:00,370 -- I'll do one another. That's pretty good well and show in honor. 358 00:18:00,380 --> 00:18:04,120 -- So I'm gonna do my best to show honor more than you show me 359 00:18:04,120 --> 00:18:06,750 -- and then all of a sudden you get everybody buildings that are up. 360 00:18:06,760 --> 00:18:12,610 -- I love that do not be slothful in zeal. Be fervent in spirit, serve the Lord. 361 00:18:12,620 --> 00:18:18,960 -- Here we go, rejoicing hope. Um the patient and tribulation be constant in prayer, 362 00:18:19,140 --> 00:18:25,530 -- contribute to the needs of the saints and seek to show hospitality Amen. 363 00:18:25,540 --> 00:18:29,680 -- So that one part rejoice and hope. That's praise. That's praise. 364 00:18:29,680 --> 00:18:34,160 -- That's given him everything patient and tribulation. That's piece. 365 00:18:34,170 --> 00:18:37,860 -- You know when we're patient and how many do you like that word? 366 00:18:38,240 --> 00:18:39,990 -- No, 367 00:18:40,000 --> 00:18:43,180 -- but if we're a good leader we have to hold on 368 00:18:43,180 --> 00:18:45,310 -- to that word sometimes and we do have to be patient. 369 00:18:45,310 --> 00:18:49,930 -- So you know that's one of the things praise patient and be constant in prayer. 370 00:18:49,940 --> 00:18:51,710 -- It's the three ps We love it. 371 00:18:51,710 --> 00:18:56,860 -- We try to put it out there, that's what lead 12 12 is prayer praise 372 00:18:57,240 --> 00:19:00,690 -- and patients. Amen. We hope you guys have a great week. 373 00:19:00,700 --> 00:19:04,370 -- Thanks for letting us be a part of your week or part of your day. 374 00:19:04,380 --> 00:19:07,820 -- If we can minister to you. Yes, we want to do that. 375 00:19:07,820 --> 00:19:08,930 -- So where can they find that out 376 00:19:08,930 --> 00:19:10,880 -- chris we can go to lead 12 12 377 00:19:10,880 --> 00:19:14,370 -- dot com and it just so happens we've got a really nice path goal, 378 00:19:14,370 --> 00:19:15,200 -- leadership quiz. 379 00:19:15,200 --> 00:19:18,100 -- You can take to see how you rate in these four areas 380 00:19:18,110 --> 00:19:18,760 -- and so 381 00:19:18,760 --> 00:19:21,050 -- we want to tell you this too because you got to sign up. 382 00:19:21,050 --> 00:19:23,080 -- We're not trying to get all your information. 383 00:19:23,080 --> 00:19:24,300 -- Just have your information, 384 00:19:24,310 --> 00:19:28,250 -- we won't call you and try to sell you anything pinky swear. 385 00:19:28,260 --> 00:19:30,870 -- We we we promise that's not to go. 386 00:19:30,880 --> 00:19:32,900 -- The only reason we do that is so we 387 00:19:32,900 --> 00:19:35,220 -- know people are really getting on there and they're taking 388 00:19:35,220 --> 00:19:37,680 -- time to to do these things so we know that 389 00:19:37,680 --> 00:19:40,070 -- you're not some computer somewhere trying to do it. 390 00:19:40,070 --> 00:19:40,770 -- Exactly. 391 00:19:40,780 --> 00:19:45,450 -- So anyway, we we love you, we want you to do stuff with this, Check us out, 392 00:19:45,460 --> 00:19:46,240 -- there's quizzes, 393 00:19:46,240 --> 00:19:48,460 -- there's information you can find what else 394 00:19:48,460 --> 00:19:50,350 -- Chris You can sign up so 395 00:19:50,350 --> 00:19:53,180 -- that you can receive any of our podcast directly in your inbox. 396 00:19:53,180 --> 00:19:55,270 -- You find out more information about how often they 397 00:19:55,270 --> 00:19:57,990 -- come out and what's going on at least 1212. 398 00:19:58,000 --> 00:19:59,550 -- Amen. Amen. 399 00:19:59,940 --> 00:20:01,000 -- Thanks for listening. 400 00:20:01,010 --> 00:20:05,790 -- Have a great day, this is an lbs production which stands for pounds. 401 00:20:05,790 --> 00:20:07,080 -- I don't know if you knew that or not but it 402 00:20:07,080 --> 00:20:11,320 -- also stands for laughing because we're saved but we kind of 403 00:20:11,320 --> 00:20:14,460 -- like the pounds so um chris will lift them and I 404 00:20:14,460 --> 00:20:17,200 -- will gain them and we will have a great time. 405 00:20:17,200 --> 00:20:17,960 -- Thanks for listening. 406 00:20:18,940 --> 00:20:19,170 Mhm

The situational approach, which Hersey and Blanchard developed in 1969, is one of the more widely recognized approaches to leadership. Since its inception, the situational approach has been refined and revised several times, and it has been extensively used in organizational leadership development and training.

The essence of the situational approach requires leaders to match their style to their followers’ competence and commitment. Effective leaders are those who can discern what their followers require and then adapt their own style to meet those requirements.

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