My Learning Blog

I created the job aid as part of my job application with one of the Fortune 10 companies. Check it out here .  This was one of the steps in the selection process. I moved to the next level. I must say, I am quite proud of this job aid because I think it creatively blends various management and leadership theories to create a useful tool for the managers. This is four days of stimulating work. I loved it! I even worked through my birthday for this document.  I did not get the job though. I lost my nerve during my interview with the hiring manager's manager. The sixth and the final round of selection. I guess I tried too hard and balanced too many things that day for a 15 minute call. I honestly believe the decision was unfair, but then who's listening?

To direct, coach, support or delegate based on the commitment and competence of the team member in that situation, seems to work for me. Over the last couple of years I have consciously practiced situational leadership model with the teams I have led. My ultimate objective is to be able to delegate a slice of work and get quality output. Once there, the team member moves to higher challenges and we go through few of the other phases again. So far, I have had a little over 1 percent attrition. I guess some of this success could be owed to the situational leadership model. Likewise, I feel more motivated when my manager is able to assess my level of commitment and competence for a given task and align his/her response accordingly. Situational leadership model really seeks to analyze a given situation as a function of the person's will and capacity to perform the task. Because of this reason, this model finds its application outside the professional environment as well.