The Magic of
SITUATIONAL SELF LEADERSHIP
PARTICIPANT
WORKBOOK
Susan Fowler Laurence Hawkins Ken Blanchard
THE MAGIC OF SITUATIONAL SELF LEADERSHIP
PARTICIPANT WORKBOOK
Authors
Susan Fowler
Laurence Hawkins
Ken Blanchard
Product Developer/Editor
Maril Adrian
Project Manager
Carla deBose
Content Consultants
Drea Zigarmi
Linda Taylor
Art Director
Beverly Haney
Lead Production Artists
Gary Onstad
Kara Meredith
Contributors
Peter Turner/Paradigm Graphics
Marta Brooks
Lynn McCreery
Phil Reynolds
Pat Zigarmi
Jackie Glaser
Bob Glaser
Dick Tapply
Fay Kandarian
Vicki Halsey
Garrett Demarest
Barbara Giacomuzzi
Production Artist
Ben Foos
Proofreaders
Barbara Akers
Carey Hopkins
Brand Manager
Victoria Cutler
Ken Blanchard rst developed Situational Leadership with Paul Hersey in the late 1960s. In 1985, Blanchard and the
Founding Associates of The Ken Blanchard Companies Marjorie Blanchard, Don Carew, Eunice Parisi-Carew, Fred
Finch, Laurence Hawkins, Drea Zigarmi, and Patricia Zigarmicreated a new generation of the theory called Situational
Leadership II. The leadership model used in this product is based on the Founding Associates second generation thinking
and research, and is used with their permission.
Copyright 2003 by The Ken Blanchard Companies. All rights reserved. Do not duplicate.
These materials have been designed to develop specic knowledge and skills and have been thoroughly
tested to ensure their effectiveness. They represent the proprietary intellectual property of The Ken Blanchard
Companies and are protected under international copyright law. These materials may not be reproduced in
whole or in part in any form without the prior written permission of The Ken Blanchard Companies.
125 State Place, Escondido, CA 92029 USA
Global Headquarters 760 489-5005 800 728-6000 Fax 760 489-8407
UK +44 (0) 1483 456300 Canada 905 829-3510 800 665-5023 Singapore +65 6775 1030
www.kenblanchard.com
Item # 15251
V062507
THE MAGIC OF SITUATIONAL SELF LEADERSHIP PARTICIPANT WORKBOOK
INTRODUCTION
TABLE OF CONTENTS
Preface ............................................................................................................ v
SECTION ONE
Outcomes Checklist .........................................................................................1
What Do You Want from Your Job?.................................................................2
A Model for Self Leadership.............................................................................3
The Needs Model ............................................................................................4
Development Level Descriptors........................................................................5
Bouncing through the Development Continuum ..............................................6
Direction or Support? ....................................................................................10
How Much Direction and Support Do You Need? ..........................................11
Flashes of Self Leadership (14) .....................................................................12
The Best of Times, The Worst of Times ..........................................................19
The Best of Times ..........................................................................................20
The Worst of Times .......................................................................................21
The SSL Game Plan........................................................................................22
One on Ones.................................................................................................23
One on One Practice .....................................................................................24
Power Players ................................................................................................26
Exploring Your Power ....................................................................................27
Points of Power .............................................................................................28
Charting Your Points of Power .......................................................................29
SECTION TWO
The Puzzle .....................................................................................................31
Building the Needs Model..............................................................................32
SSL Skills ........................................................................................................34
GoalsWhy Bother? .....................................................................................35
SMART Goals ................................................................................................36
Goal Impostor or SMART Goal? .....................................................................38
Expressing Needs ...........................................................................................40
Soliciting Feedback ........................................................................................41
Notes.............................................................................................................42
Selling Your Solutions.....................................................................................43
Selling Your Solutions Worksheet ...................................................................44
Negotiating for Autonomy.............................................................................46
Doctrine for a High Achiever .........................................................................47
Negotiating for Autonomy Strategies.............................................................48
Negotiating for Autonomy Practice................................................................49
The Most Important List You May Ever Make ................................................50
Personal Vision ..............................................................................................51
2003 The Ken Blanchard Companies. All rights reserved. Do not duplicate V062507
iii
INTRODUCTION
THE MAGIC OF SITUATIONAL SELF LEADERSHIP PARTICIPANT WORKBOOK
APPENDIX
Take the Challenge! .......................................................................................55
High Impact Learning ....................................................................................57
Situational Leadership II Partnering for Performance Worksheet ...................59
Flashes of Self Leadership (58) .....................................................................61
Steves Story ..................................................................................................69
Analyzing Steves Story ..................................................................................72
Insights, Ideas, and Intentions........................................................................75
Game Plan Worksheet ...................................................................................76
iv
2003 The Ken Blanchard Companies. All rights reserved. Do not duplicate V062507
THE MAGIC OF SITUATIONAL SELF LEADERSHIP PARTICIPANT WORKBOOK
INTRODUCTION
PREFACE
Welcome to the magical world of Situational Self Leadershipwhere the latest in
accelerated and adult teaching concepts create an interactive, effective, and entertaining
learning experience. Using a magic trick as a metaphor, you will discover a new way of
working as an empowered self leader.
The evolution from power to empowerment has been a fascinating one. Years ago,
leadership relied on power to get work done. As expectations within the workforce and
the workplace changed, the too-good-to-be-true solution of empowerment often became a
despised excuse for overworking people. Today, empowerment is a legitimate strategy for
creating a motivated and competent workplace. Organizations are depending more than
ever on individual contributors who take the initiative to go beyond problem spotting
to problem solving. Situational Self Leadership helps you develop the skills you need to
succeed in this new world of empowerment.
But Situational Self Leadership also asks you to consider why you go to work every day. If
your only reason is for the money, you could be missing a grand opportunity. Studies
reveal that up to 75% of your waking time as an adult is connected to workgetting ready
for it, going to it, doing it, leaving it, talking about it, and thinking about it. You may
communicate more often with people you work with than some of the people you love
in your personal life. Your workplace may be your primary community. Having a sense
of satisfaction about your life at work is important to your quality of lifeno matter how
much money you make.
Situational Self Leadership gives you strategies for gaining more satisfaction from
your workby challenging your notions of leadership; by examining your motivation,
condence, knowledge, and skill; and by taking the initiative and assuming responsibility
for your own development toward peak performance.
We trust you will nd Situational Self Leadership a rewarding and enriching learning
experience that will enhance not only your professional life but your personal life as well.
Susan Fowler
Laurence Hawkins
Ken Blanchard
2003 The Ken Blanchard Companies. All rights reserved. Do not duplicate V062507
THE MAGIC OF SITUATIONAL SELF LEADERSHIP PARTICIPANT WORKBOOK
SECTION ONE
OUTCOMES CHECKLIST
At the end of the learning
experience, check the box
to the right of the outcomes
that were accomplished.
Did any outcomes become
more important as you
learned more about them
through the sessions?
IMPORTANT
TO ME
ACCOMPLISHED
By completing Situational Self Leadership,
you will be able to
Check the box
to the left of the
outcomes that are
important to you.
1. Speak the language of leadership
Situational Leadership II
2. Partner for Performance with your manager
3. Accelerate your learning cycle
4. Gain autonomy and control
2003 The Ken Blanchard Companies. All rights reserved. Do not duplicate V062507
SECTION ONE
THE MAGIC OF SITUATIONAL SELF LEADERSHIP PARTICIPANT WORKBOOK
WHAT DO YOU WANT
FROM YOUR JOB?
MOTIVATORS
WHAT
MOTIVATES
ME?
WHAT
MOTIVATES
THIS GROUP?
Interesting work
1. Rank the following
motivators from 1 to 10
(most important to least
important) in the What
Motivates Me? column.
2. After discussion, record
the groups rankings in
the What Motivates This
Group? column.
Full appreciation of work done
Feeling of being in on things
Job security
Good wages
Promotion and growth within organization
Good working conditions
Personal loyalty to employees
Sympathetic help with personal problems
Tactful disciplining
2003 The Ken Blanchard Companies. All rights reserved. Do not duplicate V062507
THE MAGIC OF SITUATIONAL SELF LEADERSHIP PARTICIPANT WORKBOOK
SECTION ONE
A MODEL FOR SELF LEADERSHIP
1. It is unrealistic to expect others to always know your goals,
motivations, and needspeople cant read minds.
True
False
2. It is in your own best interest to determine what you need
in order to create your own success.
True
False
Depending on how you answered the statements, your next
question might be, How do I get what I need to succeed?
Part of the answer lies in understanding how you learn and
successfully master goals, tasks, and skills.
2003 The Ken Blanchard Companies. All rights reserved. Do not duplicate V062507
SECTION ONE
THE MAGIC OF SITUATIONAL SELF LEADERSHIP PARTICIPANT WORKBOOK
THE NEEDS MODEL
Fill in the blanks to complete
the Needs Model.
D4
Goal/
Task/Skill
D3
Competence
D2
Competence
Commitment
D1
Competence
Commitment
Competence
Commitment
Commitment
High
P OR
TIN
SUP
EG
AT
IN
Supportive Behavior
4
Decides
Decides
S1
N
TI
Low
__________
Decides
EC
L
DE
_______
_______
DIR
S4
S3 S2
___________
Decides
HIN
_______
AC
___________
_______ Directive
and
_______ Supportive
Behavior
______ Directive
and
_______ Supportive
Behavior
______ Directive
and
______ Supportive
Behavior
________ Directive
and
______ Supportive
Behavior
Directive Behavior
High
2003 The Ken Blanchard Companies. All rights reserved. Do not duplicate V062507
SECTION ONE
THE MAGIC OF SITUATIONAL SELF LEADERSHIP PARTICIPANT WORKBOOK
BOUNCING THROUGH THE
DEVELOPMENT CONTINUUM
Diagnose Angela Smiths
development level at various
stages of her storybook
career.
Angela Smith is the biggest and brightest star in the wildly
popular world of womens professional basketball. With style and
skills unlike any of her peers, she wins the Most Valuable Player award
two years in a row and leads her team to two world championships.
With fame extending beyond the courts due to her fashionable
style and public relations savvy, she nds herself recognized as the
most well-known female athlete in the world. Remembering that
development level is goal/task/skill specic, how would you diagnose
Angelas development level as a basketball player at what appears to
be the height of her career?
What is her development level? ___________
It is playoff time. Angela, more popular than ever, appears to be
tired and frustrated, probably due to the very public breakup
with her Hollywood movie star boyfriend and the scrutinizing of
the media both on and off the court. Her heart doesnt seem to be
in the game as her team loses badly in the rst game of the playoffs.
Arguably the best woman to ever play basketball, she scores only 10
pointsan all-time low in her college and professional careers. Her
shooting percentage is only 38 percentfar below her standard.
What is her development level? ___________
The superstar recovers her momentum in game two and talks
about wanting to help her team win the championship for a
third time in a rowan unprecedented achievement in the history of
womens basketball. By the third game, she seems rejuvenated and
scores 45 points, shooting 60%including ve 3-pointers! Her team
goes on to win the championship and she scores a record high 230
points during the nal series. She receives the playoffs Most Valuable
Player (MVP) award for the third time.
What is her development level? ___________
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THE MAGIC OF SITUATIONAL SELF LEADERSHIP PARTICIPANT WORKBOOK
SECTION ONE
Bouncing through the Development Continuum
Shortly after the playoffs the now legendary player announces
she is quitting basketball.
What happened?
Angela shocks fans when she accepts an opportunity to play in
the womens professional softball league. She gets ready to play,
announcing that shes never been afraid to fail and couldnt accept
not trying. She was a standout as a college softball player, one of the
greatest female basketball players ever, and one of the most gifted
athletes in the world, but entering the world of professional softball
What is her development level? ___________
Its not long before our hero is discouraged. She has trouble
playing in the outeld and is unable to hit the variety of pitches
thrown at her. Her batting average is .150to play for a major team,
her average needs to be at least .250. Its not as easy as it lookseven
for a superstar athlete.
What is her development level? ___________
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SECTION ONE
THE MAGIC OF SITUATIONAL SELF LEADERSHIP PARTICIPANT WORKBOOK
Bouncing through the Development Continuum
Her team decides its best to send her to softballs minor league.
The former basketball legend no longer ies in fancy jets or
plays in large arenas. But her skills are improving, and people who
admire her energy are buying tickets to cheer her on in the small
towns she travels to by bus. She actually seems to be having more fun.
Some think she might make it back to the major leagues.
But soon she announces she is quitting softball. Despite growing
popularity, the womens professional softball league is struggling
nancially. There are rumors the whole thing might collapse. Taking
stock of the situation, she decides her grand experiment is over.
What is her development level? ___________
Basketball must still be central in her life. After being gone from
the sport for two years, Angela returns to basketball. She joins
her old team at mid-season with the challenge of running the offense.
With this particular team
What is her development level? ___________
In her rst return game, fans nd themselves mesmerized by her
familiar style and intensity. Her team loses the game 10093, and she
makes only 6 baskets out of 25 shots taken. Yet many feel the same way
as the games announcer, who declares that our star player is back
not better than ever, not even as good as everjust back, and for now
that seems to be good enough.
It is a season laterplayoff time. In her rst full year back to
the game, the basketball legend leads her team to another
championship and she again wins the MVP!
What is her development level? ___________
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THE MAGIC OF SITUATIONAL SELF LEADERSHIP PARTICIPANT WORKBOOK
SECTION ONE
Bouncing through the Development Continuum
It seems even superstars get bored. Accomplishing everything
shed set out to do in professional basketball, the athlete
trades her sneakers for designer shoes and starts her own clothing
line, partnering with one of the largest retailers in the country. She is
now an executive running a new business.
What is her development level? ___________
Our star player makes decisions that affect every aspect of her
business. Some of her decisions are huge marketing successes. Other
decisions hardly get a chance before being challenged, changed,
or shot down by higher-level executives who report to the Board
of Directors. Like everyone, even a former superstar continues to
experience life, new goals, old dreams, and the ups and downs of the
development continuum.
2003 The Ken Blanchard Companies. All rights reserved. Do not duplicate V062507
