Situational Leadership II™ (SLII™) Training will provide anyone who is supervising others in any capacity, a time-proven model and a set of tools for opening up lines of communication that will help increase the frequency and quality of conversations about general performance and development between managers and the people they work. Competence is developed, commitment is gained, and accountability is adhered to allowing for outstanding levels of service, productivity, creativity, and progress so they staff become self-reliant achievers at the highest level. SLII™ is designed to give managers the skills to know when to direct, coach, support, and delegate.

SLII™ is a three-part model that works across cultural, language, and geographical barriers by teaching managers to diagnose the needs of an individual or a team at any particular point in time, goal or task, and to use the appropriate and most useful leadership style that matches or responds to the needs of the situation, and to partner with the individual and team in a more dynamic, effective way. It provides a structure for giving and getting feedback.

As a result of the SLII™ training, leaders and managers become:

• More able to open lines of communication.
• More effective leaders by increasing the frequency and quality of conversations with the people they lead about performance and development.
• More able to hold people accountable and responsible for goals and deliverables.
• More flexible and adaptable, which is necessary when managing a diverse workforce and managing change
• More comfortable in using a variety of leadership styles to increase morale, create a positive work environment, and achieve desired results.
• More thoughtful about when to use which leadership style to develop others' competence and commitment.
• More skillful in setting goals, giving work direction, encouraging self-reliant problem solving, listening, observing and monitoring performance, and giving feedback.
• Better at developing and retaining talent.

Performance measures:

• Managers become effective-more trusted, more credible, more helpful.
• Performance is improved because employees are competent, committed, and able to achieve or exceed desired results.
• Productivity is improved because individual goals are clarified and tied to organizational goals; everyone is working toward the same organizational results.
• Because they're motivated, individuals contribute more energy, creativity, and resourcefulness to the organization.
• There is more respect for and honoring of differences.
• Because a common language is used, there is more open and positive communication between managers and employees.
• Morale and employee satisfaction are higher.
• Employees and managers are more accountable for their deliverables.
• Morale and retention are improved.
• Feedback loops are invited and provided.