Imagine a seasoned developer who's lost interest and a new, eager tester in a software team. The team leader could spark the developer's interest by involving them in more complex, challenging tasks or having them mentor junior team members. For the enthusiastic tester, the leader might provide extra training and pair them with an experienced mentor to help them learn and grow. This way, by understanding and addressing their needs and motivations, the leader ensures that both team members can contribute to the project.
To put in place this, you, as a leader, can use 𝘁𝗵𝗲 𝗦𝗸𝗶𝗹𝗹/𝗪𝗶𝗹𝗹 𝗠𝗮𝘁𝗿𝗶𝘅. It is a tool to determine the best approach to manage and develop team members based on their skill and will levels. It's beneficial for leaders and managers to decide on the most effective leadership style to use with their team members, considering their current level of competence and motivation.
How to use this matrix:
Identify Skill & Will Levels - Assess the team member's capability, knowledge, and expertise, as well as their motivation and confidence to ask. Place each team member in one of the quadrants based on their skill and will levels.
Determine Leadership Style
Direct (Low Skill/Low Will): Provide clear instructions and supervise.
Guide (Low Skill/High Will): Offer support and encouragement while building skills.
Delegate (High Skill/High Will): Give responsibility and trust them to perform.
Excite (High Skill/Low Will): Motivate and create interest to re-engage them.
Develop action plan - Create individualized development, coaching, or mentoring plans based on the team members' quadrant.
Watch and adjust - Review team members' skills and will levels and adjust your leadership style.
Provide feedback - Ensure team members know their position on the matrix and provide continuous feedback and recognition to keep them motivated and informed about their progress.