Running Style 2 conversations

Leaders develop their team members through short and rhythmic conversations. However, it is not just about how frequent such conversations are being conducted, but also about its quality. Just reflection: are our people energized or demotivated to carry out the action plan outlined after the conversations?

When a team member learns how to perform a new task or to achieve a new goal, he/she will go through a stage of “don’t know what I don’t know but I am willing to take direction” (D1 in SLII? language) to “I don’t know how to move forward and I am afraid of making mistakes” (D2 in SLII? language), among other things. It is worth noting that the time taken to switch from Learning to Doing differ from one team member to another, depending on the way they learn. Also, leaders might overlook the fact that individuals have different learning needs to be addressed. For example, some of them need to be acknowledged of their effort made though things seem stuck, while others want to be involved in learning how to make the right decision.

During meeting, the use of Style 2 is imperative and is a matching leadership style for team members who are at D2. Style 2 is also called Coaching Style, with high demonstration of both directing behavior and supporting behavior. When helping team members to move on from D2 to D3 (generally skillful but sometimes hesitant), leaders need to explore their concerns and explain the reason why things should have been done in a certain way. This enables team members to feel heard and know the rationale between what they have been doing and what they should be doing.

There are four steps in running a Style 2 Conversation. Here is an example of what a Leader may say in helping a team member at D2 to “maintaining trustworthy relationship with clients who have not been paying bills promptly, so that rectification can be made and long-term business relationship prevails”:

Step One: Connect

How are thing getting on? How are you feeling? What are the things that you would like to discuss today? What are your concerns at the moment?

Step Two: Align

What is your expectation? How does that link with your KPI? Any ideas how we can accomplish the goal?

I understand you have received complaints from certain customers about your handling of payment request, I am happy to provide you with some guidelines and ways that can make your job easier. I am glad to listen to your ideas too.

I can see that you have acquired some skills in your present task, you have made some progress in term of sending timely reminder and updating your records with our clients. One area that we can explore is they way you compose your message to make it less offensive. For example, let’s look at the e-mail you sent to ABC Co., do look at the subject title…and your greeting…also, see how you address the matter…what do you think?

Step Three: Coach

Please share with me what else have you tried? How can we re-name the subject matter? What is an alternative phrase to use that can help customers to change their payment practice?

Let me show you what I will do…this is how I would clarify the importance of adhering to our payment policy…another way to address this issue would be…..

Step Four: Reconnect

Please share with me what have we covered today? What’s your understanding of steps that you will take moving forward.

I am happy to meet with you again two weeks from now and we will see what else we need to address, how about we meet on….

Style 2 is one of the four leadership styles of the SLII? Model. A full 2-day SLII Experience? session promotes developing of a new language within your organization, helps leaders to increase the quality and quantity of conversations and helps develop self-reliance of people that you lead.

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