{"id":2320,"date":"2024-05-09T13:54:42","date_gmt":"2024-05-09T13:54:42","guid":{"rendered":"https:\/\/situational.com\/human-centered-leadership\/"},"modified":"2025-09-22T11:37:51","modified_gmt":"2025-09-22T15:37:51","slug":"human-centered-leadership","status":"publish","type":"post","link":"https:\/\/situational.com\/blog\/human-centered-leadership\/","title":{"rendered":"Human-Centered Leadership: The Path to Performance"},"content":{"rendered":"
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The most utilized activity in the history of leadership training<\/a> has to be the one where the facilitator asks those in attendance to: \u201cThink about the best boss you have ever had!<\/em>\u201d<\/p>\n

If you have ever been the one in the front of the room making that request, you can attest to the fact that you can literally see people going to their \u201chappy place\u201d as they conjure up those memories. It\u2019s akin to asking them to reflect upon everything they learned about life from their favorite relative. You can usually both feel and sense the reflective gratitude.<\/p>\n

To transition to the content of whatever program is being taught after those emotions have been brought to the forefront, most facilitators invite learners to consider how (in particular) the boss they are thinking about distinguished themselves: \u201cWhat did that memorable leader \u2018say or do\u2019 that made them stand out?\u201d<\/em><\/p>\n

Questions To Ask Yourself About Your Best Boss<\/h2>\n

For the purposes of this blog, I\u2019d ask you to consider two, closely related, \u201dbest boss\u201d questions:<\/p>\n

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  1. When<\/em><\/strong> did the relationship with your \u201cbest boss\u201d first initiate?\n
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    1. In other words, what were the circumstances that brought you together in the first place?<\/li>\n<\/ol>\n<\/li>\n
    2. Why<\/em><\/strong> did that relationship become memorable?\n
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      1. You have probably worked for a number of people throughout your career, but this boss stands out \u2026 because \u2026?<\/li>\n<\/ol>\n<\/li>\n<\/ol>\n

        The Situational Leadership\u00ae<\/sup> Model<\/h2>\n

        At the same time, I would also ask you to think about the Situational Leadership\u00ae<\/sup> approach. The Situational Leadership\u00ae<\/sup> Model<\/a> has been helping people effectively influence others within organizations for over 55 years. At a minimum, it helps leaders frame their attempts to influence by getting answers to three practical but critical questions:<\/p>\n

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        1. What is the task<\/strong>?\n
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          1. In specific terms, and at the atomic level, what needs to be accomplished?<\/li>\n<\/ol>\n<\/li>\n
          2. What is the Performance Readiness\u00ae<\/sup> <\/strong><\/a> of the person performing the task?\n
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            1. Are they currently performing at a sustained and acceptable level<\/em>?<\/li>\n
            2. Do they exhibit confidence and commitment<\/em> when they engage?<\/li>\n<\/ol>\n<\/li>\n
            3. Given the answers to the first two questions: What style of leadership<\/strong><\/a> has the highest probability of success?\n
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              1. Direction?<\/li>\n
              2. Empowerment?<\/li>\n
              3. Collaboration?<\/li>\n<\/ol>\n<\/li>\n<\/ol>\n

                What Makes Your Best Boss The Best?<\/h2>\n

                In that regard, it stands to reason that your relationship with your \u201cbest boss\u201d started out with something to do. There was a task that needed to be accomplished, and you and your boss were responsible for accomplishing it. In that context, consider that \u201cbest bosses\u201d are frequently Situational Leaders! Somehow and someway they consistently provide what is needed regardless of the circumstances:<\/p>\n