I have always felt that the Trait Approach was the best approach to defining an effective leader. However, after reading the Skills Approach chapter by Northouse, I have found that many of the skills discussed actually reflect segments applicable to my career and where I am currently today.
The skills approach focuses on the idea that leaders can be made through a process of learned behaviors (PSU WC, L.4.). Unlike the trait theory which focuses on inborn personality characteristics, the skills approach focuses on an individual’s abilities (PSU WC, L.4.).
Robert Katz developed the Three Skill Model of Leadership (Northouse, 2013). Katz defined those three skill sets as:
- Technical: this set of skills includes the knowledge and ability to use the tools and processes of an organization. This is what is considered “hands on” with these types of skills. Ability to fill out the appropriate forms to get work done also would fall into this category (Northouse, 2013).
- Human: this set of skills is obviously the ability to work with people, and as such is referred to as “people skills” in everyday language. Examples of this type of skill would be the ability to recognize why people are stressed and the ability to potentially reduce that stress by adding more information or resources to the situation (Northouse, 2013).
- Conceptual: this set of skills is about ideas. This is the least tangible of the three skill sets as it is about thought processes. An example of this type of skill would be the ability to create a clear mission statement that helps the organization move forward. This also includes developing policies and procedures for an organization (Northouse, 2013).
I have worked for a human services agency for almost 15 years and feel that I can correlate the technical, human and conceptual skills to the different positions I have held within the company. I started as a Direct Support Professional (DSP) caring for individuals diagnosed with intellectual and developmental disabilities. In this position, I needed to be very strong in the area of technical skills. My job duties included a “hands-on” approach. I was responsible for assisting with all activities of daily living for the residents including cooking, cleaning, bathing, meal preparation, community integration medication administration, money management, recreational activities, etc. Paperwork needed to be completed accurately and submitted on time to my immediate supervisor. Without adequate technical skills, I would not have been able to properly do my job.
After two years, I was promoted to a Residential Program Supervisor position. I was only able to assume this position because I had mastered the technical skills needed as a DSP. As a supervisor, it was important that I understood the job duties of the DSP so that I could effectively “lead” them. In addition to the technical skills, human skills went hand in hand with my new role. I had to be able to recognize when the DSP’s were struggling and provide them with the resources to be able to manage. I also had to be empathetic to their needs when calling off sick or when they faced a personal crisis.
After maintaining my supervisory role in middle management for 10 years, I was promoted to the position of Program Director. Instead of being responsible for a handful of staff, I must now effectively lead 75 employees. The technical skills of the DSP’s are no longer one of my key roles although possessing adequate human skills remains a priority. It is my job now to worry about the program budget and critical success factors for my program. I am on the committee responsible for reviewing and revising company policies and procedures. I must lead by example in carrying out the company’s mission statement and core values. All of these responsibilities are reflective of the conceptual skills that I need to continue to learn and develop.
To summarize, in order to advance within a company, sometimes you have to start at the bottom. It is important to gain an understanding of all three sets of skills because that is what helps a person to become an effective leader. I have noticed that my subordinates have a greater respect for me because they know I started where they are…as a DSP. Through training and modeling, anyone can improve their abilities and behaviors and work towards becoming a great leader! After all, I am a perfect example of how the process works under Katz’s approach!
References
Pennsylvania State University World Campus. (2011). Retrieved January 29, 2013, from Lesson 04 Skills Approach: http://elearning.psu.edu/psych485/lesson4
Northouse, P. (2013). Leadership Theory and Practice. Thousand Oaks: Sage Publications, Inc.