The “Situational Leadership Business Scorecard Diagnostic Rating Matrix” is a great tool for identifying key driver’s in building and growing employee performance under the Situational Leadership model (Blanchard, 2016) . Situational Leadership is a contingency based model that recognizes that individuals will display varying levels of proficiency depending on task, motivation, and context. As a result different support strategies are recommended depending on the task area, and is adjusted to support changing abilities over time (and across contexts).

The Business Scorecard is a great tool to help organization’s draft strategic initiatives within a system’s framework. What this does is support the organization to identify goals that fall within all primary areas of the organization (or service line, program area, etc) to insure that growth and sustainability to achieve throughout. The reason why this approach is important is because a neglected area can undermine all other efforts.

The above video provides an overview of how to use the Situational Leadership Team Competencies Rating Matrix ( we apologize for the poor audio quality, and are working to update this version soon). The framework outlined in this video strengthens the organization to build the core, and thus adaptive, competencies needed to be effective in an ever changing business & regulatory environment.

Discrete skills are only effectively applied in a specific situation and are not generalizable. In contrast, core competencies represent a complex and adaptive skill set that is able to generalize to different situations, demands, and product/service specifications. So the goal is to build complex skill sets to form core competencies that are adaptive across different situations and environments.

 Brief Overview of the Situational Leadership Employee x Task Ranking Matrix Using a Scorecard Approach

This is the situational leadership model. It has been adapted to use a ranking matrix. Situational Leadership includes four different employee development/readiness stages. The Situational Leadership Model (SL) ranks each staff for each individual task. Meaning, staff does not remain within one tier for all tasks. This can make this difficult for managing, although the benefit of the Situational Leadership Model is that it helps evaluate where to focus and where more delegation can be provided.

Stage 1: Represents needs micromanaging.

Stage 2: Represents needs coaching.

Stage 3: Represents needs focus on the relationship (etc.) and support to do on their own.

Stage 4: Represents are fairly independent in this area.

The Situational Leadership Team Competencies Rating Matrix includes three different templates to help your organization/team to evaluate competencies, identify suggestions, and document an action plan to improve performance:




First Template:

Evaluates Individual Staff within the following competencies (scorecard approach):

 Customer Service Competencies:

 Business Competencies:

 Mission Statement Competencies:

 Teamwork Competencies:

Individual staff is then compared by averages, max ranking, lowest ranking, and average stage of performance.




Second Template:

 Alternative Competencies Ranking Matrix

 Individual Competency Stage of Performance Averages Across a Department and/or Team




Third Template:

Action Planning Template to Build Core Competencies

Interested in a copy of the PDF that goes with this video?

Email us at [email protected] to receive a copy of the manual and sign up for our eNewsletter.


Travis Barker, MPA GCPM

Innovate Vancouver

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For more information search the internet for “Business Scorecard” and “Situational Leadership”


Blanchard, K. (2016). Situational Leadership® Development. Retrieved March 12, 2016, from

Kaplan, R. S., & Norton, D. P. (2001). The strategy-focused organization: How balanced scorecard companies thrive in the new business environment. Boston, MA: Harvard Business School Press.



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