The managerial grid model or managerial grid theory (1964) is a style leadership model developed by Robert R. Blake and Jane Mouton.
This model originally identified five different leadership styles based on the concern for people and the concern for production.
The optimal leadership style in this model is based on Theory Y.
The grid theory has continued to evolve and develop. The theory was updated with two additional leadership styles and with a new element, resilience.
In 1999, the grid managerial seminar began using a new text, The Power to Change.
The model is represented as a grid with concern for production as the x-axis and concern for people as the y-axis; each axis ranges from 1 (Low) to 9 (High). The resulting leadership styles are as follows:
Grid theory breaks behavior down into seven key elements:[1]
Element | Description |
---|---|
Initiative | Taking action, driving and supporting |
Inquiry | Questioning, researching and verifying understanding |
Advocacy | Expressing convictions and championing ideas |
Decision making | Evaluating resources, choices and consequences |
Conflict resolution | Confronting and resolving disagreements |
Resilience | Dealing with problems, setbacks and failures |
Critique | Delivering objective, candid feedback |