Situational Leadership

 

Situational Leadership



What is Situational Leadership? When I first embarked on my educational journey, I stumbled upon the concept of 'Situational Leadership.' As its name suggests, this approach tailors leadership to specific situations, considering employees' impact and motivations in the workplace. It's a dance where leaders tune their style to each individual's unique tune.


The Four Leadership Styles 

Developed by Hersey and Blanchard in 1969, Situational Leadership has since evolved, adapting to the modern intricacies of leader-employee engagement. It's like a compass, guiding leaders on how to interact based on an employee's experience level and reaction to workplace dynamics. Whether they're greenhorns learning the ropes or seasoned pros, the leadership style shifts to suit their journey. The model splits into four distinct styles, each signaling how a leader should navigate employee relations. Picture a quadrant, where each section matches a leadership style with an employee's stage.



  1. Directing: New employees with high drive but low familiarity with the company's workings need clear instructions and close monitoring.
  2. Coaching: As employees get more comfortable, leaders shift to a blend of encouragement and observation, nudging them toward goals and aspirations.
  3. Supporting: When an employee isn't new, leaders take a step back, offering support and ensuring they're up-to-date with necessary skills.
  4. Delegating: The final phase is all about trust. Employees well-versed in the company's ethos work independently, needing little supervision.
 

Benefits of Situational Leadership

This leadership style shines in two significant ways. First, it's a training ground for new leaders in any marketplace, teaching them how to helm a section or unit. Second, it's about adapting to the ever-changing team dynamics and environment. Situational Leadership thrives on understanding the pulse of the surroundings and the nuances of each interaction.

Situational Leadership is particularly beneficial for novice leaders and managers. It teaches flexibility and responsiveness, which are vital for adapting to workplace changes. Plus, it's a catalyst for team development. Understanding each team member's goals and motivations, a leader can confidently steer the ship, knowing when to dive in and when to let the crew sail on their own. Diverse workplaces mean varied communication styles. This approach equips leaders with active listening and immediate response skills, preventing misunderstandings from snowballing. It's also about staying ahead of the curve, allowing leaders to spot and solve problems swiftly.


Takeaways

Reflecting on my time in the military, I realized that leadership isn't just about directing and advising. Situational Leadership has taught me the importance of adaptability. It's a style that lets you learn through experiences, even the falls. It's about having a team that's got your back, ready to help you up and march forward together. In a way, it embodies the true spirit of organizational camaraderie.



References:

Henkel, T. G., & Bourdeau, D. T. (2018). A Field Study: An Examination Of Managers' Situational Leadership Styles. Journal of Diversity Management, 13(2). https://doi.org/10.19030/jdm.v13i2.10218

Craeff, C. L. (Year Unknown). Evolution of situational leadership theory: A critical review. Retrieved from https://www.sciencedirect.com

Comments

  1. Dr. Greg16 November, 2023 17:06

    Asking the group...Where do you see "Situational Leadership" in your line of work? Anyone have a good example of a case where one can adopt this leadership style?

    ReplyDelete
  2. Anonymous03 February, 2024 05:55

    I used it for all projects I managed to get the project completed on time and on budget. It's an awareness of how individuals skill set, mannerisms, drive and personal life impacts tasks, timelines. It allowed me to have better control to apply wiggle room, understand team dynamic, and move things around, sometimes I switched people on tasks because of various personal situations I might have missed if I weren't aware.

    ReplyDelete
    Replies
    1. Dr. Greg03 February, 2024 13:18

      That's awesome. Being aware of your people's needs and skillsets help drive forward the expectations/timelines necessary to accomplish the objectives. Good on you!

      Delete

Post a Comment

Popular posts from this blog

A Year is Almost Over...

 A Year is Almost Over... It's 24 September 2025, and a year is almost over. Time has definitely flown by with all the craziness of the world - from its issues with the election to world events, there has never been a dull moment than the one we are currently living in. As I have been reflecting on what I wanted to do with this blog post, dealing with medical issues, and heartache....I've been stuck without a paddle and no direction to turn to. Until I decided to change things up.  Shifting directions here for a bit, I'm going to embark on a different journey - sort of a book club if you will on books I read throughout the year and provide general synopisis of various parts of the book, add personal intrgue into the mix, but overall bring a different perspective of my version of assessment and how it can relate to today's business/organizational venture.  I will provide some personal insight and offer a different perspective, but ultimately, it will come from my own tho...
Read more

The Imperative of Authentic Leadership in Modern Organizations

Image
  Navigating the Now: The Imperative of Authentic Leadership in Modern Organizations Overview: The idea of authentic leadership that is becoming popular in many modern organizations is associated with integrity, ethical values, and transparency.   This form of leadership entails personal awareness, openness in relationships, and a strong sense of moral values, with an emphasis on empowering people and not just profitability. Core Principles: 1. Self-Awareness and Integrity: Authentic leaders always understand the values they hold and believe in, and their actions always demonstrate these values. 2. Open Communication: Their communication is transparent and honest, thereby instilling trust and respect among the stakeholders. 3. Ethical Leadership: The central ethical principle is to make decisions that benefit all participants. 4. Empowerment: Authentic leaders create an environment of inclusion and empowerment by valuing different perspectives. Organizational Impact: - Trust a...
Read more

Building a Culture of Continuous Feedback

Image
  Building a Culture of Continuous Feedback The Power of Feedback in the Workplace Feedback is one of the most powerful tools a leader can use to foster growth, boost performance, and create a culture of continuous improvement. It helps team members understand their strengths, identify areas for development, and align their work with organizational goals. Stat : A Gallup survey found that employees who receive regular feedback are 3.6 times more likely to be motivated to do outstanding work. Why Continuous Feedback Matters? Traditional annual performance reviews often need to improve to drive real growth and development. In today's fast-paced work environment, feedback must be timely, relevant, and ongoing to make an impact. Continuous feedback helps: Boost Engagement : Employees who receive frequent, constructive feedback are more engaged, as they feel their contributions are being noticed and appreciated. Stat : Research by De...
Read more