Forget cookie-cutter leadership: great leaders bend, not break, adapting their approach to conquer any challenge.
This is where situational leadership shines.
Situational leadership is a leadership theory that emphasizes the importance of adapting your leadership style to each situation or task.
This focus on adaptability allows you to provide targeted support and achieve short-term wins while promoting a supportive environment that drives employee engagement and team performance for the long-term.
Here, I’ll define the core principles of situational leadership and help you unlock the potential of this adaptable style.
Key Takeaways
- Situational leadership is a framework for adapting your leadership style to each team member’s specific needs and development level.
- Situational leadership offers a flexible approach but requires a high level of self-awareness and ongoing assessment.
- There are four situational leadership styles to utilize: Telling, Selling, Participating and Delegating.
Understanding the Situational Leadership Theory
Situational leadership, also known as Situational Leadership Theory or the Situational Leadership Model, is a powerful framework developed in 1969 by leadership experts Paul Hersey and Ken Blanchard. This framework equips leaders to adapt their leadership style based on the competence and commitment of their followers
But why is it important? Because it challenges the universal leadership style, instead advocating for adaptability based on the specific situation and team member.
The core principle of situational leadership lies in understanding the individual’s development level, which is their competence (skill and knowledge) and commitment (motivation and confidence) to a particular task.
By adapting your leadership approach and communicating effectively with your team, you achieve several key benefits:
- Motivate individuals: Providing the right level of direction and support fosters confidence and engagement.
- Develop skills: Team members learn and grow by taking on challenges that match their current capabilities.
- Build trust: A flexible approach demonstrates your willingness to invest in your individual’s success.
- Create a dynamic team environment: By catering to individual needs, you encourage collaboration and innovation.
At the end of the day, situational leadership is ideal for businesses of all sizes. According to the Center of Leadership Studies, over 70% of Fortune 500 companies utilize it.
The Four Styles of Situational Leadership in Action
Situational leadership doesn’t prescribe a single style but rather offers a framework for adapting your approach based on the situation.
This adaptability separates a boss from a leader and is achieved through four distinct leadership styles: Telling, Selling, Participating and Delegating.
Each style is tailored to a specific level of individual development, considering their competence (skill and knowledge) and commitment (motivation and confidence) for the task at hand.
Here are four styles of situational leadership and see them in action:
1. Telling
The Telling style, also known as Directing, is most effective when team members have low development (limited skills and knowledge) and low confidence in their ability to complete a particular task.
I’ve found this style helpful with new team members or situations requiring specific procedures.
In this style, the leader takes a more directive approach, providing clear instructions, outlining steps and closely monitoring progress.
How to Practice Telling:
- Clearly define goals and expectations: Outline the desired outcome and the specific steps required to achieve it.
- Provide specific instructions: Break down the task into manageable steps and explain them clearly.
- Offer close supervision and monitor progress: Regularly check in to ensure the team member is on track and address any questions or roadblocks.
| Telling Examples: 1) “For this new project, we’ll be following a strict five-step process. I’ll walk you through each step in detail and then you can complete the task independently.” 2) “As you’re unfamiliar with this software, I’ll provide a step-by-step guide and be available for any immediate questions you might have while getting started.” 3) “Given the importance of accuracy in this task, I’ll outline the specific steps and provide a checklist to ensure everything is completed correctly.” |
Ask yourself: Is the team member new to the task or team? Do they need clear direction and close supervision? If so, the Telling style is the best approach.
2. Selling
The Selling style picks up where Telling leaves off. It’s ideal when team members have limited skills and knowledge but growing confidence in their ability to complete the task.
Imagine a team member who’s eager to learn a new skill but might lack the experience.
Here, the leader transitions from a purely directive approach to a more collaborative one. They provide clear direction like in Telling but also encourage questions and discussions.
This two-way communication style helps build the team member’s confidence and understanding, ultimately leading to greater buy-in and ownership of the task.
How to Practice Selling:
- Present the task and explain the goals: Clearly outline the desired outcome and its importance.
- Provide clear instructions and rationale: Explain the “why” behind the steps, fostering buy-in and understanding.
- Encourage questions and discussion: Create an open dialogue to address concerns and clarify the individual’s understanding.
| Selling Examples: 1) “Let’s walk through this new software together. Feel free to ask questions as we go!” 2) “I understand this is a new process, but I believe you will master it. Here’s how it works, and I’m here to support you every step of the way.” 3) “I’ve outlined the key steps for this project. Do you have any questions or concerns before we get started?” |
Ask yourself: Does the team member still need some clear direction but now shows a willingness to learn and contribute? Selling helps a newer team member who’s eager to grasp a new skill but might lack the experience.
3. Participating
The Participating style thrives on collaboration and shared decision-making.
It’s ideal for individuals who have high competence (skill and knowledge) but may lack some confidence or require additional support for a specific task.
Imagine a seasoned team member who’s unsure about a new approach. Here, the leader adopts a more shared leadership approach.
They actively involve the team member in the decision-making process, leveraging their expertise while offering guidance and support. This collaborative environment promotes ownership and engagement.
How to Practice Participating:
- Present the task and desired outcome: Clearly outline the goals and what success looks like.
- Encourage the team member’s ideas and input: Actively listen to their suggestions and concerns.
- Work together to develop a plan: Collaborate on a solution that leverages the individual’s expertise while incorporating your guidance.
| Participating Examples: 1) “I value your experience in this area. Let’s brainstorm some ideas on how to approach this challenge.” 2) “What are your thoughts on this new strategy? I’m open to hearing your perspective.” 3) “Let’s work together to develop a plan that leverages your strengths and addresses any potential roadblocks.” |
Ask yourself: Is the team member a seasoned team member with strong skills but perhaps hesitant about a new approach? If so, Participating will be the most effective style.
4. Delegating
Delegating, the pinnacle of situational leadership, empowers individuals with high competence (skill and knowledge) and high commitment (motivation and confidence).
Picture a team member who’s an expert in their area and thrives on taking ownership.
Here, the leader steps back and hands over the reins entirely, trusting the team members to take charge and deliver results. This empowers the individuals, cultivating a sense of autonomy and growth.
How to Practice Delegating:
- Clearly define the task and desired outcome: Ensure the individual understands the goals and expectations.
- Set clear deadlines and accountability measures: Establish milestones and check-in points to track progress.
- Provide resources and support: Offer any necessary tools or information to ensure success, but avoid micromanaging.
- Recognize and reward accomplishments: Acknowledge and celebrate the individual’s achievements.
| Delegating Examples: 1) “You’re the expert in this area. I trust you to take the lead on this project. Keep me updated on your progress.” 2) “I’d like you to spearhead this initiative. Let me know if you need any resources or support.” 3) “I’m confident in your abilities to handle this. Feel free to make decisions and reach out if you have any questions.” |
Ask yourself: Do you have a highly skilled and motivated team member who thrives on taking ownership? If so, Delegating empowers them to excel and contribute at their full potential.
Advantages and Disadvantages of Situational Leadership
Adaptability is key to creating a more effective and engaging environment for your team. As the saying goes, “people quit bosses, not jobs.” If not done correctly, you won’t see the results you’re looking for.
Here’s a quick comparison of the advantages and disadvantages of situational leadership:
| What Are the Advantages and Disadvantages of Situational Leadership? | |
| Advantages | Disadvantages |
| Increased Effectiveness: Leads to a more supportive environment and improved performance. | Requires Self-Awareness: Leaders need to be comfortable adapting their style, which can be challenging for those who prefer consistency. |
| Enhanced Development: Provides challenge and support for individuals at different stages. | Time Commitment: Assessing individual development levels and adjusting your style takes time and effort. |
| Improved Team Dynamics: Creates a more collaborative and productive team environment. | Over-reliance on Individual Assessment: Hinges on accurately gauging individual competence and commitment. |
| Greater Flexibility: Promotes adaptability and adjusts your style based on the situation and individual. | Not a Quick Fix: Takes time and practice to master. Don’t expect immediate results. |
This is why it’s necessary to consider the situation and individual development level to determine the most effective leadership style.
Situational leadership offers a flexible approach but requires self-awareness and ongoing assessment.
What Are the Qualities of a Situational Leader?
Mastering situational leadership requires specific qualities that empower you to adapt your approach based on the situation and your team members’ development levels.
These qualities contribute to a more effective team dynamic and play a key role in employee retention.
Here are some key characteristics that distinguish a situational leader:
- Adaptability and flexibility: The leader approaches situations with an open mind, readily embracing new information and adjusting their leadership style accordingly.
- Strong communication skills: A skilled situational leader tailors their communication style to match the team member’s development level.
- Problem-solving and critical thinking: Critical thinking allows situational leaders to analyze the situation objectively and choose the most effective course of action.
- Emotional intelligence: They recognize emotional cues and adjust their communication style to create a supportive and motivating environment.
Mastering these qualities empowers you to become a leader who empowers your team members to achieve their best work.
How to Start Practicing Situational Leadership Today
Situational leadership may seem like a complex framework, but the good news is you can start incorporating its principles into your daily interactions right away.
Start by understanding your team’s strengths and the task’s complexity, and adapt your style based on these factors.
Remember, pay close attention to your team members’ questions, concerns and ideas. Their questions and concerns help you tailor your leadership throughout the process.
Finally, provide ongoing feedback that helps your team members grow and develop. This feedback should be specific and actionable, tailored to their individual needs, and aligned with the leadership style you’ve chosen.
By continuously refining these skills, you’ll be well on your way to promoting a more effective and engaging team environment.
If you’re looking to elevate your team leadership and mentoring skills, check out the Better Leader Newsletter for helpful advice forged by years of practical leadership experience.
To empowering teams through smart leadership,
Thomas
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