Earlier in my career, if you asked me about my leadership style, I would generally respond with a variation of being hands-off and starting in a place of trust. However, in my first management role, I quickly realized that my approach didn't work for junior or new team members. Fortunately, I came across some leadership styles material and learned to better adapt to my team's needs. In short, I learned about Situational Leadership.
In today’s modern workplace, managers are facing an ever-changing landscape of challenges. The rise of hybrid work models, multi-generational teams, and rapidly evolving technology has made effective leadership more complex than ever before. The traditional "command and control" style of leadership no longer fits every scenario, more so in tech companies, but especially in the traditional big 5 type organizations. Instead, modern tech managers must learn to be adaptable, applying the principles of situational leadership to lead their teams effectively.
But what exactly is situational leadership? How can you, as a manager, apply it to your everyday work? In this guide, we will explore the key concepts, benefits, and practical applications of situational leadership, along with actionable tips to become a more versatile and effective leader.
What is Situational Leadership?
Situational leadership is a flexible, adaptive leadership model that suggests no single leadership style works for every situation or employee. Developed by Paul Hersey and Ken Blanchard, this model emphasizes the importance of adjusting leadership behaviors based on the "maturity" or "developmental level" of team members and the nature of the task at hand.
The core idea is simple: Leaders must assess the readiness of their employees and adjust their management approach accordingly. By doing so, managers can provide the right balance of guidance, support, and autonomy.
The Four Leadership Styles in Situational Leadership
Directing (High Directive, Low Supportive)
This style is best for new hires or employees who are unfamiliar with the task. Leaders provide clear instructions, closely supervise progress, and avoid extensive collaboration.
Competence: Employees in this category typically have low competence.
Confidence: Employees often have low confidence as they are still learning the task.
Coaching (High Directive, High Supportive)
This style is best for employees with some experience but still in need of guidance. Leaders offer high involvement, facilitate two-way communication, and provide encouragement to boost employee growth.
Competence: Employees have low to moderate competence as they are building skills and experience.
Confidence: Employees often have low to moderate confidence as they gain more exposure to the task.
Supporting (Low Directive, High Supportive)
This style is ideal for experienced employees who still benefit from emotional support. Leaders offer motivation, encouragement, and opportunities for employees to share feedback.
Competence: Employees have moderate to high competence as they have demonstrated their ability to perform tasks.
Confidence: Employees have moderate to high confidence due to their experience and past performance.
Delegating (Low Directive, Low Supportive)
This style works best for skilled, experienced, and confident employees. Leaders assign tasks, trust the employee to complete the work, and intervene only when necessary.
Competence: Employees have high competence as they have mastered the task.
Confidence: Employees have high confidence due to their proficiency and experience.
Why is Situational Leadership Important for Managers?
A "one-size-fits-all" leadership style can lead to disengagement, poor performance, and frustration among employees. Here’s why adopting situational leadership is crucial for modern managers:
Enhanced Employee Development: Managers can provide appropriate guidance, helping employees build skills and confidence.
Increased Team Morale: When employees feel they’re being led according to their needs, they’re more engaged and motivated.
Flexibility in Management: No two employees or tasks are the same. Situational leadership allows managers to be adaptable.
Improved Performance: Employees perform better when given the right level of support and autonomy.
How to Apply Situational Leadership as a Manager
Step 1: Assess the Task
Evaluate Complexity: Determine how complex the task is. Is it routine, familiar, or entirely new? The level of complexity will affect the support and direction needed.
Determine Criticality: Assess how critical the task is to the team's goals. Tasks with high importance may require more oversight.
Step 2: Assess the Employee’s Readiness
Competence Check: Evaluate the employee’s knowledge, skills, and experience in relation to the specific task.
Confidence Assessment: Determine the employee’s level of self-assurance and belief in their ability to complete the task.
Step 3: Choose the Right Leadership Style
Match the Style: Based on the task's complexity and the employee's competence and confidence, select one of the four leadership styles: Directing, Coaching, Supporting, or Delegating.
Step 4: Implement and Monitor
Set Clear Expectations: Clearly outline the task, deadlines, and expected outcomes.
Provide Ongoing Feedback: Offer regular feedback to ensure the employee is on track. Reinforce positive behaviors and make adjustments where necessary.
Monitor and Adapt: Regularly evaluate the employee’s performance and adjust your leadership style as their competence and confidence evolve.
Examples of Situational Leadership in Action
Onboarding New Employees
Situation: A new employee joins the team.
Approach: Use the "Directing" style by providing step-by-step instructions and close supervision.
Upskilling an Employee
Situation: An existing employee takes on a new project.
Approach: Use the "Coaching" style by guiding them through new processes while encouraging feedback and two-way communication.
Handling Experienced Team Members
Situation: A seasoned employee works on a familiar task.
Approach: Use the "Delegating" style by assigning the task and trusting them to complete it independently.
Motivating a Struggling Employee
Situation: A mid-level employee’s performance dips.
Approach: Use the "Supporting" style by providing emotional support, offering guidance, and encouraging them to build their confidence.
Tips for Mastering Situational Leadership
Be Observant: Assess team readiness and task complexity regularly.
Communicate Clearly: Employees should understand the “why” behind your approach.
Stay Adaptable: Employees’ competence and commitment may fluctuate, requiring ongoing adjustments.
Provide Feedback: Feedback reinforces learning and allows employees to develop their competence.
Mastering situational leadership takes practice, patience, and a commitment to continuous growth. With time, you will not even think about the steps and be able to assess the situation in milliseconds. By understanding your team’s unique needs and adapting your leadership approach, you’ll build a more engaged, high-performing team that’s ready to tackle any challenge.
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Frequently Asked Questions (FAQs)
What are the key principles of situational leadership?
The key principles of situational leadership include adaptability, employee development, and task-specific leadership. Leaders must adjust their style based on the needs of their employees and the complexity of the task at hand.
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