Situational leadership is a framework that leaders can use to get the most out of their teams. The online Master of Arts (MA) in Organizational Leadership program from Florida Institute of Technology focuses on helping students understand the psychological factors that underpin workplace culture and productivity and equips them with the skills they need to effectively lead people and organizations.
Students explore numerous leadership styles to determine which leadership strategies work better in different situations. This is a fundamental component of the situational approach to leadership developed by Paul Hersey in 1969 and eventually adapted into the Situational Leadership® model promoted by The Center for Leadership Studies (CLS).
What Is a Situational Approach to Leadership?
According to CLS, the purpose of the situational leadership model is to develop leaders who can think critically about what drives success, determine the best way to adapt to situations and communicate effectively so followers can develop, grow and advance.
The approach focuses on utilizing different methods of leading based on the development or “performance readiness” of the leader’s followers. A good leader is able to analyze a situation and identify which elements of leadership should be leveraged for maximum impact, motivating everyone while continually increasing performance.
Those who practice situational leadership recognize a one-size-fits-all approach cannot optimally meet the performance needs of different followers. Situational leadership maintains that the needs of the followers should guide the leader rather than the other way around.
Directive vs. Supportive Behaviors Within the Situational Management Style
When employing the situational approach, leaders can effectively use both directive and supportive behaviors, depending on the circumstances. After analyzing the needs and goals of the followers, a leader should adapt their style to suit the occasion. They can do this by directing the team from a position of authority, giving orders or instructions, setting deadlines and determining how to achieve the goal.
The directive approach is ideal when the focus of current priorities surrounds tasks, production or routine circumstances. While leaders employing directive behaviors act as the authority in a given situation, the approach is not as “top down” as more authoritarian leadership styles.
Alternatively, the leader can use supportive behaviors, emphasizing two-way communication, active listening, feedback and praise. Supportive behaviors benefit leaders who must prioritize employee-customer and follower-leader relationships.
Most leaders utilize a comfortable combination of approaches. Those who understand situational leadership know which approach to use to get the best results while meeting the needs of their team.
A task-oriented, directive approach is appropriate when situations require leader-directed behaviors. Conversely, a relationship-oriented, supportive approach can be most effective when situations require self-direction. These two behavioral approaches underpin the four styles of leading that are integral to situational leadership.
The Situational Perspective on Development Levels
Development levels and performance readiness indicate the competence and confidence of the followers and determine what kind of leadership styles are necessary to guide them to success. The Indeed Career Guide breaks these down into these four development levels:
- Development level 1 (D1) followers are generally new to the organization or task and are eager to try but less competent in knowledge or the skill set needed.
- Development level 2 (D2) followers are still learning the skills necessary to complete the task but may lack the proper motivation or commitment to succeed.
- Development level 3 (D3) followers have most of the needed skills but may vary in their individual commitment levels.
- Development level 4 (D4) followers are the most competent and the most committed; they have all the prerequisites to succeed.
High development levels mean followers are fully capable of succeeding at a task and require less directive leadership. Lower development levels indicate that followers have varying degrees of confidence and competence and will need more active and targeted direction, guidance, motivation and skill acquisition.
The Four Styles of Situational Leadership
Leaders should adopt leadership styles to meet necessary behaviors and motivate followers at varying stages in their development. CLS outlines these four situational leadership styles as follows:
1. Telling, directing or guiding
This style requires high levels of directive or task-oriented behavior and lower levels of supportive or relationship-oriented behavior. This leadership style focuses on the tasks at hand and the goals accomplished. It is most effective with D1 followers.
2. Selling, coaching or explaining
This style requires high levels of both task-oriented and relationship-oriented behaviors, focusing on leader-driven skill development, goal achievement, relationships, motivation and confidence building. The leader will provide support while maintaining the executive role in decision-making and the overall process. This style is most effective with middle-level followers.
3. Participating, facilitating or collaborating
This style requires high levels of supportive and relationship-oriented behaviors and prioritizes the team’s strengths to direct task progress. It is a follower-driven leadership style, wherein followers have the skills to achieve goals but may need the leader’s encouragement and recognition to foster more motivation or confidence. This style builds team alignment and can be effective with D3 followers.
4. Delegating, empowering or monitoring
This is also a follower-driven style of leadership requiring lower levels of directive, task-oriented and relationship-oriented behavior. Leaders encourage communication and drive performance by allowing freedom and empowering team members. This leadership style works best for D4 followers — competent, confident, motivated and committed teams and individuals.
Advantages and Disadvantages of the Situational Leadership Approach
Situational leadership can be impactful because it is an adaptive, prescriptive and empowering practice, allowing implementers to adjust styles when needed as followers develop their skills and motivation. It also provides solutions for each individual as they progress in their development. Ideally, adopting a situational approach supports the improvement of a team’s level of alignment, motivation and performance, while also helping each individual develop more competence, confidence and commitment.
However, situational leadership has undergone few studies to determine whether it is a truly successful method of leadership. Leadership Central notes that assessing followers’ development levels accurately can be challenging, subjective and time-consuming. This may limit the effectiveness of situational leadership in highly task-oriented, time-sensitive or crisis situations. Situational leadership may also be ineffective for managers responsible for executing directives to higher-level leadership mainly because followers may perceive these managers as having little authority over them in a given situation.
What Advantages Does the Situational Leadership Model Offer?
The situational leadership model benefits leaders seeking to improve varying levels of individual performance across teams. By understanding and responding to the needs of the company and the team with consideration and guidance, situational leadership promotes continuous improvement.
Those seeking to become successful situational leaders can improve their skill set and aptitude through advanced study. With its flexible online format, Florida Tech’s 100% online organizational leadership program enables students to gain in-demand leadership skills while they continue to work and immediately apply what they learn in real world situations.
Learn more about the online MA in Organizational Leadership from Florida Institute of Technology.
