Situational Leadership Meaning: What is Situational Leadership?

Situational leadership refers to when a more experienced individual, such as a manager within an organization, guides you through a process in a specific situation to achieve success.

In other words, it involves a leader adapting their style to the needs of the situation and the people involved.

Situational Leadership Theory

Situational Leadership is a theory of the 21st century, developed based on the understanding that different situations require different types of leaders. The theory posits that with the right expertise, achieving success becomes more feasible.

Who Developed the Concept of Situational Leadership?

The concept of Situational Leadership was developed by Ken Blanchard and Paul Hersey in 1969.

How Does Situational Leadership Differ from Other Leadership Styles?

Situational leadership is a flexible approach compared to more rigid leadership styles. Leaders using situational leadership can modify their style and strategies according to the situation, unlike other styles which may be more fixed.

Brief Overview of Other Leadership Styles:

• Autocratic Leadership: Goals are set without team input, decisions are made independently, and tight control is maintained.
• Transformational Leadership: Inspires and motivates followers to reach their full potential, often involving charismatic leaders who lead change.
• Laissez-Faire Leadership: Takes a hands-off approach, granting substantial autonomy to the team. Effective only with highly competent and self-motivated teams.
• Servant Leadership: Focuses on serving others, meeting followers'' needs, and emphasizes humility and team well-being.

What are the Key Principles or Core Elements of Situational Leadership?

• Telling (Directing): Leaders give clear instructions to low-skilled but eager team members. This phase is leader-driven and focuses heavily on tasks.
• Selling (Coaching): Leaders guide tasks and build relationships with team members who have some experience. The approach is more about suggesting and encouraging.
• Participating (Supporting): Leaders work alongside competent but inconsistent team members, offering support and focusing on building relationships.
• Delegating: Leaders delegate with minimal monitoring to fully empowered, proficient team members. This stage involves low task and relationship orientation.

How to Apply Situational Leadership in HR

As an HR professional, you may find yourself in various situations where situational leadership is required. Here’s how to implement it effectively:

• Understand the scope of work and new responsibilities that employees are eager to take on.
• Assess employee potential and intent, identifying their strengths and weaknesses.
• Based on personality traits and needs, identify situations where employees require guidance, such as orientation or employee relationships.
• Train and guide employees, adapting your strategies and approaches according to their needs.