Situational Leadership

1875 WordsJun 8, 20098 Pages
In simple terms, a situational leader is an individual who can use different leadership styles based on the situation. Blanchard and Hersey created a model for Situational Leadership in that allows you to analyze the needs of the situation you're dealing with, and then adopt the most appropriate leadership style. Many of us do this anyway in our dealings with other people: we try not to get angry with a nervous colleague on their first day; we chase up tasks with some people more than others because we know they'll forget otherwise. The model doesn't just apply to people in leadership or management positions: we all lead others at work and at home. The ability to vary your approach is key in being able to manage vast amounts of people.…show more content…
The final type of follower is an (R1). When dealing with subordinates in this category, one will have to devote time to giving proper concise instruction on tasks. The follower will be committed so guiding them down the proper path and keeping them in tune with what needs to be accomplished will work best. Close supervision of this type of follower will also be necessary to ensure that assigned tasks are also being handles correctly. The situational leadership model views leaders as varying their emphasis on task and relationship behaviors to best deal with different levels of follower maturity. First we have the directing/telling style (S1). This style gives specific task directions and closely supervising work; this is a high-task, low-relationship style. The leader defines the roles and tasks of the “follower”, and supervises them closely. Decisions are made by the leader and announced, so communication is largely one-way. This is followed by the coaching/selling style (S2). This method operates by explaining task directions in a supportive and persuasive way; this is a high-task, high-relationship style. Leaders still define roles and tasks, but seek ideas and suggestions from the follower. Decisions remain the leader's prerogative, but communication is much more two-way. This style is one of the more effective methods. We then have the supporting/participating style (S3) which emphasizing shared ideas and participative decisions on task
Open Document