Situational Leadership Model Analysis

Situational leadership theory is when a leader adapt’s to the situation and the management styles to the behavioral needs of the individual or group. Trait approach leadership gives more credence to the qualities and traits that people are born with that make them natural born leaders.

Situational Leadership was a model originally developed by Paul Hersey and Ken Blanchard to effectively assess what each person needs from leadership on each task. (Hersey, 2004) Dr. Hersey and Blanchard parted ways and put their own spin on the same model but it still stands that it works and can be applied to any person of any age with any task. The key is that the leader has to be perceptive and fluid in leadership styles. One of the reasons

Situational leadership has very little in common with the other models mentioned herein. This model revolves around the leader changing leadership behaviors to meet the needs in relationship to the follower (Kouzes, 2003, p. 111). The difference between situational leadership and charismatic, servant, and transformational leadership is the lack of an organizational vision and the empowerment of the followers. Situational leadership uses followers based on their readiness level that relate to their ability and willingness to complete the task (Wren, 1995, p. 208). This aspect coupled with the leader’s task and relationship behavior is used in relation to the

Situational leadership is useful and relevant in developing an effective leadership culture because it allows the leader to become flexible in pursuing different styles of leading employees towards achieving success. Leaders are free to adapt and make changes to the leadership style based on the situation at any given point in time. Situational

All situations are different and a leadership style applied in one situation will not always work in another. A leader must use judgement to decide the most appropriate style needed for each situation. The ‘Situational Approach’ to leadership identifies four leadership styles which are;

Paul Hersey and Ken Blanchard first introduced the situational leadership model in the 1970s. Situational Leadership Theory (SLT) asserts that a leader’s effectiveness is dependent upon the readiness, or ability and willingness, of the leader’s followers to complete

As the Situational Leadership Model suggests, different leadership strategies are appropriate for different situations and depending on those who are being led. To be a successful leader, Wooden understood how his players handle instruction, criticism, and praise; as well as how the team learns best, what level of independence will harbor the most success, and the dynamics of the team with regard to chemistry, diversity, etc. As a famous situational leader, the ability to adapt his coaching style to changing players and circumstances attributed to much of his success. The result of his situational analysis became the foundation in planning the course of action. He believed that it was necessary to change plans to fit the unexpected “call”

circumstances and or the individuals you are dealing with. The process flows from a directive

Leadership is a vast topic with a variety of profound explanations and theories, but overall, leadership gives people a standard to aspire for. Leaders have a vision, and thrive on inspiring those around them to participate along the road to achieving their vision. Leaders can promote success by motivation, empathy, and positive direction. Though there is no clear winner when it comes to theories of defining leadership, some approaches have greater appeal than others. My goal for the future is to utilize several approaches in an effort to consistently improve my leadership performance. The situational leadership model will be helpful for me to improve my training skills, and accommodate unexpected situations with ease. Situational leadership is where I want to go in the future, but it is not where I am yet. In the past, I have attempted to provide strong leadership by learning from my mistakes and changing my approach based on my experiences. This is why I believe that currently, I identify most with the skills approach to leadership.

The four styles within the situational leadership mode are directing, coaching, supporting, and delegating. Once a leader has put together the most qualified team for the goals, directing comes in to learn how each member will be the most productive in the task assigned. A leader has to make sure that a task is assigned to the person who will enjoy achieving the task. If not, this could lead to low motivation and low morale, with a chance of failing the task at hand (Griffith & Dunham, 2015). Being a leader means having knowledge in all aspects of the tasks that needs to be done to reach the end goal successful. The leader has to coach each individual to make sure each task is being done correctly. The leader needs to be involved in all

The first academic journal that I viewed was Leadership Styles of Effective Project Managers: Techniques and Traits to Lead High Performance Teams by Melissa DuBois, John Hanlon, Jodi Koch, Betty Nyatuga, and Nathan Kerr. A summary of the article, the authors analyze the important qualities of leadership and determine their positive impact, which can benefit project managers in any industry and, therefore, increase project success. They identified two leadership styles: Situational leadership and Transactional leadership. A few of these leadership traits include: team building, setting clear relations and roles between project members, openness, self-confidence, organization, and clearly defining project successes, revaluating when necessary. The traits of organization, managerial competence, emotional competence, openness to experiences, communication, inspiration, investigative, enterprising and entrepreneurialism, demonstrated the highest correlation with project success. These leadership styles and traits were examined and analyzed to determine the extent they contribute to the construction, execution, and closure of the project. The methods for locating and identifying resources, for this project, involved accessing electronic databases provided by the libraries at Drexel University. Each team member conducted a literature

The most popular and extensively researched situational theory of leadership was first proposed by Fred Piedler during the 1960s. Fiedler's model claims that group performance depends on the interaction of the leader style and the favorableness of the situation. Fiedlers major contributions consist of(l) iden-tifying the leadership orientation of the leader and developing a way to measure it, and (2) identifying three situational factors influencing leadership and developing a method of measuring them

It has been a main factor in development and training programs (Hersey et al., 2001). Situational leadership theory is based on how people respond to working and being led in groups.

Situational leadership focuses on adapting your leadership style or approach based on the situation and the amount of direction and support that is needed by followers. As Jesus trained and equipped his disciples from simple fishermen to fishers of men, who carried on his ministry after he ascended to heaven, he integrated different styles and theories of leadership that best served and supported his followers (Blanchard & Hodges, 2003). Depending on the level of competency and commitment of their people, leaders will adjust their style to provide the necessary support and direction. The core competencies of situational leaders are the ability to identify the performance, competence and commitment of others, and to be flexible (Paterson, 2013). From being highly directive, telling their people exactly what to do and how, to delegating, clearly stating the objective and allowing them to complete the task with little direction and support, situational leaders adapt their approach to the needs of their people and the particular situation.

Situational leadership may be the case when there are several different situations to handle under one position. There might not be specific tasks given since the roles could be dispersed to every other member. A leader in situations could be dealt with emotions, academics, work, and support with another student. At orientation, when leaders meet up with students, just to chat and to see how they are doing would be considered situational leadership because you are having a bonding relationship. Also, setting up for orientation team takes a lot, and more than one person. This type of leadership may benefit me because I am good at multitasking and communication skills. When there is a task that I need help with, I would ask for guidance how to