Situational Leadership Theory Paper

The situational approach stresses that leadership is composed of both a directive and a supportive dimension, and that each has to be applied appropriately in a given situation (Northouse, 2016). I recently retired from the Army after doing 20 years of active federal service. I was a sergeant after three years, made staff sergeant after six, and at my 11 year mark I decided to put in a warrant officer packet, in which I got accepted to become Warrant Officer 1. The young men and women that I had the privilege of leading all came from different walks of life, were different age, and had different levels of experience. This is why I identify more with the situational approach.

Leaders are some of the most influential individuals in any society. They have the ability to influence those around them with various leadership styles including coercive, authoritative, affiliative, democratic, pacesetting, and coaching. Effective leaders consistently adapt to the environment around them to either enhance or correct any situation facing them. Within these leadership styles the most effective style has been considered that of the authoritative style. This style brings individuals together, builds self-confidence, and easily adapts to the environment around it.

Recommendations for managers who demand to be leaders are to appearance compassion. To be a leader a person needs to see the world as an opportunity to change. They need to accept the employees ' dilemmas. Respect the assessment of the advisers and accomplish decisions that will be acceptable not only for them but the

The book, Followership How followers are creating change and changing leaders, by Barbara Kellerman, publisher Harvard Business Press details an interpretation of followers with his or hers correlation to their managers. Kellerman portrays through her book from the leader-centric approach, which govern work on supervision and leadership. However, the book describes examples how a leader typically have power, authority, and influence over a stakeholder in settings of public, private and non-profit organizations sectors (Kellerman, 2008).

According to Peter G. Northouse, Personal power comes from the followers and include reverent and expert power. Followers give it to the leaders because followers believe leader have something of value. Treating power as a share resources is important because it deemphasizes the idea that the leader are power wielders. (Northouse pg.16). Leaders (managers) and followers (staff employees) must work together and have trust between one another, however the manager must set boundaries between friendship and the office relationship. Setting these boundaries not only protect the individuals but also the company from legal liability. Managers as leaders shouldn’t be view as having more power rather they should possess the ability to motivate the staff to achieve high quality job satisfaction.

The situational approach is an easily comprehensible leadership theory, applicable to both the cadet and military experience. It has a high prescriptive

Power, influence, leadership ability, all these intertwine to make an effective leader; yet they are often confused as being able to stand alone to define a leader. Each element is needed to complete the other, thus this paper will look at how power is used as influence. Using Hackman and Johnson’s Personal Power Profile, my preferred method of influence will be examined and how this relates to future leadership will be discussed.

How does the leadership and governance of a health care organization influence the development and implementation of risk-management and quality-management policies?

My leader of influence has not only impacted my career, but they also happen to be my older sister. MSgt Kelly Abbott ascended through the ranks in the Air Force, as well as positions held in her civilian career and roles in the community. Her influence transcended beyond the Air Force through support of the Army, Navy, and Marines while serving on joint exercises and missions. She has contributed to the Air Force, Army, the Senior Non-commissioned officer (NCO) corps, and the community. A legacy leader or leader of influence is a person who exceeds traditional boundaries of leadership through influence and deed. It is a person that inspires those around them in an infectious manner, regardless of their position or role. This type of

There are many ways a leader can affect their followers’ actions. Being a leader takes patience and “listening with the Third Ear can help to detect unstated needs in a relationship that may have to be addressed.” (*). For example, in a previous hospital that I worked before there were 3 leaders that stood out as each one had very different ways on how to lead their team. Cole, who noticeably has been unable to adapt to his role, is failing to keep his team together. Audre, who is blunt and forceful with the staff is failing to boost her team’s morale. Then myself, a team leader who is able to control and mentor staff properly whose team excels. Leaders have the obligation to set a standard to what people should look up to and strive to be

All organizations, especially law enforcement agencies, require leadership. Maintaining a dependable leadership structure is key to the success of any organization. The philosophy of the modern style of police leadership involves a leader who is strong, competitive and unreceptive to change. Police leadership is based from an autocratic style which is founded on integrity and courage, embracing teamwork, involvement and shared leadership (Cordner & Scarborough, 2010). This style of leadership works well in an emergency situation in which rapid decision making and strict control is needed. The negative aspect to this style of leadership is the inability of the organization to function with the absence of leadership.

The leader and follower relationship is looked at as winners and losers, when it is actually a symbiotic association. (Chaleff) Leaders cannot exist without followers and followers cannot exist without a leader. Leaders can forget that they need the backing of a solid team of followers in order to succeed. Because they make the “important” decisions and enjoy an astronomical rate of pay, it is easy to overlook the loyal, hard working individuals that make everything happen under them. Followers too can forget that they are a valuable element of a successful organization, and that their feedback and ideas are welcome.

Situational Leadership is also called as Hersey-Blanchard Situational Leadership Theory. Paul Hersey the author of "Situational Leader" and Ken Blanchard the author of " The One Minute Manager" are the one who introduced this theory (Hersey-Blanchard Situational Leadership Theory, 2010-2015). The principle behind this theory is that every theory is not perfect in itself and the effectiveness of the theory is determined by the situation (Kreitner, 2013, p. 472). One of the important lesson that I have learned till this day is no one can be prepared for the upcoming problems. Problems may have same nature but may be different in the way it has to be solved. For instance: A Leader may motivate an employee by increasing salary but the same tactics may not work for another employee. Another employee may be seeking challenging job which may influence him/her to

Leaders must adopt a strategy that in turn gains the respect of followers by leading through exemplary behaviour and standing for values that are communicated openly and often with others. “John Gillespie, former CEO and vice president of operations at Innovation Luggage, Secaucus, says the following: “I found that if I wanted people to follow me, I had to be the first person to take risks and work without a safety net under me”. (Acting from the centre) It is through actions such as this that leaders gain the respect of followers and in turn gain what is known as ‘referent power’. (McShane & Travaglione, 2007, p.359).

A leader is defined as a person with responsibility to influence one or more followers and directing them to achieve a set objective (Sethuraman, 2014). In order to achieve that set of objectives effortlessly, effectively, and efficiently, the most important and valued trait of a leader is an effective leadership styles. Effective leadership styles are required in every organization at every level to be successful. The success or failure of an organization depends on the quality of leadership particularly on the part of top management. An effective leadership style can be developed on the basis of understanding of the situations (Sethuraman, 2014). Top management should know which leadership style is needed based on the situation to be most effective to gain trust and respect from their employee. There is no single method of influencing the behavior of employees for every situation. The employee’s level of knowledge on the task and can determine which leadership style that will be most effective for the situation. Preparing leaders to lead