2.3 Situational Leadership

Situational Leadership Theory suggests leaders should adapt their style based on followers' readiness and the task at hand. It emphasizes flexibility, recognizing that no single leadership approach works in all situations.

This theory fits into the broader study of leadership by highlighting the importance of context. It provides a framework for leaders to assess situations and choose the most effective style, from directing to delegating.

Situational Leadership Theory

Core Principles

• Situational leadership theory
  • No single "best" style of leadership exists
  • Effective leadership adapts style to the individual or group being led or influenced based on the task
• Amount of direction (task behavior) and socio-emotional support (relationship behavior) a leader provides depends on
  • The situation
  • The "level of maturity" of the followers
• Model for developing people from low readiness to high readiness
  • End goal is followers are confident and motivated for tasks
• Leadership is specific to the situation in which it is being exercised
  • Leaders must flexibly move between different leadership styles as conditions change

Follower Readiness

• Follower readiness defined as the ability and willingness of a person to take responsibility for directing their own behavior for a specific task
• Four levels of follower readiness
  • R1: Unable and unwilling
  • R2: Unable but willing
  • R3: Able but unwilling
  • R4: Able and willing
• Leaders must accurately diagnose follower readiness level
  • Adapt leadership style accordingly for the given situation or task
  • As follower readiness changes, leaders must adapt their style

Leadership Styles in Situational Leadership

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• Four main leadership styles identified in the situational leadership model
  • Directing (S1)
  • Coaching (S2)
  • Supporting (S3)
  • Delegating (S4)
• Directing (S1) style
  • One-way communication
  • Leader defines roles of followers
  • Provides the what, how, why, when, and where to do the task
• Coaching (S2) style
  • More two-way communication and socio-emotional support with followers
  • Leader still the primary decision maker
  • Communication is more supportive to bolster followers' confidence and motivation
• Supporting (S3) style
  • Shared decision making between leader and followers
  • Leader's main role is facilitating, participating, and supporting
• Delegating (S4) style
  • Followers "run their own show"
  • Leader involved in decisions, but process and responsibility passed to followers
  • Leader stays involved to monitor progress

Leadership Style Selection

• Appropriate leadership style to use depends on the readiness level of followers
  • R1 followers: Directing (S1) style most appropriate
    • Provides clear, specific directions and close supervision
  • R2 followers: Coaching (S2) style most appropriate
    • Reinforces follower willingness and enthusiasm
  • R3 followers: Supporting (S3) style most appropriate
    • Boosts follower motivation and confidence
  • R4 followers: Delegating (S4) style most appropriate
    • Lets followers take responsibility for task decisions and implementation
• Leaders adjust decision making style to fit readiness of followers
  • Low readiness followers: Leader maintains high control over decisions
  • As readiness increases: Leader involves followers more in decision making

Situational Leadership Applications

Flexible Leadership Approach

• Situational leaders must be flexible in leadership approach
  • Adapt based on needs of followers and demands of situation
• Rigidity in leadership style leads to suboptimal performance
• Provide the right amount of guidance and direction
  • Helps followers develop skills and confidence for task
  • Too much or too little direction for the situation can hinder performance

Enhancing Follower Performance

• Situational leaders frequently reassess follower readiness
  • Adapt leadership approach accordingly
  • As followers develop ability and motivation, leaders transition to less directive and more supportive behaviors
• Build follower confidence and motivation through mix of directive and supportive behaviors
  • Ultimate aim is to increase follower readiness for roles and responsibilities

Enhancing Team Performance

• Recognize teams go through stages of development
  • Forming, storming, norming, performing
• Adapt leadership to the needs of the team at each stage
  • Forming stage: Directing style (set goals, procedures, roles)
  • Storming stage: Coaching style (resolve conflicts, build cohesion)
  • Norming stage: Supporting style (facilitate cooperation, support members)
  • Performing stage: Delegating style (empower team, focus externally)