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Situational Leadership

Team 3

ABOUT

What is Situational Leadership?

  • Situational leadership is a style that has been developed and studied by Kenneth Blanchard and Paul Hersey. This style of leadership refers to when the leader or manager of an organization must adjust his style to fit the development level of the followers he is trying to influence. Situational leadership is not based on a specific skill of the leader, instead they change their skills to what benefits the followers.

Overview

Situational Leadership Style Characteristics

Characteristics

  • Must understand the needs of the followers
  • Must be able to change accordingly to the situation
  • Gain followers trust and confidence
  • Choose the correct leadership style based on the needs of the followers and organization

The Four Primary leadership styles

Styles

Hersey and Blanchard suggested that there are four primary leadership styles:

  • Directing(S1)
  • Coaching(S2)
  • Supporting(S3)
  • Delegating(S4)

There is also the SLII Model, where the development level is determined by each individual's level of competence and commitment. These levels include:

  • Enthusiastic Beginner(D1)
  • Disillusioned Learner(D2)
  • Capable But Cautious Performer (D3)
  • Self-Reliant Achiever(D4)

There are 4 different leadership styles that can be applied to a situation. This framework helps to deliberately adjust to different development levels.

Leadership Styles

S1 leadership consists of specific directions and instructions, with little support from leadership.

S1

Directing

High Directive

In a high directive environment impacts occur through direct interaction of an activity. This leadership set revolves around providing thorough and distinctive instructions.

The directing leader clearly provides specific instructions, defines the roles and tasks of the "follower," and closely supervises task completion.

Low Supportive

Low support is a common attribute in the S1 leadership style.

  • Limited recogntion and feedback
  • Limited problem solving
  • Little to no assistance with the work when it is needed
  • Lack of sympathy

In a low support environment leadership and management minimize relationships with employees. There is a lack of personal communication. The thought process is that low support combined with high directive behaviors, employees do not need excess support if provided with adequate directions.

An S2 style is best suited for a D2 development level. This requires alot of coaching. You must also be highly directive and highly supportive.

S2

Coaching

High Directive

  • Coach them how to do it, but let them do it
  • Create a written action plan for their growth
  • Let them know what to improve on

High Supportive

  • Be patient with them
  • Provide training
  • Show confidence in their abilities

S3 is a leadership style that is based on equality and team participation

S3

Supporting

High Supportive

  • Facilitates the teams needs
  • Motivates them to put their skills to use.
  • Encouraging; they listen more than they offer input.

"You work closely with the team almost as if you were a team member yourself, encouraging ideas and supporting team members to help build their confidence."

Low Directive

S3 style of leadership lets the team make decisions and mostly offers feedback. S3 leadership rarely acts independently from the team and works as a team member of almost equal standing.

S4 is a delegating style of leadership which is more of a hands off approach.

S4

Delegating

Low Supportive

"These leaders are responsible for their teams, but provide minimum guidance to workers or help to solve problems. They may be asked from time to time to help with decision-making."(StuOnline,2019)

https://eml.usc.edu/blog/delegative-leadership

Low Directive

As an S4 leader while you do delegate items to the team to do you for one are not really in charge as the team makes all the calls and you are used as needed or more just told what to do.

There will be times as an S4 leader that you will actually be asked for your opinion or to make tough decisions.

http://dcleadershipps.weebly.com/assignment-1.html

There are 4 different development levels. After understanding each one, you can best apply the leadership style that accommodates these.

Development Levels

D1 characteristics is an Enthusiastic Beginner. Dedicated to learning, with zero knowledge or experience.

D1

Low Competence

An employee will experience low competence at the beginning stages of employment. The end goal is to increase competence levels over time with proper training and support, which will increase productivity.

Signs of low competence

  • Lack of knowledge
  • lack of experience
  • lack of confidence
  • Uncomrfortable with tasks
  • Poor performance and productivity

High Commitment

An employee that is motivated. Commitment is defined as "the state or quality of being dedicated to a cause." An employee can demonstrate high commitment at any level of employment.

Signs of High Commitment

  • Engages in work
  • Willigness to learn
  • Perseverance through hard situations
  • Demonstrates pride in work
  • Demonstrates the "going above and beyond" mindset

A D2 development level is best suited for an S2 leadership style. This requires a lot of coaching. They have low to some competence and low commitment.

D2

Low to Some Competence

  • Is still learning the job
  • Needs guidance
  • Needs more practice

Low Commitment

  • Needs to be directed
  • Will not be the first to jump in
  • Lacks motivation

D3 is a medium development level. This means that while the team member may be capable, they would be cautious and need support

D3

Variable commitment

D3 benefits the most from a supportive leadership style because they tend to be cautious and apathetic. Self-criticism is common for the development level.

Moderate to High Competence

A D3 team or team member is going to be qualified to work at the task or project at hand. They have both skills and education, and sometimes experience.

D4 is a self reliant worker this person understands they are not the leader but is willing to help with whatever is needed

D4

High Competence

A D4 is very understanding of every situation and very confident in their work/abilities to help out the team in all aspects.

A D4 is matched perfectly with an S4 as S4 leaders are more hands off and let their team make the decisions.

High Commitment

D4 is the best follower you can have paired with an S4 leadership style as they are heavily committed to achieving excellence.

Being a D4 means that you are going to do everything you can to make the project succeed as you will take full responsibility for all work even if it is wrong.

Adjusting the leadership styles used to work to the best advantage of the team can be an invaluable tool to increase efficiency and decrease problems. Both the leader and individual members benefit from this. Accommodation of your team can be vital to a projects success.

Conclusion

References

The Ken Blanchard Companies. (2020, February 26). SITUATIONAL LEADERSHIP II. Retrieved from kenblanchard.com: https://www.kenblanchard.com/Products-Services/Situational-Leadership-II

Denis. (2018, November 21). Situational Leadership Model. Retrieved from https://expertprogrammanagement.com/2018/11/situational-leadership-model/#:~:text=INguyen, S. (2019, August 25).

How to Manage Better by Matching Leadership Style to Development Level. Retrieved from https://workplacepsychology.net/2019/08/25/how-to-manage-better-by-matching-leadership-style-to-development-level/

Heathfield, S. (2019, August 2). Use Coaching to Improve Employee Performance. Retrieved from thebalancecareers.com: https://www.thebalancecareers.com/use-coaching-to-improve-employee-performance-1918083

kilaris201314. (2013, September 16). Leadership styles. Retrieved from https://kilaris2013blog.wordpress.com/2013/09/15/leadership-styles/

STU Online. (2014, November 25). What is Situational Leadership? How Flexibility Leads to Success. Retrieved February 29, 2020, from https://online.stu.edu/articles/education/what-is-situational-leadership.aspx

Anthony, L.(2019). Define Situational Leadership. Retrieved from: https://smallbusiness.chron.com/define-situational-leadership-2976.html

References

Thank You!

Robert Reyes

Alexandria Campo

Gewann Frazier

Yajaira Knudsen

Connor Smith

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