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About the Blog
Ready to stop relying on one-size-fits-all leadership approaches? The secret to leading with impact lies in knowing when to adapt. Situational leadership gives you the tools to meet your team where they are—whether they need guidance, support, or autonomy. In module 2 of Lessons in Leadership, Carrie Phillips, Chief Communications and Marketing Officer at the University of Arkansas at Little Rock, dives into the dynamic world of situational leadership. She explains how this flexible leadership model empowers leaders to adjust their approach based on team members’ development levels and the specific tasks at hand. Through practical examples and personal insights, Carrie walks you through how situational leadership can be applied to support teams, enhance communication, and drive success in higher education.
Key Takeaways
- Situational leadership requires leaders to assess team members’ competence and commitment to tailor their approach.
- The four core leadership styles—Directing, Coaching, Supporting, and Delegating—can be applied depending on the situation.
- This leadership style enhances communication, motivation, and engagement by aligning leadership with both individual and team needs.
- Flexibility is key: Leaders must shift styles based on both the work and the people they lead.
What is situational leadership and why is it effective?
Carrie introduces the core concept of situational leadership, a model developed by Paul Hersey and Ken Blanchard in 1969. This theory emphasizes the flexibility leaders must employ by adjusting their style based on two key factors: the task at hand and the team members' competence and commitment. Unlike traditional leadership models that prioritize one style, situational leadership encourages leaders to switch between four primary styles:
- Directing: Clear, specific instructions for team members who are new or unfamiliar with the task.
- Coaching: Providing guidance and support as team members build their skills.
- Supporting: Offering emotional support while letting your team take the lead.
- Delegating: Trusting capable team members to work independently with minimal oversight.
Carrie explains that situational leadership is not about favoring one leadership style over another. Instead, it's about adapting to what the team or specific individuals need. For example, a new hire eager to learn but unfamiliar with the work may require clear directives, while a seasoned team member may simply need support and minimal oversight. Think of a time in your career when you needed different support from what a leader was providing you with. What could they have done differently to make your experience better?
How can situational leadership be applied in real-world scenarios?
Carrie highlights practical applications of situational leadership in a variety of settings. She provides examples from her experience at the University of Arkansas at Little Rock, where she used the coaching style to guide her team through a new project that had previously been outsourced. She explains that while her team had the skills, they initially lacked confidence in bringing the project in-house. Through coaching, she helped them understand benchmarks and build trust in their abilities. Just like Carrie, you can use coaching to help build confidence in your team when they’re tackling something new. Think about a current project where you could take on the role of coach to guide your team through a challenge. How can you apply situational leadership and coaching in those circumstances?
Carrie also shares a high-pressure crisis on campus where she employed a directive style. With an urgent situation that involved an uninvited guest with a weapon, she provided specific instructions to her team to ensure clear communication and safety.
What are the benefits and challenges of situational leadership?
While situational leadership offers flexibility and personalized employee development, it does come with its challenges. Carrie points out that this approach places significant pressure on leaders to accurately assess the situation and determine which style to use. It can also lead to confusion among team members if the shifts in leadership style aren't communicated effectively. To address these shifts, be upfront with team members and be prepared to answer any questions they may have. Foster an open dialouge and be ready to listen and actively listen and provide support.
The benefits of the situational leadership model are substantial. It creates a sense of engagement and value among team members, as leaders tailor their approach to individual needs. This personalized attention can boost morale, enhance communication, and ultimately lead to a more motivated and high-performing team.
Carrie shares by emphasizing that situational leadership requires self-awareness from leaders. While every leader has a natural style they gravitate toward, the ability to adapt and practice other styles is critical for long-term success.
Ready for more?
Carrie leaves you with a few actionable steps: download the situational leadership quadrant as a reference, take the provided assessment to discover your most natural leadership style, and create an action plan for implementing situational leadership in your organization. By doing so, leaders can refine their ability to assess situations quickly, adapt their leadership styles, and better support their teams in achieving success.
Don’t worry! You can still sign up for Carrie’s Lessons In Leadership course and get access to the other 6 amazing modules.
We’ve got loads of other leadership resources too, check out a couple of our favorites:
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