Have you been exposed to Situational Leadership? And I don’t just mean, yes I react differently in different situations. Do you know the theory by Paul Blanchard and Paul Hershey? It’s a great one to explore. This is particularly true if you want to focus your leadership style to maximize your impact on your employees. Who doesn’t want that?
The theory and model comes in handy in a couple areas….one is over the lifetime of an employee (which is sometimes less common in organizations today). And one is when someone is taking on a new role. Here are the essentials.
The framework includes 2 Elements to diagnose:
- Competence: Skills and knowledge
- Commitment: Confidence and motivation
This prompts the 4 Quadrants of individuals:
- Enthusiastic Beginner (S1): example, new employee
- Disillusioned Learner (S2): example, been on the job “awhile”
- Capable but Cautions Performer (S3): example, SME
- Reliant Achievers (S4): example, mentor, informal leader
And here are the 4 Leadership Styles to apply depending on the “situation”:
||Competence & Commitment
||Task focused. Provide clear goals, strategies and deadlines.
||Task and commitment focused. Influence and educate.
||Participative focused. Engage in problem solving, decision making, continuous improvement.
||Leadership focused. Provide challenge, growth, opportunity.
Applying Situational Leadership means understanding the goals for those around you. Are you leading them to a new level? Do you want them to take on a new project or responsibility?
Then diagnose their competence and commitment, to apply the most effective leadership style.
Will others notice that you are leading differently? Probably, and this doesn’t have to be a secret mission. You can be deliberate about your thinking, actions and approach.
Consider this quote: “There is nothing so unequal as the equal treatment of unequals.” Artistole