How do you use the situational leadership model?

1 What is the situational leadership model?

The situational leadership model was developed by Paul Hersey and Ken Blanchard in the 1970s. It is based on the idea that there is no one best way to lead, but rather, different ways depending on the task and the follower. The model identifies four styles of leadership: directing, coaching, supporting, and delegating. Each style corresponds to a combination of high or low task behavior (how much guidance and structure you provide) and high or low relationship behavior (how much encouragement and feedback you give).

2 How to assess the situation?

Before you can apply the situational leadership model, you need to assess the situation you are facing. The main factor to consider is the readiness level of your follower, which is a measure of their competence and commitment to the task. The model defines four levels of readiness: R1 (low competence, low commitment), R2 (low competence, high commitment), R3 (high competence, low commitment), and R4 (high competence, high commitment). You can determine the readiness level of your follower by observing their skills, knowledge, confidence, and motivation.

3 How to match the style to the situation?

Once you have assessed the situation, you can match the most appropriate leadership style to the readiness level of your follower. According to the model, a directing style should be used for R1 followers, which involves providing clear instructions and monitoring progress. This style provides high task behavior and low relationship behavior. For R2 followers, a coaching style should be used, which involves explaining the rationale and providing feedback. This style provides high task behavior and high relationship behavior. If your follower is at R3, a supporting style is necessary, which entails listening and facilitating problem-solving. This style provides low task behavior and high relationship behavior. Finally, if your follower is at R4, a delegating style should be utilized, which includes assigning responsibility and reducing supervision. This style provides low task behavior and low relationship behavior.

4 How to apply the model in practice?

To use the situational leadership model effectively, you should communicate your expectations and goals clearly and regularly, assess the readiness level of your follower objectively and accurately, and adjust your leadership style as the situation changes. Additionally, it’s important to provide constructive feedback and recognition to your follower, involve them in the decision-making process, respect their autonomy, and be flexible and adaptable to different situations and personalities.

5 What are the benefits of the model?

The situational leadership model can help you improve your people management skills by enhancing your understanding of team members' needs and preferences, increasing performance and motivation through direction and support, developing competence and commitment through growth and development, building trust and rapport with empathy and respect, and creating a positive work environment through collaboration and communication.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?