Here's how you can customize your leadership style for various situations.

Understand your audience – your team member's goals, interests, and motivations. By aligning your approach with what fulfills your team, you can create more engaged and meaningful collaboration, especially when navigating the pressures of deadlines or project milestones.

Understand Situational Needs: Assess the specific situation, context, and objectives you are facing. Consider factors such as the complexity of the task, the skills and experience of team members, the level of autonomy required, and the urgency of the situation. Adopt a Flexible Approach: Be flexible and adaptable in your leadership style, recognizing that one size does not fit all. Tailor your approach based on the unique characteristics and demands of each situation, as well as the preferences and capabilities of your team members.

To customize your leadership style for various situations, you can employ the following strategies to redress: 1. Seek help from mentors and coaches within the form and learn from their insights and learnings. 2. Collaborate with your colleagues and engage in an ecosystem where you can learn how to redress your weaknesses and also employ a co-design approach for effective execution. 3. Seek help from industry experts outside the form who can help you form solutions through their expertise. 4. Keep yourself abreast of the latest developments, take up an advanced course to up your skill set, or join working groups outside the form to learn and deliver. 5. Reflect and learn at every step.

I don't recommend changing your leadershis style to meet every circumstance. But I do recommend that you learn to flex your style. Start from a position of strength, which is your style. Observe others and create allies and collaborators. The most important thing about being an effective leader is that peopel trust and respect you. Be present, be kind, and look people in the eye when you are talking. These will take you a lot further than trying to turn yourself inside out.

Completely agree, leading is about knowing and being yourself and realizing when to dial up or back how you typically operate. You shouldn’t necessarily change for different situations. If you’re a good leader, your team knows you for who you are and it’s best to operate from that trust. People respond to authenticity.

I agree that self awareness is one of the most important factors in anything you do. With awareness, comes a choice. As long as your blind spots are still unknown to you, you can’t address them. Make it a key point to seek candid feedback from everyone. Don’t take it all to heart, use your judgment. Focus on asking how people perceive you or if it’s specific to trying to improve your communication, ask those in the audience what they perceived your key message was. Perceptions differ but they’re never wrong. If what you intended to communicate differs from how you were perceived, get curious and identify the root cause and commit to improvement.

Establish your primary leadership style so stakeholders and your teams know when you adapt your style for different situations. You'll need to find a style that resonates with you and is effective within the context of your organisation. Sticking to that style the majority of the time helps people understand the way you typically communicate, what expectations you'll have and how you drive outcomes. Consistency is key to reducing uncertainty! I've found once they know how you'll interact, any difference in communication/behaviours/strategy will be picked up on quickly. That change in style is a strong lever I've utilised selectively to motivate and drive change, but only when it's going to be more useful than your primary style.

Understand who you are at the core of your leadership. -What example do you want to set in the world/your company? -What is your impact and legacy? -What are your motivations? -What sort of leadership do you want to embody? (how do you want to show up with your team and for what do you want to be known?) If you can keep clarity on your core tenants as a leader, it will enable you to more effectively adapt to different scenarios whilst stay true to yourself and your impact.

"The key to successful leadership today is influence, not authority." — Ken Blanchard Adapting your leadership style to meet the specific needs of your team in different scenarios is crucial for effective leadership. By recognizing when to switch styles—whether to provide support during stressful periods or to guide a new team with clear expectations—you enhance your ability to lead successfully. This adaptability not only fosters a positive work environment but also promotes high levels of productivity and engagement among team members. "Situational leadership is not something you do to people but something you do with people."

I am literally going to be talking about this at my #PetalTalks event next week and sharing my own experience of when I first stepped into leadership and the the doubts and inadequacy I felt at the beginning. In various leadership roles, I now know about adapting to the situation and being flexible as a leader as change is the only constant and flexibility is key. I will be talking about values-based communication and the client at the focus of the work.

Effective flexing is the mark of a true and emotionally intelligent leader. Being prepared to demonstrate situational humility when facing new situations is crucial. And, knowing when to intentionally step back and let someone else, maybe someone more junior lead, shows real leadership. What's key is communication so that people aren't confused by the flexing.

Embracing flexibility in leadership means being open to trying different styles to suit the situation. For instance, if a team is experiencing burnout, a leader might adopt a supportive approach focused on well-being, like organizing team-building activities or offering flexible work hours to alleviate stress. On the other hand, when leading a new team, establishing clear guidelines and expectations through coaching can help build a solid foundation for collaboration and productivity.

It’s so important to be able to flex your style as a leader of people. This requires you not only to understand your social style but also the social styles of people on your team. Understanding that communicating with the driver on your team is going to to look different that communicating with your analytical or amiable personalities. It really all comes back to soft skills, being able to effectively read people and communicate in a way that resonates with them. As a leader you have to meet people where they are!

Effective communication is essential, but various situations may require different approaches. While you might naturally lean towards empathy, being able to adopt a more assertive stance is also valuable. Striking a balance between empathy and assertiveness is crucial for leadership. I aim to navigate the middle ground, allowing me to flexibly adapt to different scenarios and remain effective in my leadership approach.

Effective communication with a team can look like a variety of methods, such as managing conflict, transparency, leading by example, providing constructive feedback and asking for feedback. My personal favorite is having two-way communication. Creating space for your team to come to you to express their concerns, frustrations, or questions will help you as a leader to understand how to best serve your team. Additionally, by asking for and being receptive to feedback from your team, you are building trust and showing that you really care about them.

Effective communication is the cornerstone of success in any endeavor. It's about conveying your message clearly, listening actively, and understanding the perspectives of others. Whether it's verbal, written, or nonverbal, effective communication builds trust, fosters collaboration, and resolves conflicts. It involves being concise, yet thorough, using appropriate language and tone, and being empathetic to the needs and feelings of others. With effective communication, you can inspire, motivate, and achieve your goals while cultivating strong relationships along the way.

This is the most critical, but the most under appreciated aspect of a high performing culture. I learn something everyday from everyone I speak to - oftentimes my 5 and 7 year old unknowingly provide me with better coaching insights than anyone else in the world. After all, if I can't distill my message so a 7 year old can understand it, then I'm not communicating very well. You have to ask for feedback constantly because your workforce will embody the shape of it's leader. If someone gives you feedback, acknowledge that it takes courage to give feedback to a superior. Listen attentively, thank them authentically and digest their feedback. If you get this right, you'll master culture as a strategy for business!

Very few leaders, in my experience, regularly ask for feedback from those they lead. If a leader is committed to co-creating a culture of psychological safety, it will be a culture where giving and receiving feedback is normalised. Think of it in terms of motivational and developmental feedback, and why wouldn't we want to give and receive such gifts? And if you say you don't have time, just accept that you've deprioritised feedback. Still feel like it's the right decision?

Situational Leadership is not without its set of challenges. It demands leaders to be perceptive and empathetic, capable of understanding the unique needs and abilities of each team member. Additionally, it expects time and effort to continually assess readiness and adapt leadership styles accordingly.

One additional concept is the importance of empathy in customizing your leadership style. Put yourself in your team members' shoes to better understand their perspectives and needs. For instance, if a team member is struggling with a personal issue affecting their performance, showing empathy by offering support and flexibility in deadlines can strengthen their trust in you as a leader and boost morale. By empathizing with your team, you can tailor your approach to better meet their individual circumstances and enhance overall effectiveness.

Absolutely… using the SLII? model from Blanchard which is a next generation version of the original model refers to (considering competence, motivation AND confidence) is an incredible way to reframe how we lead others… ‘officially’ and unofficially at work, and in every area of life where our role as a leader is to support those we can… It is an easy-to-understand, practical framework that enables us to collaboratively determine the ‘development level’ of those we lead, and then use the appropriate directive and supportive leadership behaviors to help them succeed! Changed my life in many ways and that of so many others!

Self awareness and experience over time will help any leader understand the best leadership approach to deploy in different situations. Good emotional intelligence will definitely help with understanding people's diverse needs so one can adapt leadership styles effectively. However, in an increasing interconnected world -where teams are often made up of people from diverse cultural backgrounds - any leader who really wants to excel at effectively adapting their leadership style to suit different contexts...should strengthen their cultural intelligence (the ability to perform effectively in different cultural settings).

Lead with equality! Being a leader is more than a responsibility. Everyone has own style to lead, remember being authentic is very important. Also keep in mind, you can’t keep happy to everyone and your goal shouldn’t to keep everyone happy. Your goal should be doing fair, understanding your people’s priorities well, giving them best possible support and guidance to succeed in their career.

To customize our leadership style for various situations, we can adopt a flexible and adaptive approach. By understanding the needs and dynamics of each situation, we can tailor our leadership style accordingly. We should assess factors such as the nature of the task, the skills and experience of team members, and the urgency of the situation. Whether it's adopting a directive approach in times of crisis or fostering a participative style to encourage innovation, we should remain responsive and adaptable to effectively lead our teams through diverse challenges.

In my view yes it is a situation according to the context yet work culture also plays an important role that is the learning mindset, enjoy the work you do your morals ethics values reciprocity altruism autonomy reverse U shape Empowering leads to effective performance Moreover aligning the organisation goals with the employee career and personal growth is very important in every situation

1. Encourage Autonomy: Empower your team to make decisions. This builds confidence and speeds up problem-solving. 2. Lead by Example: Demonstrate the behaviors and values you expect from others. Authenticity commands respect and emulation. 3. Focus on Development: Invest in your team's growth. Training and constructive feedback prepare them for diverse challenges. 4. Measure and Adapt: Continuously evaluate the outcomes of your leadership adjustments. Use feedback to refine your approach, ensuring it remains effective across different scenarios.