Situational	
  Leadership	
  –	
  A	
  Management	
  Strategy	
  
                                                         Introducing	
  Situational	
  Leadership	
  
                    The	
   Hersey-­‐Blanchard	
   Situational	
   Leadership	
   Theory	
   was	
   created	
   by	
   Dr.	
   Paul	
   Hersey,	
   a	
  
                    professor	
  and	
  author	
  of	
  "The	
  Situational	
  Leader,"	
  and	
  Ken	
  Blanchard,	
  author	
  of	
  the	
  best	
  selling	
  
                    "The	
  One-­‐Minute	
  Manager,"	
  among	
  others.	
  
                    The	
  theory	
  states	
  that	
  instead	
  of	
  using	
  just	
  one	
  management	
  style,	
  successful	
  managers	
  should	
  
                    change	
  their	
  styles	
  based	
  on	
  the	
  needs	
  of	
  the	
  people	
  they're	
  leading	
  and	
  the	
  details	
  of	
  the	
  task.	
  
                    Using	
  this	
  theory,	
  managers	
  should	
  be	
  able	
  to	
  place	
  more	
  or	
  less	
  emphasis	
  on	
  the	
  task,	
  and	
  
                    more	
   or	
   less	
   emphasis	
   on	
   the	
   relationships	
   with	
   the	
   people	
   they're	
   leading,	
   depending	
   on	
  
                    what's	
  needed	
  to	
  get	
  the	
  job	
  done	
  successfully.	
  
                                                               Four	
  Main	
  Leadership	
  Styles:	
  
                    	
  
                    The	
  leadership	
  styles	
  vary	
  on	
  three	
  dimensions:	
  
                                   !  The	
  amount	
  of	
  direction	
  the	
  leader	
  provides	
  
                                   !  The	
  amount	
  of	
  support	
  and	
  encouragement	
  the	
  leader	
  provides	
  
                                   !  The	
   amount	
   of	
   staff	
   member’s	
   engagement	
   in	
   problem	
   solving	
   and	
   decision	
  
                                        making.	
  
                                                                      
                    According	
  to	
  Situational	
  Leadership,	
  there	
  are	
  four	
  main	
  leadership	
  styles	
  a	
  leader	
  should	
  use	
  
                    when	
   managing	
   staff	
   members	
   depending	
   on	
   the	
   skills	
   of	
   the	
   staff	
   member	
   in	
   that	
  
                    situation/project	
  area:	
  	
  	
  
                     •    Directing	
  (S1)	
  –	
  Managers	
  tell	
  their	
  people	
  exactly	
  what	
  to	
  do,	
  and	
  how	
  to	
  do	
  it.	
  	
  
                     •    Coaching	
   (S2)	
   –	
   Managers	
   still	
   provide	
   information	
   and	
   direction,	
   but	
   there's	
   more	
  
                          communication	
  with	
  staff	
   members.	
   Managers	
  "sell"	
   their	
   message	
   to	
   get	
   the	
   team	
   on	
  
                          board.	
  
                     •    Supporting	
   (S3)	
   –	
   Managers	
   focus	
   more	
   on	
   the	
   relationship	
   and	
   less	
   on	
   direction.	
   The	
  
                          leader	
  works	
  with	
  the	
  team,	
  and	
  shares	
  decision-­‐making	
  responsibilities.	
  	
  
                     •    Delegating	
  (S4)	
   –	
   Managers	
   pass	
   most	
   of	
   the	
   responsibility	
   onto	
   their	
   staff	
   member	
   or	
  
                          group.	
  The	
  managers	
  still	
  monitor	
  progress,	
  but	
  they're	
  less	
  involved	
  in	
  decisions.	
  
                    As	
  you	
  can	
  see,	
  the	
  first	
  two	
  styles	
  (S1	
  &	
  S2)	
  are	
  focused	
  on	
  getting	
  the	
  task	
  done.	
  The	
  second	
  
                    two	
   styles	
   (S3	
   and	
   S4)	
   are	
   more	
   concerned	
   with	
   developing	
   team	
   members'	
   abilities	
   and	
  
                    confidence	
  to	
  work	
  independently.	
  
                                                                                    	
  
                                                                                    	
  
                                                                                    	
  
                                                                                    	
  
                                                                                    	
  
                    	
  
                                                             Situational	
  Leadership	
  –	
  A	
  Management	
  Strategy	
  
                                                                                             Development	
  Levels:	
  
                           	
  
                           The	
  two	
  dimensions	
  of	
  development	
  level	
  are:	
  
                           	
  
                                                      !  Competence	
  =	
  Knowledge	
  and	
  experience	
  
                                                      !  Commitment	
  =	
  Confidence	
  and	
  Motivation	
  
                           	
  
                           According	
   to	
   Situational	
   Leadership,	
   knowing	
   when	
   to	
   use	
   each	
   style	
   (S1,	
   S2,	
   S3	
   or	
   S4)	
   is	
   largely	
  
                           dependent	
  on	
  these	
  two	
  factors	
  of	
  the	
  person	
  or	
  group	
  you're	
  leading.	
  
                           Competence	
  and	
  Commitment	
  break	
  development	
  down	
  into	
  four	
  different	
  levels:	
  
                           •      D1	
  (Enthusiastic	
  Beginner)	
  –	
  People	
  at	
  this	
  level	
  of	
  development	
  are	
  at	
  the	
  beginning	
  level	
  of	
  the	
  
                                  scale.	
  They	
  lack	
  the	
  knowledge,	
  skills	
  and	
  the	
  confidence	
  to	
  work	
  on	
  their	
  own,	
  and	
  they	
  often	
  need	
  
                                  lots	
  of	
  support	
  to	
  be	
  able	
  to	
  handle	
  the	
  project	
  or	
  task.	
  
                           •      D2	
  (Disillusioned	
  Learner)	
  –	
  At	
  this	
  level,	
  staff	
  are	
  willing	
  to	
  work	
  on	
  the	
  task,	
  but	
  they	
  still	
  don't	
  
                                  have	
  the	
  skills	
  to	
  do	
  it	
  successfully.	
  Often	
  their	
  confidence	
  and	
  motivation	
  has	
  dropped	
  off	
  or	
  they	
  
                                  are	
  frustrated	
  in	
  learning	
  the	
  new	
  skills.	
  
                           •      D3	
  (Reluctant	
  Contributor)	
  –	
  Here,	
  staff	
  have	
  the	
  skills	
  and	
  the	
  competence	
  to	
  work	
  on	
  this	
  project,	
  
                                  but	
  variable	
  commitment.	
  	
  Interest	
  and	
  confidence	
  in	
  doing	
  the	
  task	
  may	
  vary	
  from	
  day	
  to	
  day.	
  	
  They	
  
                                  could	
  be	
  burned	
  out	
  or	
  bored	
  with	
  their	
  work,	
  project,	
  group,	
  etc.	
  
                           •      D4	
   (Peak	
   Performer)	
   –	
   These	
   staff	
   members	
   are	
   able	
   to	
   work	
   on	
   their	
   own.	
   They	
   have	
   high	
  
                                  confidence	
  and	
  strong	
  skills,	
  matched	
  with	
  the	
  commitment	
  to	
  get	
  the	
  task	
  done.	
  	
  	
  These	
  are	
  the	
  
                                  ideal	
  staff	
  members	
  for	
  this	
  task.	
  
                                                                Aligning	
  Your	
  Leadership	
  Style	
  to	
  the	
  Situation	
  
                           The	
   Situational	
   Leadership	
   model	
   maps	
   each	
   leadership	
   style	
   to	
   each	
   development	
   level,	
   as	
   shown	
  
                           below.	
  
                                                    Development	
  Level	
                                         Most	
  Appropriate	
  Leadership	
  Style	
  
                                                    D1:	
  Beginners	
  level	
  of	
  skill,	
  but	
             S1:	
  Directing	
  
                                                    eager	
  to	
  learn	
  
                                                    D2:	
  	
  Some	
  skills,	
  but	
  still	
  need	
  a	
  level	
   S2:	
  Coaching	
  
                                                    of	
  management	
  support	
  and	
  
                                                    coaching	
  t	
  to	
  do	
  it	
  well	
  	
  
                                                    D3:	
  High	
  skills	
  but	
  lacking	
                      S3:	
  Supporting	
  
                                                    confidence	
  or	
  motivation	
  –	
  more	
  
                                                    often	
  motivation	
  
                                                    D4:	
  High	
  skill	
  and	
  high	
  confidence	
            S4:	
  Delegating	
  
                                                    and	
  motivation.	
  
                           	
  
                           	
  
                           	
  
                           	
  
                 Situational	
  Leadership	
  –	
  A	
  Management	
  Strategy	
  
        When	
  a	
  Directing	
  (S1)	
  style	
  is	
  appropriate:	
  
          !  When	
  there	
  is	
  a	
  match	
  (D1)	
  with	
  someone	
  who	
  is	
  low	
  in	
  competence,	
  but	
  motivated.	
  
          !  In	
  an	
  emergency.	
  
          !  When	
  there	
  is	
  a	
  short	
  timeline	
  with	
  a	
  D2	
  or	
  D3.	
  
          !  With	
  a	
  D2	
  on	
  a	
  complicated,	
  new,	
  and	
  very	
  important	
  task.	
  
          !  In	
  some	
  cases,	
  when	
  there	
  is	
  a	
  major	
  organizational	
  change.	
  
          !  When	
  there	
  is	
  a	
  lack	
  of	
  experience	
  in	
  relation	
  to	
  a	
  specific	
  task,	
  such	
  as	
  with	
  a	
  new	
  employee.	
  
        	
  
        When	
  a	
  Coaching	
  (S2)	
  style	
  is	
  appropriate:	
  
          !  With	
  a	
  D2,	
  a	
  person	
  who	
  has	
  some	
  competence,	
  but	
  not	
  all	
  the	
  skills,	
  knowledge,	
  or	
  information	
  
            needed,	
  and	
  who	
  is	
  also	
  unmotivated	
  or	
  disillusioned.	
  
          !  With	
  a	
  D1	
  or	
  D1-­‐1/2	
  who	
  is	
  developing;	
  with	
  a	
  person	
  who	
  has	
  performed	
  well	
  under	
  your	
  close	
  
            supervision.	
  
          !  When	
  a	
  staff	
  member	
  has	
  some	
  skills	
  and	
  experience	
  to	
  contribute	
  but	
  may	
  not	
  have	
  all	
  the	
  
            information	
  or	
  perspective	
  the	
  leader	
  has.	
  
          !  When	
  you	
  want	
  to	
  build	
  a	
  staff	
  member's	
  commitment	
  to	
  doing	
  a	
  task	
  if	
  they	
  have	
  some	
  of	
  the	
  
            skills	
  or	
  knowledge	
  needed.	
  
          !  With	
  a	
  D3	
  who	
  is	
  slipping	
  or	
  regressing	
  because	
  their	
  skills	
  are	
  rusty,	
  their	
  attitude	
  is	
  poor,	
  or	
  
            they	
  have	
  lost	
  sight	
  of	
  the	
  goal.	
  
          !  With	
  a	
  D3	
  when	
  timelines	
  are	
  tight	
  and	
  the	
  stakes	
  are	
  high.	
  
          !  When	
  you	
  want	
  to	
  verify	
  a	
  person's	
  skills	
  or	
  attitudes	
  toward	
  a	
  new	
  task.	
  	
  
        	
  
        When	
  a	
  Supporting	
  (S3)	
  style	
  is	
  appropriate:	
  
          !  With	
  a	
  staff	
  member	
  who	
  has	
  most	
  of	
  the	
  skills	
  relevant	
  to	
  doing	
  a	
  task,	
  but	
  is	
  a	
  little	
  insecure	
  or	
  
            lacks	
  confidence.	
  
          !  With	
  a	
  staff	
  member	
  who	
  has	
  the	
  skills	
  needed	
  to	
  do	
  the	
  task,	
  but	
  doesn't	
  care.	
  
          !  With	
  a	
  staff	
  member	
  who	
  has	
  good	
  skills	
  and	
  ideas,	
  but	
  is	
  new	
  to	
  the	
  task	
  or	
  is	
  hesitant	
  because	
  
            he	
  or	
  she	
  has	
  never	
  done	
  the	
  task	
  alone	
  before.	
  
          !  With	
  a	
   D4	
   who	
   is	
   slipping	
   to	
   D3	
   for	
   whatever	
   reason-­‐because	
   of	
   a	
   productivity	
   problem,	
   an	
  
            attitude	
  problem,	
  or	
  a	
  personal	
  problem.	
  
          !  With	
  someone	
  who	
  likes	
  and	
  may	
  need	
  recognition	
  and	
  support.	
  
        	
  
        When	
  a	
  Delegating	
  (S4)	
  style	
  is	
  appropriate:	
  
          !  With	
  D4's-­‐motivated,	
  confident,	
  educated,	
  experienced,	
  self-­‐directing,	
  self-­‐supporting	
  people.	
  
          !  With	
  a	
  group	
  or	
  staff	
  member	
  that	
  has	
  all	
  the	
  technical	
  and	
  teaming	
  skills	
  needed	
  to	
  do	
  a	
  task.	
  
          !  With	
  D3's	
  who	
  have	
  all	
  the	
  skills	
  for	
  the	
  task	
  at	
  hand	
  and	
  there	
  are	
  long	
  timeliness	
  low	
  stakes,	
  
            and	
  built-­‐in	
  reinforcement	
  to	
  stretch	
  themselves	
  in	
  this	
  project	
  area.	
  	
  
        	
  
        	
  
        	
  
        	
  
        	
  
        	
  
                Situational	
  Leadership	
  –	
  A	
  Management	
  Strategy	
  
                Four	
  Easy	
  Steps	
  to	
  Using	
  Situational	
  Leadership:	
  
         1.  Determine	
   your	
   staff	
   members’	
   development	
   level	
   with	
   regards	
   to	
   competency	
   in	
   this	
  
           particular	
  situation,	
  project	
  or	
  task.	
  
         2.  Determine	
   their	
   development	
   level	
   with	
   regards	
   to	
   commitment	
   level	
   (motivation	
   and	
  
           confidence)	
  in	
  taking	
  on	
  this	
  task.	
  	
  
         3.  Using	
  these	
  factors,	
  map	
  out	
  the	
  Leadership	
  Style	
  that	
  would	
  best	
  support	
  this	
  situation	
  with	
  	
  	
  
           your	
  staff	
  member.	
  
         4.  Implement	
  the	
  appropriate	
  leadership	
  style	
  and	
  adjust	
  your	
  style	
  as	
  situation	
  changes	
  in	
  terms	
  
           of	
  skill	
  or	
  commitment	
  level.