The document discusses situational leadership, a flexible leadership style that adapts to the needs of team members and the current situation. It emphasizes the importance of factors such as follower readiness, task complexity, time constraints, organisational culture, and personal leadership style in choosing the most effective approach. The document also highlights different situational leadership models and their applicability in various scenarios, stressing the need for continuous learning and development for effective leadership.

1. CrackingThe ‘Situational Leadership’ Code
Balancing Flexibility and Control for OptimalTeam Performance

2. Effective leaders need to be
flexible, and must adapt
themselves according to the
situation”
Paul Hersey and Kenneth Blanchard

3. What is
Situational
Leadership?
Situational leadership is a leadership style in which a leader adapts their
style of leading to suit the current situation, work environment and the
needs of their team.
It is a leadership style that recognises that there's no one-size-fits-all
approach to leadership.
The foundation of situational leadership is the idea that there are
different levels of development that people go through when they're
learning a new skill or task.

4. Situational leadership is a flexible and
adaptive leadership style that encourages
leaders to assess their teams, consider the
multiple variables at work, and select the
leadership style that best suits their
objectives and circumstances.Situational
leadership has become essential for leaders
to thrive in the current ever-changing work
environment.

5. HOWTO CHOOSETHE MOST APPROPRIATE LEADERHSIP STYLE
2. Task Complexity
4. Organisational Culture
5. Personal Leadership
style
3. Time Constraints
1. Follower’s Readiness

6. HOWTO CHOOSETHE MOST APPROPRIATE LEADERHSIP STYLE
01
Follower’s Readiness
The readiness level of followers is an important factor
to consider when choosing a leadership style.
Followers who are new to a task or have little
experience may require a more directive leadership
style, while those who are more experienced may
require a more delegation approach.

7. HOWTO CHOOSETHE MOST APPROPRIATE LEADERHSIP STYLE
02
Task Complexity
The complexity of the task or project is another
important factor to consider when choosing a
leadership style.
Complex tasks may require a more collaborative and
coaching leadership approach, while simple tasks
may require a more directive approach.

8. HOWTO CHOOSETHE MOST APPROPRIATE LEADERHSIP STYLE
03
Time Constraints
Time constraints are also important to consider when
choosing a leadership style.
If a project or task is time-sensitive, a more directive
approach may be necessary to ensure that the work is
completed on time.

9. HOWTO CHOOSETHE MOST APPROPRIATE LEADERHSIP STYLE
04
Organisational Culture
The culture of the organisation or team can also play a
role in the choice of leadership style.
Some organisations may have a more collaborative
and participatory culture, while others may have a
more hierarchical and top-down culture.

10. HOWTO CHOOSETHE MOST APPROPRIATE LEADERHSIP STYLE
05
Personal Leadership style
Personal leadership style is also an important factor to
consider when choosing a leadership approach.
Effective leaders should be self-aware and understand
their strengths and weaknesses, as well as how their
personal style may impact their leadership approach.

11. Leadership style is the reflection of your behavioural pattern that
enables you to manage your team by directing and motivating them
towards a shared vision. Your leadership styles also determine your
approach to strategising and implementing methods while fulfilling
the business’s expectations and focusing on your team’s growth.
Choosing a leadership style that works for you can make you a more
effective leader. Whether you manage a large or small team, your
leadership style heavily impacts how your team sees you.

12. 4 2
1
3
TELLING/DIRECTING
DELEGATING
SELLING/COACHING
FACILITATING/COUNSELING
The Situational
Leadership
Model

13. TELLING/DIRECTING
It involves providing clear and specific direction to
followers who are new to a task or have little experience.
This style is characterised by one-way communication in
which the leader defines the roles of followers and tells
them what, how, when and where to do various tasks.
This style is most appropriate when followers are not yet
skilled in a task and require a high degree of direction
and control.
01
The Situational
Leadership
Model

14. SELLING/COACHING
This style involves providing occasional guidance and
support to followers who have developed proficiency
in a task but may require occasional encouragement
and support.
The leader delegates since the followers are high in
readiness, have the ability, and are willing and able to
take responsibility for directing their own behaviour.
This style is most appropriate when the follower has
some experience and proficiency in a task but may
require occasional guidance and support to continue
developing their skills.
02
The Situational
Leadership
Model

15. DELEGATING
This style involves providing occasional guidance
and support to followers who have developed some
proficiency in a task, but may require occasional
encouragement and support.
The leader delegates since the followers are high in
readiness, have the ability, and are both willing and
able to take responsibility for directing their own
behavior.
This style is most appropriate when the follower
has some experience and proficiency in a task but
may require occasional guidance and support to
continue developing their skills.
03
The Situational
Leadership
Model

16. FACILITATING/COUNSELING
This style involves providing minimal direction and
support to highly skilled followers who can work
independently.
In this style, the leader and followers now share in
decision-making through two-way communication
and much-facilitating behaviour from the leader
since followers have the ability and knowledge to do
the task.
This style is most appropriate when the follower is
highly skilled and experienced and requires little
direction or support.
04
The Situational
Leadership
Model

17. This is a sample text. Insert your desired
text here.
The Situational LeadershipTheory is a flexible and adaptable approach to leadership that can be applied in a wide range of
situations. Here are some scenarios where Situational Leadership can be particularly effective:
WHENTO USE SITUATIONAL LEADERSHIP STYLE
Managing new
employees
Developing
skills and
capabilities
Delegating tasks
Managing
performance
issues
1 2 3 4
When new employees join a team,
they often require a high degree
of direction and support to learn
their roles and responsibilities.
The Telling/Directing leadership
style can be helpful in this
situation, as it provides clear and
specific direction to the new
employee and helps them get up
to speed quickly.
When employees learn new skills
or try to develop their capabilities,
the Selling/Coaching leadership
style can be effective.
This approach provides guidance
and support to help employees
develop their skills and build their
confidence.
When employees have high skill
and experience in a particular
task, the Delegating leadership
style can be effective.
This approach allows employees
to take ownership of their work
and can increase their motivation
and engagement.
The Facilitating/Counseling
leadership style can be effective
when employees struggle with
performance issues.
This approach provides feedback
and support to help employees
address performance issues and
improve their performance.

18. Situational leadership is an approach that requires intuition, flexibility,
and adaptability. However, not all leaders possess the innate
characteristics or skills necessary to adjust their leadership style to meet
the needs of their team in different situations. That's why it's crucial for
leaders to undergo continuous learning and development to improve
their leadership skills and become more effective in leading their teams.
At Workforce Learning, we understand that leadership isn't a one-and-
done approach. It's an ongoing process of adapting and adjusting your
leadership style to match the development level of your team.
So, if you want to learn more about how we can help you build effective
and inspiring leaders, send an email to hello@workforcegroup.com. Our
team of experienced leadership development professionals will be happy
to answer your questions and provide you with more information about
our programmes.
Scale the advantage…

19. READY TO GET
STARTED?
Visit www.workforcegroup.com or
Send an email to –
hello@workforcegroup.com

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