This document provides an overview of situational leadership theory. It discusses the concepts of directive and supportive leadership behaviors. The situational leadership model outlines four leadership styles - directing, coaching, supporting, and delegating - that are applied based on the development level of followers. The development levels range from enthusiastic beginners to peak performers. The goal of the leader is to increase the follower's development level through the appropriate application of leadership styles in order to empower followers and require less hands-on leadership over time. A mismatch between leadership style and follower development level can negatively impact results.

1. Situational
Leadership
"Only those who dare to fail greatly can ever
achieve greatly.”
JFK

2. Overview
 Directive and Supportive Behavior
 Leadership Variables
 Situational Leadership II Model

3. Directive & Supportive Behavior

4. Involves:
 Clearly Telling People
• What to Do
• How to Do It
• Where to Do It
• When to Do It
 And Then Closely Supervising Their Performance
Directive/Task Behavior

5. Supportive/Relationship
Behavior
Involves:
 Listening to People
 Providing Support and Encouraging Their
Efforts
 Facilitating Their Involvement in
 Problem Solving and Decision Making

6. Leadership Variables

7.  Follower
 Boss
 Associates/Peers
 Organization
 Job Demands
 Time
Leadership Variables

8. Interim Summary
•Directive/Supportive Behavior
•Leadership Variables

9. Situational Leadership Model

10. 8
S3
S1
S4
S2
Low Supportive and
Low Directive
Behavior
High Directive and
Low Supportive
Behavior
High Directive and
High Supportive
Behavior
High Supportive and
Low Directive
Behavior
DEVELOPMENT LEVEL OF FOLLOWER(S)
DEVELOPED DEVELOPING
HIGH LOW
MODERATE
D4 D1
D2
D3
THE FOUR LEADERSHIP STYLES
DIRECTIVE BEHAVIOR
(High)
(High)
(Low)
S
U
P
P
O
R
T
I
V
E
B
E
H
A
V
I
O
R

11. 9
Subordinate’s
Development Level
 Competence: Task, Knowledge and
Skills
 Commitment: Motivation and Confidence

12. 15
Levels of Development
 D1 - “Enthusiastic Beginner”
 D2 - “Disillusioned Learner”
 D3 - “Reluctant Contributor”
 D4 - “Peak Performer”

13. Levels of Development
D1
Low Competence, High Commitment
“Enthusiastic Beginner”

14. Levels of Development
D2
Some Competence, Low Commitment
“Disillusioned Learner”

15. Levels of Development
D3
Moderate to High Competence,
Variable Commitment
“Reluctant Contributor”

16. Levels of Development
D4
High Competence, High Commitment
“Peak Performer”

17. 15
Levels of Development
 D1 - Low Competence, High Commitment “Enthusiastic
Beginner”
 D2 - Some Competence, Low Commitment
“Disillusioned Learner”
 D3 - Moderate to High Competence, Variable
Commitment “Reluctant Contributor”
 D4 - High Competence, High Commitment “Peak
Performer”

18. Development Level
is
Task Specific!

19. 18
S3
S1
S4
S2
Low Supportive and
Low Directive
Behavior
High Directive and
Low Supportive
Behavior
High Directive and
High Supportive
Behavior
High Supportive and
Low Directive
Behavior
THE FOUR LEADERSHIP STYLES
DIRECTIVE BEHAVIOR
(High)
(High)
(Low)
S
U
P
P
O
R
T
I
V
E
B
E
H
A
V
I
O
R
DEVELOPMENT LEVEL OF FOLLOWER(S)
DEVELOPED DEVELOPING
HIGH LOW
MODERATE
D4 D1
D2
D3

20. 19
Directing
 High Directive, Low Supportive
 Leader Defines Roles of Followers
 Problem Solving and Decision Making
Initiated by the Leader
 One-way Communication

21. 20
DEVELOPMENT LEVEL OF FOLLOWER(S)
S3
S1
S4
S2
Low Supportive and
Low Directive
Behavior
High Directive and
Low Supportive
Behavior
High Directive and
High Supportive
Behavior
High Supportive and
Low Directive
Behavior
THE FOUR LEADERSHIP STYLES
DIRECTIVE BEHAVIOR
(High)
(High)
(Low)
S
U
P
P
O
R
T
I
V
E
B
E
H
A
V
I
O
R
DEVELOPED DEVELOPING
HIGH LOW
MODERATE
D4 D1
D2
D3

22. 21
Coaching
 High Directive, High Supportive
 Leader Now Attempts to Hear Followers
Suggestions, Ideas, and Opinions
 Two-way Communication
 Control Over Decision Making Remains With
the Leader

23. 22
S3
S1
S4
S2
Low Supportive and
Low Directive
Behavior
High Directive and
Low Supportive
Behavior
High Directive and
High Supportive
Behavior
High Supportive and
Low Directive
Behavior
THE FOUR LEADERSHIP STYLES
DIRECTIVE BEHAVIOR
(High)
(High)
(Low)
S
U
P
P
O
R
T
I
V
E
B
E
H
A
V
I
O
R
DEVELOPMENT LEVEL OF FOLLOWER(S)
DEVELOPED DEVELOPING
HIGH LOW
MODERATE
D4 D1
D2
D3

24. 23
Supporting
 High Supportive, Low Directive
 Focus of Control Shifts to Follower
 Leader Actively Listens
 Follower Has Ability and Knowledge to
Do the Task

25. 24
S3
S1
S4
S2
Low Supportive and
Low Directive
Behavior
High Directive and
Low Supportive
Behavior
High Directive and
High Supportive
Behavior
High Supportive and
Low Directive
Behavior
DEVELOPMENT LEVEL OF FOLLOWER(S)
DEVELOPED DEVELOPING
HIGH LOW
MODERATE
D4 D1
D2
D3
THE FOUR LEADERSHIP STYLES
DIRECTIVE BEHAVIOR
(High)
(High)
(Low)
S
U
P
P
O
R
T
I
V
E
B
E
H
A
V
I
O
R

26. 25
Delegating
 Low Supportive, Low Directive
 Leader Discusses Problems With Followers
 Seeks Joint Agreement on Problem
Definitions
 Decision Making Is Handled by the
Subordinate
 They “Run Their Own Show”

27. 26
S3
S1
S4
S2
Low Supportive and
Low Directive
Behavior
High Directive and
Low Supportive
Behavior
High Directive and
High Supportive
Behavior
High Supportive and
Low Directive
Behavior
DEVELOPMENT LEVEL OF FOLLOWER(S)
DEVELOPED DEVELOPING
HIGH LOW
MODERATE
D4 D1
D2
D3
THE FOUR LEADERSHIP STYLES
DIRECTIVE BEHAVIOR
(High)
(High)
(Low)
S
U
P
P
O
R
T
I
V
E
B
E
H
A
V
I
O
R

28. What Happens If We Have a
Mismatch of Leadership
Style With Development
Level?

29.  Tell Them What You Want Them to Do
 Show Them What You Want Them to Do
 Let Them Try - There Is Some Risk
 Observe Performance - Focus on the
Positive
 Manage the Consequences
Increasing Follower
Development Level

30.  Tell Them What You Want to Do
 Show Them What You Want to Do
 Let Them Try – There is Some Risk
 Observe Performance – Focus on the
Positive
 Manage the Consequences
Five Step to Training
Winners

31. The Leader’s Goal
Build Your Follower’s Development Level So You
Can Start Using Less Time-consuming Styles
(S3 and S4) and Still Get High Quality Results.

32. Situational Leadership is not something
you do “TO” people but something you do
“WITH” people.

33.  Directive and Supportive Behavior
 Leadership Variables
 Situational Leadership II Model
SUMMARY
"Opportunity is missed by most people because it is
dressed in overalls and looks like work." -- Thomas Edison

34. 34
"Washington [D.C.] is a city of Southern
efficiency and Northern charm."
JFK