The Situational Leadership Model identifies 4 levels of follower development and 4 leadership styles to match the needs of each development level. The model advocates assessing the competence and commitment of followers to determine which leadership style to apply - ranging from highly directive behaviors with low competence/commitment followers to delegating behaviors with high competence/commitment followers. The goal is to flexibly apply the right leadership approach for each situation.

1. 1

2. Situational Leadership Model
by Paul Hersey & Ken Blanchard
 Model for managing organizational diversity and
management development.
 Identifies 4 individual development levels.
 Identifies 4 leadership styles to match level needs.

3. Situational Leadership Styles –
consciously use both behaviors:
Directive Behavior
 Structured
 Organized
 Teaching/Mentoring
 Supervised
Supportive Behavior
Open-ended
Listening
Discussing together
Collaborative

4. 3 Key Management Skills
Diagnosis
Flexibility
Partnering for
Performance
Competence
Commitment
Skills
Knowledge
Experience
Motivation
Confidence
Oversupervision
Undersupervision
Goals Alignment

5. Situational Leadership
S1
SUPPORTIVEBEHAVIOR
DIRECTIVE BEHAVIORlow
high
high
- High Task
Directive
- High Relationship
Supportive
Behavior
S2
- Low Task Directive
- High Supportive
Relationship
Behavior
S3
S4
- High Task Directive
- Low Supportive
Relationship
Behavior
- Low Task Directive
- Low Supportive
Relationship
Behavior
FOLLOWER DEVELOPMENT READINESS
D4 D3 D2 D1

6. What is your primary leadership Style?
(vs. Primal Leadership)
Style 1 – Directive (Commanding, Pacesetting)
Style 2 – Coaching (Coaching)
Style 3 – Supportive (Afiliative, Democratic)
Style 4 – Delegating (Visionary)

7. Situational Leadership Statistics
 54% of leaders use 1 style
 34% of leaders use 2 styles
 11% of leaders use 3 styles
 1 % of leaders use all 4 styles
 How many leadership styles do you practice?
The more flexible you are, the more effective you are!

8. Developmental Needs
D3: Capable,
Cautious Performer
 high competence
 low commitment
D2: Disillusioned
learner
 low-medium
competence
 low commitment
D4: Self-Reliant
Achiever
 high competence
 high commitment
D1: Enthusiastic
Beginner
 low competence
 high commitment
Competence
Commitment
High
High
Low
Low

9. Situational Leadership Behaviors
S3/D3
“SUPPORTING”
Let’s discuss, we
decide
S2/D2
“COACHING”
Let’s discuss, I
decide
S4/D4
“DELEGATING”
Let’s discuss, you
decide
S1/D1
“DIRECTING”
You listen, I decide
High
HighLow
LowCompetence
Commitment
High
HighLow
Low Directive Behavior
SupportiveBehavior

10. D1 (Enthusiastic Beginner) Needs
Mentor/Trainer
Clear Goals, Timelines & Priorities
Success & Performance Standards
Culture & Style information - “how things work
around here”
Boundary, Authority and Responsibility limits
Communications Benchmarks
Frequent Feedback
Recognition for Performance

11. D2 (Disillusioned Learner) Needs
 Mentor/Trainer/Coach
 Permission to make mistakes
 Explanations & Opportunities to discuss concerns
 More Involvement in decision making and problem
solving
 Encouragement & Frequent feedback
 (Plus other D1 list needs)

12. D3 (Capable, Cautious Performer) Needs
 Coaching
 Opportunities to build confidence & commitment
 Removable of obstacles
 Opportunities to express concerns
 Support, encouragement & protection
 Recognition for performance

13. D4 (Self-reliant Achiever) Needs
 Delegator Boss/Coach
 Opportunity for Initiative
 Variety and challenge
 Autonomy and authority
 Trust
 Acknowledgment of contributions
 Recognition for Performance
“OUTTA
DA WAY!!!”