The Situational Leadership approach requires that a leader analyze the whole situation and then choose a leadership strategy to match it. In this model, leadership is described as being on a continuum between directive, or telling people what to do, and supportive, or helping people find their own answers to a problem or challenge. This chapter presents the following content: Situational approach perspective, leadership styles, developmental levels, how does the situational approach work?
Chapter - Situational Approach Leadership Chapter - Situational Approach Northouse, 4th edition Chapter - Situational Approach Overview Situational Approach Perspective Leadership Styles Developmental Levels How Does the Situational Approach Work? Chapter - Situational Approach Situational Approach Description (Hersey & Blanchard, 1969) “Leaders match their style to the competence and commitment of subordinates” Perspective Focuses on leadership in situations Emphasizes adapting style - different situations demand different kinds of leadership Used extensively in organizational leadership training and development Chapter - Situational Approach Situational Approach Description, cont’d (Hersey & Blanchard, 1969) Definition Comprised of both a Directive dimension & Supportive dimension: – Each dimension must be applied appropriately in a given situation – Leaders evaluate employees to assess their competence and commitment to perform a given task Chapter - Situational Approach Leadership Styles Definition Leadership style - the behavior pattern of an individual who attempts to influence others It includes both: – Directive (task) behaviors – Supportive (relationship) behaviors Chapter - Situational Approach Leadership Styles, cont’d Dimension Definitions Directive behaviors - Help group members in goal achievement via one-way communication through: – Giving directions – Establishing goals & how to achieve them – Methods of evaluation & time lines – Defining roles Chapter - Situational Approach Leadership Styles, cont’d Dimension Definitions Supportive behaviors - Assist group members via two-way communication in feeling comfortable with themselves, coworkers, and situation – Asking for input – Problem solving – Praising; listening Chapter - Situational Approach S1 - Directing Style Leader focuses communication on goal achievement Spends LESS time using supportive behaviors S1 Directing High Directive Low Supportive Chapter - Situational Approach S2 - Coaching Style S2 Coaching High Directive High Supportive Leader focuses communication on BOTH goal achievement and supporting subordinates’ socioemotional needs Requires leader involvement through encouragement and soliciting subordinate input Chapter - Situational Approach S3 - Supporting Style Leader does NOT focus solely on goals; rather the leader uses supportive behaviors to bring out employee skills in accomplishing the task Leader delegates day-to-day decision-making control, but is available to facilitate problem solving S3 Supporting High Supportive Low Directive Chapter - Situational Approach S4 - Delegating Style S4 Delegating Low Supportive Low Directive Leader offers LESS task input and social support; facilitates subordinates’ confidence and motivation in relation to the task Leader lessens involvement in planning, control of details, and goal clarification Gives subordinates control and refrains from intervention and unneeded social support Chapter - Situational Approach Development Levels Definition Dimension Definitions The degree to which subordinates have the competence and commitment necessary to accomplish a given task or activity D1 D2 D3 D4 High D4 Developed D3 Moderate D2 Low Competence High Commitment Some Competence Low Commitment Mod-High Competence Low Commitment High Competence High Commitment Low D1 Developing Developmental Level Of Followers Chapter - Situational Approach How Does the Situational Approach Work? Focus of Situational Approach Strengths Criticisms Application Chapter - Situational Approach Situational Approach Focus Centered on the idea subordinates vacillate along the developmental continuum of competence and commitment Leader effectiveness depends on – assessing subordinate’s developmental position, and – adapting his/her leadership style to match subordinate developmental level “The Situational approach requires leaders to demonstrate a strong degree of flexibility.” Chapter - Situational Approach How Does The Situational Approach Work? Using the SLII model – • In any given situation the Leader has tasks: 1stst Task nd Task 2nd Diagnose the Situation Adapt their Style Identify the developmental level of employee To prescribed Leadership style in the SLII model • Ask questions like: -What is the task subordinates are being asked to perform? - How complicated is it? -What is their skill set? - Do they have the desire to complete the job? • Leadership style must correspond to the employees development level Chapter - Situational Approach How Does The Situational Approach Work? Employees Developmental level D1 Low Competence High Commitment D2 Some Competence Low Commitment D3 D4 Leaders Leadership style S1 – Directing High Directive-Low Supportive S2 – Coaching High Directive-High Supportive Mod-High Competence S3 – Supporting High Supportive-Low Directive Low Commitment High Competence High Commitment S4 – Delegating Low Supportive-Low Directive Chapter - Situational Approach Strengths Marketplace approval Situational leadership is perceived as providing a credible model for training employees to become effective leaders Practicality Situational leadership is a straightforward approach that is easily understood and applied in a variety of settings Prescriptive value Situational leadership clearly outlines what you should and should not in various settings Chapter - Situational Approach Strengths, cont’d Leader flexibility Situational leadership stresses that effective leaders are those who can change their style based on task requirements and subordinate needs Differential treatment Situational leadership is based on the premise that leaders need to treat each subordinate according to his/her unique needs Chapter - Situational Approach Criticisms Lack of an empirical foundation raises theoretical considerations regarding the validity of the approach Further research is required to determine how commitment and competence are conceptualized for each developmental level Conceptualization of commitment itself is very unclear Replication studies fail to support basic prescriptions of situational leadership model Chapter - Situational Approach Criticisms, cont’d Does not account for how particular demographics influence the leader-subordinate prescriptions of the model Fails to adequately address the issue of oneto-one versus group leadership in an organizational setting Questionnaires are biased in favor of situational leadership Chapter - Situational Approach Application Often used in consulting because it’s easy to conceptualize and apply Straightforward nature makes it practical for managers to apply Breadth of situational approach facilitates its applicability in virtually all types of organizations and levels of management in organizations ... Chapter - Situational Approach How Does the Situational Approach Work? Focus of Situational Approach Strengths Criticisms Application Chapter - Situational Approach Situational Approach. . .Chapter - Situational Approach Overview Situational Approach Perspective Leadership Styles Developmental Levels How Does the Situational Approach Work? Chapter - Situational Approach. .. style - different situations demand different kinds of leadership Used extensively in organizational leadership training and development Chapter - Situational Approach Situational Approach