What distinguishes an excellent leader? Is it because they have certain abilities or traits, or is it because they can adjust to the demands of the circumstance? According to Gallup, only 21% of employees strongly agree that they trust their leaders to navigate workplace challenges effectively.
The situational leadership theory states that there is no one ideal way to lead. Rather, effective leadership is modifying your methods and tactics according to what is most appropriate for the current situation.
Managers can greatly benefit from knowing the benefits and drawbacks of different theories of leadership, from making workers feel at ease while performing their jobs to attending to each person’s unique needs.
This blog will walk you through what is situational leadership, its four styles, and examples of situational leadership.
What is Situational Leadership?
The ability of a leader to change their approach depending on the circumstances is known as situational leadership. The foundation of this leadership style is its ability to adjust and change to suit different circumstances and needs.
Giving others authority is essential to situational leadership. Turning a team around begins with a mindset and can be achieved with a few ideas and tactics. People are content with their workplace, driven, and productive.
The situational leadership theory, developed by Ken Blanchard and Paul Hersey, argues that there is no single “best” way to lead. Instead, effective leaders adapt their leadership style based on their team’s needs, experience level, and the situation at hand.
McKinsey’s research indicates that organizations practising adaptive leadership experience a 50% improvement in employee engagement scores.
The Four Styles of Situational Leadership
Hersey and Blanchard claim that their idea is dependent on the team members’ level of maturity as well as the specific leadership style. They contend that when modifying and putting various leadership philosophies into practice at work, the situational leader ought to use these four characteristics.
Selling:
Also known as persuasion, this approach is used by supervisors with unmotivated staff members or those who exhibit poor levels of competence and dedication. In order to make the employee feel appreciated and encourage participation, the leadership technique for this style entails being receptive to input, teamwork, and communication.
Telling:
Telling refers to leadership scenarios that call for dependable direction and encouraging conduct for all staff members who might profit from careful monitoring. You must be a strong leader and take initiative to succeed in this management style.
Participating:
A member of the team with high work competence who can assist with key planning or decision-making is best suited to participate and share abilities. Each competent team member has the opportunity to communicate clearly and make judgments.
Delegating:
Teams of self-motivators with strong emotional intelligence are best suited for this model. Being a leader requires you to have a subtle management style while being very clear about the results you hope to achieve and your instructions.
Examples Of Situational Leadership In The Workplace
Situational leadership is about adapting to different scenarios and employees needs. Here are some examples of situational leadership explaining how leaders apply different leadership styles in various workplace situations.
A McKinsey report found that leaders who adjust their management style see better employee engagement and lower turnover. Situational leadership is all about flexibility – adapting to the needs of employees based on their experience, confidence, and skills.
1. Onboarding a New Employee (Directing Style)
When a company hires new employees, managers provide on-the-job training, closely supervise tasks, and ensure thorough monitoring for better performance. This structured guidance helps new hires build confidence and perform their roles effectively.
2. Guiding an Underperforming Team Member (Coaching Style)
When an employee struggles to meet expectations, a leader balances direct guidance with encouragement. The managers identify areas for improvement, offer constructive feedback, and support skill development while keeping motivation high.
3. Empowering Experienced Employees (Supporting Style)
In teams with skilled professionals, leaders shift from giving direct orders to providing support and collaboration. They value employee input, encourage innovation, and create a work environment where individuals feel trusted to take initiative.
4. Delegating a Project to a High-Performing Team (Delegating Style)
When experienced team members are assigned a major project, leaders step back and allow them to take ownership. Instead of micromanaging, they provide resources, set expectations, and trust employees to execute tasks independently.
Each of these examples shows how leadership styles shift based on the situation, whether guiding new hires, supporting employees through challenges, or empowering skilled professionals to lead on their own.
How to Develop Expertise in Situational Leadership
According to Gallup, 70% of team engagement is influenced by managers, yet many leaders struggle to adjust their styles to different workplace scenarios. Let’s see how one can develop expertise in your leadership style.
-Develop the ability to evaluate the emotional states and maturity levels of those under your supervision. The most important aspect of situational leadership is modifying your approach to best inspire and promote teamwork.
-Gain the confidence of your coworkers. If others trust you, they are more inclined to follow your instructions and agree with your thoughts.
-Know what each team member needs to accomplish to finish the task. In order to set reasonable expectations, a competent leader must understand whether initiatives call for high-task versus low-task involvement.
-Improve your persuasive abilities. People that prefer working independently dislike being told what to do, so it’s critical to understand how to communicate your ideas in a way that they will accept.
-Maintain a neutral attitude. Leaders ought to give leadership and advice without bringing their personal emotional burdens along. Employees are less inclined to take into account the opinions of a boss who seems to be acting emotionally.
Case Study- How Microsoft Used Situational Leadership to Drive Innovation
When Satya Nadella took over as CEO of Microsoft in 2014, the company faced stagnation and internal resistance to change.
Nadella applied situational leadership by using a coaching style to inspire employees, a delegating style for innovation-driven teams, and a directive style when quick decisions were needed.
He emphasized a “growth mindset,” transforming Microsoft’s culture from a “know-it-all” to a “learn-it-all” organization.
This shift encouraged continuous learning and adaptability among employees. Under Nadella’s leadership, Microsoft’s market value increased significantly, surpassing $3 trillion resulting in a culture of adaptability.
Summing Up
Effective group leadership can be approached via the lens of situational leadership. This method takes into account not just the qualities a leader brings to the table, but also the requirements and expertise of the people in the organization.
This strategy calls on leaders to be flexible and adept at interpreting the circumstances. Leaders can better guarantee that the team will succeed by adapting their style to the situation.
The right tools can make this process even more seamless. Worxmate’s performance management software empowers leaders with smart workflow automation, real-time collaboration, and performance-tracking tools to help them lead with confidence in any situation.
Worxmate equips you with the right performance management solutions to lead effectively. Schedule a call today and see how it simplifies team management while boosting productivity!
