Situational Leadership is a highly adaptive leadership model which posits that there is no single “best” style of leadership. Instead, the most effective leaders adapt their style based on the development level (competence and commitment) of the person or team they are leading.
Key Aspects of Situational Leadership
- Focus on the Follower – The leader’s style is determined by the readiness and maturity of the team member, not the preference of the leader.
- Adaptability is Key – The leader must be able to diagnose the situation and then flex their leadership style to match.
- Combines Two Behaviors – The model is based on the interplay of two fundamental leader behaviors: Directive Behavior (task-focused) and Supportive Behavior (relationship-focused).
- Developmental Tool – It provides a framework for leaders to help their team members grow and develop over time by adjusting the level of direction and support they provide.
The Hersey-Blanchard Model
This is the most common situational leadership model. It maps four leadership styles to four follower development levels.
| Follower Development Level | Description | Leadership Style to Use | Leader’s Approach |
|---|---|---|---|
| D1: Enthusiastic Beginner | Low Competence, High Commitment | S1: Directing | High Directive, Low Supportive. The leader provides specific instructions and closely supervises tasks. |
| D2: Disillusioned Learner | Some Competence, Low Commitment | S2: Coaching | High Directive, High Supportive. The leader still provides direction but also explains decisions and solicits suggestions. |
| D3: Capable but Cautious Performer | High Competence, Variable Commitment | S3: Supporting | Low Directive, High Supportive. The leader facilitates and takes part in decisions, but the follower has the control. |
| D4: Self-Reliant Achiever | High Competence, High Commitment | S4: Delegating | Low Directive, Low Supportive. The leader turns over responsibility for decisions and implementation to the follower. |
Example Scenarios
A New Intern (D1)
A new intern joins the team. They are highly motivated but have no experience. The project manager uses a Directing style, giving them clear, step-by-step instructions on their first task and checking in frequently.
A Senior Developer on a New Technology (D2)
A skilled senior developer is struggling to learn a new programming language. Their confidence is low. The manager uses a Coaching style, providing technical guidance while also offering encouragement and support.
An Experienced Team (D4)
A mature, high-performing agile team is starting a new project. The project manager trusts their expertise and uses a Delegating style, empowering the team to make their own technical decisions and manage their own work.
Why Situational Leadership Matters
- Increases Leadership Effectiveness – It ensures the leader is providing the right amount of guidance and support at the right time.
- Accelerates Team Development – It provides a clear roadmap for helping team members grow from beginners to self-reliant experts.
- Improves Team Morale – Team members feel more supported and understood because the leadership style matches their needs.
- Avoids Common Leadership Traps – It prevents leaders from micromanaging experts or abandoning beginners.
See also: Goleman’s Leadership Styles, Leadership, Team Management, Emotional Intelligence.