Adopt the "Situational Leadership Model" to become an effective leader

Adopt the "Situational Leadership Model" to become an effective leader

Examiner New York *

Adopt the "Situational Leadership Model" to become an effective leader *

December 10, 11:57 AM **
Vancouver Work-Life Examiner **
Iulia Mihai *

Build stronger relationships by adopting your leadership style *

Paul Hersey and Ken Blanchard, best known for The One Minute Manager series, created the Situational Leadership Model that allows you to adopt the leadership style most appropriate for the situation you are in. The model is easy to understand and applies for most people. In fact, it does not apply just to people in management positions. It also applies to those who assume a leadership role at home, when they volunteer for a cause, or when they train their kids’ soccer team. *

Blanchard and Hersey defined leadership styles in terms of the amount of direction and support that the leader gives to his or her followers. They also said that the leader’s style should be driven by the level of competence and commitment of the follower. As a result, they came up with four distinct leadership styles. *

Directing Leaders ***
The Directing leadership style is best suited for followers who are low on competence (lacking the skills to do the job) and low on commitment (lacking the confidence and/or motivation to do the job). A Directing Leader will typically define the roles and tasks of followers and supervise them closely. Decisions are generally made by the leader, so communication is mostly one-way.

Coaching Leaders ***
The Coaching leadership style is appropriate for followers who show some competence (may have some of the required skills but still need help) but are low on commitment (the task may be new to them). A Coaching Leader will still define roles and tasks but will typically ask for suggestions and input from the followers. While decisions are still made by the leader, communication is mostly two-way and occasional input is requested from the followers.

Supporting Leaders ***
The Supporting leadership style works well when the leader is comfortable to pass day-to-day decisions to the followers. While the leader facilitates and takes part in decisions, control lies with the followers. In this case, followers exhibit a high degree of competence (strong relevant experience) and variable commitment (may lack the motivation to do the task well or quickly).

Delegating Leaders ***
The Delegating leadership style allows the followers to have control over decisions and problem-solving, while the leader is still involved but to a lesser degree. The follower decides when and how the leader will be involved. This leadership style is suitable for followers who fit the high competence and high commitment model. In other words, they are both experienced and motivated to do the job well. In some cases they may even be more experienced than the leader. *

It is clear that choosing the most effective leadership style depends very much on the person being led, the follower. However, keep in mind that development levels are also situational. A follower may be generally skilled, confident and motivated, but he or she would still need directing leadership when faced with a task requiring skills they don’t yet have. By adopting the appropriate leadership style, the leader and his or her followers will build strong relationships, and the follower’s development level will rise to the high competence and high commitment model, to everyone’s benefit. *

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http://dreamlearndobecome.blogspot.com This posting was made my Jim Jacobs, President & CEO of Jacobs Executive Advisors. Jim also serves as Leader of Jacobs Advisors' Insurance Practice.