How to implement situational leadership

If you’re seeking to drive passion back into your organization… to reawaken the energy, self-reliance, and drive that will take your managers and your company to the head of the pack, implement situational leadership.

The best action of the leader depends on a range of situational factors.

The most successful leaders are those that adapt their leadership style to the maturity of the individual or group they are attempting to lead or influence.

That effective leadership varies, not only with the person or group that is being changed, but it will also depend on the task, job, or function that needs to be accomplished.

Maturity refers to the capacity to set high but attainable goals, willingness and ability to take responsibility for the task, and relevant education and experience of an individual or a group for the job.

There are a few key steps you can take to implement situational leadership:

1. Make an outline of your Staff’s tasks. Describing the functions that have to be completed is the first step in the proper implementation.

2. Assess the Staff based on the tasks they must complete. The Staff’s development style is assessed on two levels: competence and commitment.

Staff can be extraordinarily committed but can lack the proper skills to complete a task.

On the other hand, the Staff can be extremely talented and skilled but lack the motivation to complete a task.

Decide where your Staff falls on the development level scale.

3. Decide on the leadership (management) style per task to address the development level of your Staff.

There are four primary leadership styles:

directing, coaching, supporting, and delegating. The first two styles are best suited for Staff who needs more direction, while the second two give more autonomy to the Staff.

4. Discuss the situation and Make a joint plan with the Staff. Make sure that you and the Staff understand the tasks or projects involved.

5. Follow up, Provide Feedback, Evaluate, and Check the effectiveness of your situational leadership style.

Feedback is a big deal in organizations.

It can be used to guide people to greater heights of performance or break someone’s spirit in an instant.

Before delivering what you know to be accurate, let your heart catch up with your mind.

Correct, if the style is not effective with the Staff, you may need to reassess the situation and choose a different leadership style.

* Dr. Flor M. Glinoga, PMP, MBB is an internationally recognized Management and HRD consultant. With a B.S. in Psychology, M.A., and Ph.D. in Clinical Psychology and Masters in Development Management, with a certificate course of Project Management at Wharton School of Economics, University of Pennsylvania, USA, Flor has a wealth of knowledge about individual, group, and organizational behavior. She is a Project Management Practitioner (PMP) and a Master Black Belt (MBB). She is the Consultant of Integrated Financial Management Systems (IFMS) of the Bangko Sentral ng Pilipinas (BSP) and the Consultant of Aboitiz Equity Ventures (AEV – holding company of Aboitiz group of companies) on Integrated Security Management Systems (ISMS). She is currently a Faculty in the graduate studies of Master of Science in Organizational Development of the University of Asia and the Pacific (UA&P) and MBA in People Management of Lyceum of the Philippines University. For the past thirty-six years, she has engaged individuals and organizations in the change process to increase their productivity, efficiency, and effectiveness, including training on strategic business plan programs, developing leadership skills, and building self-mastery. She uses a systems approach to working with individuals and organizations.