The Situational Leadership Model identifies 4 levels of follower development and 4 leadership styles to match the needs of each development level. The model advocates assessing the competence and commitment of followers to determine which leadership style to apply - ranging from highly directive behaviors with low competence/commitment followers to delegating behaviors with high competence/commitment followers. The goal is to flexibly apply the right leadership approach for each situation.
2. Situational Leadership Model
by Paul Hersey & Ken Blanchard
Model for managing organizational diversity and
management development.
Identifies 4 individual development levels.
Identifies 4 leadership styles to match level needs.
3. Situational Leadership Styles –
consciously use both behaviors:
Directive Behavior
Structured
Organized
Teaching/Mentoring
Supervised
Supportive Behavior
Open-ended
Listening
Discussing together
Collaborative
7. Situational Leadership Statistics
54% of leaders use 1 style
34% of leaders use 2 styles
11% of leaders use 3 styles
1 % of leaders use all 4 styles
How many leadership styles do you practice?
The more flexible you are, the more effective you are!
8. Developmental Needs
D3: Capable,
Cautious Performer
high competence
low commitment
D2: Disillusioned
learner
low-medium
competence
low commitment
D4: Self-Reliant
Achiever
high competence
high commitment
D1: Enthusiastic
Beginner
low competence
high commitment
Competence
Commitment
High
High
Low
Low
9. Situational Leadership Behaviors
S3/D3
“SUPPORTING”
Let’s discuss, we
decide
S2/D2
“COACHING”
Let’s discuss, I
decide
S4/D4
“DELEGATING”
Let’s discuss, you
decide
S1/D1
“DIRECTING”
You listen, I decide
High
HighLow
LowCompetence
Commitment
High
HighLow
Low Directive Behavior
SupportiveBehavior
10. D1 (Enthusiastic Beginner) Needs
Mentor/Trainer
Clear Goals, Timelines & Priorities
Success & Performance Standards
Culture & Style information - “how things work
around here”
Boundary, Authority and Responsibility limits
Communications Benchmarks
Frequent Feedback
Recognition for Performance
11. D2 (Disillusioned Learner) Needs
Mentor/Trainer/Coach
Permission to make mistakes
Explanations & Opportunities to discuss concerns
More Involvement in decision making and problem
solving
Encouragement & Frequent feedback
(Plus other D1 list needs)
12. D3 (Capable, Cautious Performer) Needs
Coaching
Opportunities to build confidence & commitment
Removable of obstacles
Opportunities to express concerns
Support, encouragement & protection
Recognition for performance
13. D4 (Self-reliant Achiever) Needs
Delegator Boss/Coach
Opportunity for Initiative
Variety and challenge
Autonomy and authority
Trust
Acknowledgment of contributions
Recognition for Performance
“OUTTA
DA WAY!!!”