Situational Leadership


What is Situational Leadership?


Situational leadership is a type of leadership that analyzes the employees' motivation and abilities and uses variable methods in line with the needs, rather than using a fixed strategy and technique when making a manager decision.

The behavior of a successful leader must differ from case to case. He/she should choose the appropriate management style according to his / her leadership status and capacity of the employees. He must be willing to avoid fixed-mindedness and incorporate the different leadership skills necessary for change.



Situational Leadership Model


Using the "Situational Leadership Model," leaders can analyze and manage employees in all situations and locations much better. In this model, the team is divided into four groups, taking into account the employees' motivation and competence levels within the organization. Different methods are applied to each group according to their needs. It is taken as a basis that four other groups in the organization are in 4 different stages. The desired goal in this model is to move every employee to the 4th stage quickly. Thus, all employees will be at the same level.


Phase 1: TELLING

According to the Situational Leadership approach, every new employee is at the 1st stage. Those at this stage have high motivation but low productivity.


At this stage, the leader should apply;

· Be clear when setting out the job description and your wishes.

Support when, how, and how they will do their work.

· Give examples from past experiences.

· Make sure they act target-oriented.

· Determine business priorities and give your instructions accordingly.

· Keep checking their performance frequently.

· Intervene at every point where it is blocked or forced.


Phase 2: COACHING

At this stage, the motivation of the employee has started to decline. It needs both supportive and guiding elements.


In this process, the leader should apply;

· Continue your guiding behavior.

· Increase your observations and give feedback.

· Encourage.

· Get involved in decision making.

· Pay attention to their feelings and thoughts while communicating.

· Listen to their problems and be with them during the problem-solving process.

· Get your suggestions.

· Take care to give positive feedback.

· Make it feel important.


Phase 3: SUPPORTING

At this stage, the employee's motivation may have increased or decreased. Efficiency has reached a high level.


At this stage, what the leader should do;

· Show your trust in various ways.

· Avoid redirects and warnings.

· Have optimistic speeches that will increase self-confidence.

· Recognize their success often.

· Maintain all your necessary supportive behavior.

· Be a good listener.

· Pay attention to speaking in a calm tone.


Stage 4: DELEGATING

The motivation of the employee at this stage is high. It has developed in every field, and its directive feature has increased.


At this stage, what the leader should do;

· Acknowledge that your employee now has experience.

· Make you feel confident.

· Do not hesitate to authorize.

· Be extremely calm.

· Observe its performance and analyze at what stage it is.

· Do not intervene unless a critical situation occurs.

· Be delegate only when necessary.