SITUATIONAL LEADERSHIP

What is leadership?
Leading people
Influencing people Commanding people Guiding people

Types of Leaders
Leader by the position achieved

Leader by personality, charisma

Leader by moral example Leader by power held

Intellectual leader
Leader because of ability to accomplish things

What leaders do?

Focus on people

Do the right things

Inspire Influence

Motivate
Build Shape entities

SITUATIONAL LEADERSHIP THEORY

This theory was created by Dr Paul Hersey, a professor and author of

"The Situational Leader," and Ken Blanchard, author of the best selling "The One-Minute Manager.

The theory states that instead of using just one style, successful leaders

should change their leadership styles based on the maturity of the people they're leading and the details of the task.

Using this theory, leaders should be able to place more or less

emphasis on the task, and more or less emphasis on the relationships with the people they're leading, depending on what's needed to get the job done successfully.

 According to Hersey and Blanchard, there are four main leadership

styles:

DIRECTING
Level of development - D1(Low Competence, High Commitment )
High Directive, Low Supportive Leader Defines Roles of Followers Problem Solving and Decision Making Initiated

by the Leader One-way Communication

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COACHING
Level of development- D2 (Some Competence, Low Commitment)

High Directive, High Supportive Leader Now Attempts to Hear Followers

Suggestions, Ideas, and Opinions Two-way Communication Control Over Decision Making Remains With the Leader

SUPPORTIVE
Level of development-D3(Moderate to High Competence, Variable Commitment)
High Supportive, Low Directive Focus of Control Shifts to Follower Leader Actively Listens Follower Has Ability and Knowledge to Do the Task

DELEGATING
Level of development-D4(High Competence, High Commitment)
Low Supportive, Low Directive Leader Discusses Problems With Followers Seeks Joint Agreement on Problem Definitions Decision Making Is Handled by the Subordinate They Run Their Own Show

CASE STUDY