Situational Leadership Toolkit

The history of leadership goes far back to the Greek philosopher Plato in the 5th century, yet there is no concrete answer to a very simple question. What is leadership? Who is a successful leader? Recent research indicates that a successful leader is someone who has learned two basic lessons: Firstly, humans are complex and different. Second,human beings respond not only to the traditional carrot and stick but also to ambition, love of the good and the beautiful, boredom, self-doubt, fear, and many more dimensions and patterns of thought and feelings that make them human. A great leader’s unique achievement is a human and social one which stems from his understanding of his fellow workers. To know more about how to understand employees, what is situational or contextual leadership, and how to lead in different situations, Click here.

Find out your dominant and default leadership style with this self-assessment tool.

Mentorship Programs: Pair experienced employees with less experienced ones to foster knowledge transfer and build confidence.
Microlearning Opportunities: Create short, focused training modules to address specific skill gaps identified through your assessments.
Stretch Assignments: Periodically assign projects that push employees outside their comfort zone, promoting growth and skill development.
Have regular one-on-one conversations: Schedule regular meetings to discuss goals, progress, and challenges. This allows you to gauge employee readiness and adjust your style.
Active Listening: Pay close attention to verbal and non-verbal cues to understand employee concerns and confidence levels.

1. Understand your Dominant Leadership style:

Test: You can use the self-assessment tool mentioned above to know your default leadership style.

2. Diagnose Performance Readiness:

Observe: Watch how your employees approach tasks. Do they hesitate and need instruction, or dive right in?
Ask Questions: Engage in open communication. Ask about their confidence level and experience with the task.
Set Goals Together: Collaborate on goals to gauge their understanding and initiative.

3. Match Style to Readiness:

Low Task Competence, Low Confidence (S1): Use a Directing style.
Low Task Competence, High Confidence (S2): Switch to Coaching.
High Task Competence, Variable Confidence (S3): Employ a Supporting style.
High Task Competence, High Confidence (S4): Delegate!

4. Continuous Improvement:

Provide Feedback: Regularly offer constructive feedback to help employees grow.
Reassess Needs: As employees gain experience and confidence, adjust your leadership style accordingly.
Open Communication: Encourage ongoing communication to understand changing needs and adjust your approach.

By following these tips, you can become a more adaptable leader who empowers your team members to reach their full potential.