What are the types of situational leadership?

[bitheerani319]

There are four styles of situational leadership: direction; guidance; support and autonomy. It is important to know each type to know which would be most appropriate for the context of the team and company and the situation they face, thus strengthening the work of employees and the leader.

Deepen your knowledge of this theory: understand the 4 styles of situational leadership and be able to adapt to any scenario for the benefit of your team and organization!

What you will see in this article:


Situational Leadership Styles
Situational Leadership and Leadership Training
Situational Leadership Styles
Situational leadership refers to the leader's ability to adapt to the circumstances in which he and his team find themselves, being able to make the right decisions and generating positive results for the team and business.

Guide to increasing your employees' productivity

With the right strategies, it is possible to increase employee productivity and, consequently, improve your company's performance and competitiveness !

Name*
Name *
Corporate email*
Corporate email *
What do you intend to improve in your company's training?*

Select
I want to receive the material

should_not_change
* By filling out the form you agree to our website's privacy policies


However, this adaptability is not a loose concept: according to the two california email database of the theory, Paul Hersey and Ken Blanchard, there are four styles of situational leadership. Scholars point out that there is no best type — but rather, one that is more suitable for a given situation than another.

To know which stance to adopt, it is essential to consider the maturity level of employees and the team, a concept related to their state of technical knowledge and behavioral competence.

In this sense, the 4 situational leadership styles are:

Style 1- Direction
In this model, the leader directly directs the employees and team under his/her responsibility, including educating them on what and how to do their tasks, thus acting from the beginning to the end of the process. This style is usually applied when employees and/or teams have a low level of technical knowledge and behavioral skills, acting with insecurity and lack of experience in their day-to-day work.


Therefore, the manager acts in a more centralized manner and closer to his subordinates, supervising each task with patience and attention to the development of each worker.

In this style, clear communication is essential for employees to understand how to best carry out their activities and, therefore, develop professionally. This will help them gain more confidence and technical skills, developing for their own benefit, that of the department and the company.

Ideally, this stance should be adopted in the short term, until those being led are more mature, which will allow the leader to take on another role in the team dynamics.