Situational Model
- Situational leadership proponents emphasize that to be a successful leader, the manager should not only use the management style that comes naturally but also use the styles that fit the situation at the moment....more after you walk the plank (click on the link :) ).....
- This style decision is based on the needs and maturity levels of the employees.
- There are four basic leadership behavior styles in situational leadership:
o high task-low relationship (telling)
o high task-high relationship (selling)
o low task-high relationship (participating)
o low task-low relationship (delegating)
- The task behavior is the extent to which the leader spells out the duties and responsibilities of an individual or group. It includes telling people what to do, along with how, when, and where.
- The relationship behavior is the extent to which the leader engages in two-way or multi-way communications. It includes such activities as listening, providing encouragement, and coaching.
- The most effective leadership style depends on the readiness level of group members.
o There are two components to readiness: ability and willingness.
§ Ability is the knowledge, experience, and skill the employee brings to the task to be performed.
§ Willingness is the extent to which a staff member has the confidence, commitment, and motivation to accomplish the task at hand.
- A real life example:
o When I was an IAAPA Student Executive Assistant this past February, I had many responsibilities that would ultimately contribute to the final product. Lori was in-charge, or the leader of the situation, and I was the “member”. Lori knew my ability and willingness in doing and finishing projects with a time frame, so she used the Low Relationship – Low Task leadership style in presenting me with what needed to be done. She trusted that I would fulfill her needs while still allowing myself to be present in the work. I responded well, and the end result was a complete success.
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