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Situational leadership
It is where the leader continuously adapts their style of leading to the changing environment in which they work.
If a specific style works in one situation with an individual, that doesn’t mean that style is suitable for all people or situations.
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The four leadership styles
- Directing works for workers who need specific guidance to complete a task. “Here is what I’d like you to do, step by step. I need it done by this time.”
- Coaching is for employees who need more guidance to complete the task. “Here’s what I’d like you to do. What do you think?”
- Supporting is for employees can complete a task but lack the confidence to do it independently. “Here’s the task. How do you think it should be done?
- Delegating is for employees who can work independently. “Here’s an assignment. If I can help, just ask, otherwise you’re on your own.”
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Leading yourself
We tend to be excellent planners but inferior doers when we lead ourselves. For example, consider the recent plan you devised but never executed. A great leader won't give their employees a great plan but then walk away and hope for the best. Instead, he would check in, look for obstacles to remove, and give feedback.
We know all of this, but we don't manage execution when it comes to our own lives. So when we consider our goals, we need to step into execution mode and out of planning mode, just as a good hands-on leader would do.
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Learning from past mistakes
We often don't reflect properly on many of our past experiences or failures because the planner is convinced that we will do it differently this time.
Yet if we don't understand why we failed, we likely will repeat it.
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IDEAS CURATED BY
Joshua Phillips's ideas are part of this journey:
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