Leadership isn’t one-size-fits-all. The most effective leaders understand that different team members need different approaches. Situational leadership style helps you adapt your leadership approach based on your team members’ development level and the specific task at hand.
As someone who’s studied leadership styles for years, I’ve seen how situational leadership transforms good managers into exceptional leaders. When you learn to flex your leadership style to match what your team needs in the moment, you unlock potential you never knew existed.
What is Situational Leadership Style?
Situational leadership style is a flexible leadership model that encourages leaders to adapt their approach based on two key factors: the development level of the team member and the specific demands of the task. Rather than sticking with one rigid leadership style, situational leaders shift between different leadership behaviors depending on what the situation calls for.
This leadership approach was originally developed by Paul Hersey and Ken Blanchard in the 1960s. Their model suggests that leaders should adjust their style along two dimensions: directive behavior (task-focused) and supportive behavior (relationship-focused).
What separates situational leadership from other leadership styles is its recognition that people need different types of leadership at different times. A new team member might need more direction and guidance, while an experienced professional may thrive with more autonomy and support.
The Four Leadership Styles in the Situational Leadership Model
The situational leadership model identifies four distinct leadership styles that match different development levels:
1. Directing (S1) – High directive, low supportive behavior
- Perfect for new team members who are enthusiastic but lack experience
- Clear instructions and close supervision are provided
- Decisions are primarily made by the leader
2. Coaching (S2) – High directive, high supportive behavior
- Ideal for team members with some competence but who need guidance
- Leaders explain decisions and solicit suggestions
- Two-way communication with plenty of support and direction
3. Supporting (S3) – Low directive, high supportive behavior
- Works well with capable team members who may lack confidence
- Leaders facilitate and support, rather than direct
- Decision-making is shared between leader and team member
4. Delegating (S4) – Low directive, low supportive behavior
- Best for highly competent, highly committed team members
- Leaders provide resources and oversight but minimal direction
- Team members take responsibility for decisions and implementation
The Development Levels of Team Members
To apply situational leadership effectively, you need to understand the four development levels of your team members:
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D1: Low Competence, High Commitment These team members are enthusiastic beginners who are excited about the task but lack the necessary skills. They need clear direction and specific instructions.
D2: Some Competence, Low Commitment At this level, team members have developed some skills but may be discouraged by challenges. They need both direction and support to build confidence.
D3: High Competence, Variable Commitment These team members have the skills to complete tasks independently but may lack the confidence or motivation. They need support but minimal direction.
D4: High Competence, High Commitment Your most developed team members are both skilled and self-motivated. They need little direction or support to excel.
Why Situational Leadership Works
I’ve found that what makes situational leadership so powerful is its focus on meeting people where they are. When you tailor your leadership approach to match what your team members need, several things happen:
- Improved performance – Team members receive the right amount of guidance and support to excel at their tasks.
- Faster development – By matching leadership style to development level, you accelerate growth and learning.
- Higher engagement – People feel seen and supported in a way that matches their needs, leading to greater motivation.
- Better relationships – The flexibility to adapt your approach shows respect for individual differences.
- Increased resilience – Teams can better handle changes and challenges when leadership adapts appropriately.
How to Apply Situational Leadership in Your Team
Implementing situational leadership requires awareness, flexibility, and practice. Here’s how to start using this approach with your team:
1. Assess Each Team Member’s Development Level
Before you can choose the right leadership style, you need to understand where each team member stands in terms of competence and commitment for specific tasks. Remember that the same person might be at different development levels for different responsibilities.
Ask yourself:
- How experienced is this person with this specific task?
- How confident do they seem about their abilities?
- How motivated are they to take on this responsibility?
- What level of direction and support have they needed in the past?
2. Match Your Leadership Style to Their Development Level
Once you understand where your team member stands, choose the leadership style that best fits their needs:
- D1 (Enthusiastic beginner) → Use a directing style (S1)
- D2 (Disillusioned learner) → Use a coaching style (S2)
- D3 (Capable but cautious) → Use a supporting style (S3)
- D4 (Self-reliant achiever) → Use a delegating style (S4)
3. Be Ready to Shift Your Approach
What makes situational leadership powerful is the ability to shift between styles as needed. You might start with a directing approach when introducing a new project, then move to coaching as team members gain experience, then to supporting as they build confidence, and finally to delegating once they’ve mastered the task.
4. Communicate Your Intentions
When shifting between leadership styles, be transparent about what you’re doing and why. Help your team understand that different situations call for different approaches, and that your goal is to provide what they need to succeed.
Common Mistakes to Avoid with Situational Leadership
Even experienced leaders can stumble when applying situational leadership. Watch out for these pitfalls:
- Misjudging development levels – Take time to accurately assess where team members stand rather than making assumptions.
- Resisting style changes – Some leaders get comfortable with one style and resist adapting, even when the situation calls for it.
- Shifting too abruptly – Sudden changes in leadership style can be jarring. Signal your shifts clearly.
- Ignoring individual preferences – While development level is important, also consider how individuals prefer to be led.
- Failing to build trust – Situational leadership works best in an environment of trust where team members understand your intentions.
When to Use Situational Leadership Style
Situational leadership is particularly effective in these scenarios:
- Diverse teams – When team members have varying levels of experience and confidence
- Rapidly changing environments – When flexibility and adaptation are essential
- Development-focused organizations – When growing talent is a priority
- Complex projects – When different phases require different leadership approaches
- Crisis situations – When quick adaptation to changing circumstances is critical
Real-World Example of Situational Leadership
Think about coaching a sports team. With new players, you might be very hands-on, teaching fundamentals and giving specific instructions (directing). As players develop skills, you might explain the “why” behind strategies while providing encouragement (coaching). Once players understand the game well, you might focus on building their confidence through positive feedback (supporting). Finally, with your most experienced players, you might simply discuss the game plan and trust them to execute it (delegating).
The same principle applies in the workplace. A new hire needs different leadership than a seasoned veteran. By adapting your approach to match what each person needs, you set everyone up for success.
Is Situational Leadership Right for You?
If you believe that different team members need different types of leadership, and you’re willing to adapt your approach rather than expecting everyone to adapt to you, situational leadership might be perfect for your style.
To be an effective situational leader, you need:
- Self-awareness about your natural leadership tendencies
- Willingness to flex your style when needed
- Good observational skills to assess development levels
- Clear communication about expectations and approaches
- Genuine care for your team members’ growth and success
The beauty of situational leadership is that it recognizes the complexity of human development and respects individual differences. By meeting people where they are and providing what they need to succeed, you create an environment where everyone can thrive.
Want to learn more about leadership styles? Check out my blog posts on autocratic leadership style, democratic leadership style, or take my leadership style quiz to discover your natural tendencies.
Remember, the most effective leaders are those who can adapt their approach to match what their teams need. Situational leadership gives you the framework to do exactly that.
