What is the Situational Leadership Style? Understanding the Most Adaptable Leadership Approach

Situational leadership style empowers leaders to adjust their approach based on the unique needs of their team members and specific situations. This adaptive leadership model recognizes that effective leadership isn’t static—it flexes and changes as team members develop and circumstances evolve. Whether you’re managing new hires who need detailed guidance or experienced professionals seeking autonomy, situational leadership gives you the framework to provide exactly what your team needs, precisely when they need it.

There are two popular models that attempt to describe situational leadership or management. The two mainstream models that are commonly referenced include one introduced by Ken Blanchard and Paul Hersey as part of their book Management of Organizational Behavior. Another widely accepted version of situational leadership was described by the author of Emotional Intelligence, Daniel Goleman. The two models are detailed below:

The Goleman model

Daniel Goleman’s model includes 6 styles.

Goleman’s book Primal Leadership describes his version of situational leadership, which includes six styles associated with the model. These management styles are detailed below:

Coaching leaders – focused on staff’s personal development and the team’s job-related skills
Pacesetting leaders – very high expectations for teams
Democratic leaders – allowing teams a vote or input in most decisions
Affiliative leaders – puts the team first. This leader uses praise to build up the team’s confidence
Authoritative leaders – good at identifying problems and challenges
Coercive leaders – directs teams with specific instructions. They have a clear vision of the outcome and how to get there

The Blanchard and Hersey model

The Blanchard and Hersey model includes 4 styles.

Their model is based on two concepts: leadership and the follower. Blanchard and Hersey have developed a matrix including the four styles:

S1 or Telling leaders – providing specific guidance and close supervision. The leader makes decisions for the team and communicates them to the team
S1 or Selling – using explanation and persuading. The leader designs the roles and objectives of the team, but this leader is open to suggestions and opinions
S3 or Participating – about sharing and facilitating. These leaders may have input but leave the decision to their followers.
S4 or Delegating – lets others do it for them. The leader takes responsibility for their teams but provides minimum guidance to help them solve problems.

Advantages and Disadvantages of Situational Leadership

This style of leadership tends to work well in a team environment that has frequent changes or turnover providing an opportunity to apply situational leadership. Situational leadership provides the leader with the flexibility to mold their style to the current team situation and environment.

How does this leadership style compare with your own style? How does it compare to your manager? Whether you are a situational leader, another style, or a combination of styles, below are some advantages and disadvantages of being a situational leader to consider: