The Impact of Situational Leadership on Team Performance

I don’t need to mention the importance of effective leadership and how vital it is for the success of any team. Many of you likely also understand that good leadership is essential in small to medium-sized businesses, where each team member’s contributions are critical.

However, if I asked you now what you think a leader is and what is required to be a great one, how would you respond?

When I speak to people about leaders, they often immediately picture a C-Suite executive in a power suit whose work has company-wide implications. And, yes, this is one of the forms a leader can take. However, when I discuss leadership, I do so with the appreciation that anyone, at any level, can provide leadership.

Furthermore, just as any person can provide leadership, it is important to consider that the people who are following a leader are just as varied in personality, beliefs, goals, and skills.

This is how situational leadership, with its adaptive approach, can significantly enhance team performance by meeting the unique needs of each team member. Developed by Ken Blanchard and Paul Hersey in their 1969 text ‘Management of Organizational Behaviour’, this leadership style offers flexibility to leaders managing a variety of different individuals.

In this blog post, we will delve into how situational leadership impacts team performance and how leadership training, leadership development, leadership mentoring, and leadership coaching can support this process.

Situational Leadership and Team Dynamics

REGENT BUSINESS SCHOOL An exploration of leadership styles and its impact on organisational performance at African Bank, South Africa – Scientific Figure on ResearchGate. Available from: https://www.researchgate.net/figure/Situational-Leadership-Model_fig1_327406140 [accessed 11 Jul, 2024]

Situational leadership recognises that different team members require different leadership approaches depending on two factors. These factors are their competence, and their level of commitment.

A situational leader assesses each team member’s skills, experience, and motivation levels. By understanding these factors, the leader can adjust their approach to provide the right balance of direction and support. For example:

New team members: These individuals are characterised as having a lower level of competence yet a high level of commitment to their role. The best leadership style for these enthusiastic beginners is highly directive; until they learn the role, you’ll have to actively show them what they should do.

Developing team members: Once the newness of their role fades, new team members will begin to face challenges as they work to develop their competence, which in many cases can impact their commitment to the role. These individuals exhibit variable levels of competence but low commitment. You should remain directive yet supportive towards these individuals, mentoring them through their challenges.

Experienced and confident team members Eventually, as team members begin to overcome challenges, they become more competent and feel more comfortable in their roles. Therefore, these individuals can be characterised as having high competence and high commitment. At this point, leaders can ease off a little; there is much less need to provide direction. These individuals will also usually seek out their leader when they know they need support.

If you’re interested in gaining even more insight into what situational leadership is, see this amazing article by Verywell Mind!

Case Studies of Effective Situational Leadership

To illustrate the impact of situational leadership, let’s explore some case studies from small to medium-sized businesses:

Case Study 1: Adapting to Growth

A small tech startup faced challenges as it rapidly expanded its team. The CEO initially managed a small, close-knit group but had to adapt her leadership style to meet the needs of a larger, more diverse team, now comprising a mix of more confident employees, new starters, and newly promoted managers.

By adopting situational leadership, she knew to focus on providing new managers with the support they needed to increase their leadership skills. Meanwhile, she could empower experienced team members to mentor new starters.

This approach improved team performance and fostered a culture of growth and development. The more confident employees felt as though they were trusted to get the job done, and the less experienced team members had the support and direction they needed to learn and thrive.

Case Study 2: Navigating Change

An operational director of a manufacturing company that was continuously growing promoted their highest performer to manager.

At first, the new manager was excited about the opportunity. However, as time went on, the Ops Director noticed a downturn in attitude, and the new hires weren’t progressing at the rate needed.

The Ops director worked more closely with the manager, engaging 1:1 far more often than previously, laying out each step they needed to take to develop the competence of the new hires.

After a few weeks, they noticed the output had improved significantly. As a result, the 1:1 engagement became less frequent as the new manager became more competent at managing the on-boarding process for new hires.

This is a great example of situational leadership in action. As the manager gained competence, the director was able to pull back in order to allow the manager to flourish without the need for continued direction.

Enhancing Team Performance Through Leadership Training

Leadership training programmes are instrumental in developing situational leadership skills. These programmes teach leaders how to assess individual team members’ needs accurately and adjust their styles accordingly.

Effective leadership training techniques encompass a variety of methods designed to enhance a leader’s ability to guide their team successfully. One key technique involves self-awareness exercises that help leaders understand their natural leadership tendencies.

Another effective method is role-playing scenarios. These allow leaders to practice various leadership styles in a safe environment, thereby building confidence and versatility.

Additionally, feedback sessions are crucial as they provide constructive feedback. This enables leaders to refine their approach and continuously improve their skills.

The Role of Leadership Mentoring in Team Success

Often confused with coaching, mentoring is very different. It’s carried out by experts and allows for specific advice to be offered.

Leadership mentoring offers a valuable support system for developing situational leadership skills. Mentors can provide insights based on their experiences, helping leaders navigate challenges and improve their adaptability.

Here are some benefits of leadership mentoring:

Personalised guidance: Mentors can offer tailored advice and feedback based on the leader’s specific situation.

Support and encouragement: Having a mentor provides emotional support and encouragement, helping leaders stay motivated.

Professional growth: Mentors can introduce leaders to new perspectives and strategies, promoting continuous growth and development.

Leadership Coaching for Continuous Improvement

Leadership coaching is another powerful tool for enhancing situational leadership skills.

While coaching and mentoring are often used interchangeably, they are very different. Leadership coaching is best used with experienced leaders, providing them space to explore options for their challenges.

Coaches work closely with leaders so they can identify areas for improvement and develop their own strategies in a more structured and goal-oriented manner.

The benefits of leadership coaching include:

Focused development: Coaching sessions are tailored to the leader’s individual needs and goals.

Actionable feedback: Coaches provide specific, actionable feedback to help leaders improve their skills.

Accountability: Regular coaching sessions help leaders stay accountable and committed to their development.

Here at One Degree, we provide both mentoring and coaching for leaders who would like to enhance their strategies and abilities, as well as a variety of other resources intended to build effective leadership. See our services page for more insight into what we can provide for you!

Measuring the Impact of Situational Leadership

To truly understand the impact of situational leadership on team performance, it’s essential to measure it effectively.

One method is to track key performance indicators (KPIs) such as productivity, quality of work, and team morale.

Regularly soliciting feedback from team members through surveys can also help gauge their satisfaction and engagement. Additionally, conducting periodic performance reviews provides an opportunity to assess both individual and team progress, as well as providing a great opportunity for that ever-important feedback.

By using these methods, team leaders and HR professionals can gain valuable insights into how situational leadership influences overall team performance. Using these insights, they can make informed decisions to foster a more productive and engaged workforce.

Conclusion

Situational leadership can significantly enhance team performance by providing the right level of support and guidance to each team member. Through leadership training, development programmes, mentoring, and coaching, leaders can develop the skills needed to adapt their styles effectively.

You’re welcome to explore our leadership development programmes if you’re interested in learning more about how situational leadership can benefit your team.