Navigating the Hybrid Workplace With Situational Leadership
The rise of the hybrid workplace post-pandemic has made it essential for organizations to adapt to new ways of leading their employees. According to a Harvard Business Review study, 80% of employees want to work in a hybrid environment, and Gartner predicts that hybrid work will become the norm. The US Census Office also reported that between 2019 and 2021, the number of people primarily working from home tripled from 5.7% to 17.9%.
Managing a hybrid team can be tricky, but it doesn’t have to be! One effective approach that can make things a lot easier is situational leadership. This concept was first introduced by Paul Hersey and Ken Blanchard way back in the late 60s and early 70s.
Paul Hersey is a well-known author and management consultant, who has written several books on the subject and is considered a leading expert. Ken Blanchard, on the other hand, is an American management expert, best known for his book “The One Minute Manager”. He’s also a speaker and consultant, and has written over 60 books on leadership, management, and personal development. Together, they developed the concept of situational leadership, which is now widely adopted by organizations worldwide.
What is situational leadership?
Situational leadership is a leadership style that adapts to the individual’s level of development and capacity. The concept is based on the idea that there is no one-size-fits-all approach to leadership. Instead, a leader should use a variety of leadership styles, depending on the situation and the person being led.
Choosing the appropriate leadership style for your team can have a substantial impact on their performance. Research by Gallup has shown that leadership effectiveness accounts for a significant portion of employee engagement. Employee engagement is a key metric that plays a vital role in employee productivity and commitment. Therefore, selecting the right leadership style for the situation is crucial for the success of your team.
So, if you’re managing a hybrid team, don’t be afraid to give situational leadership a try. It might just be the key to making your team thrive!
The theory behind the concept of situational leadership
The theory of situational leadership states that a leader’s effectiveness is determined by their ability to adapt their leadership style to the developmental level of the individual they lead. According to the theory, there are four different leadership styles: directing, coaching, supporting, and delegating. Each style is appropriate for a different level of development and capacity.
- The directing style is the most directive and prescriptive of the four styles and is best used for employees who are new to a task or lack confidence in their abilities. The leader provides clear instructions and closely monitors the employee’s performance.
- The coaching style is less directive and more collaborative and is best used for employees who have some experience with a task but need guidance on improving. The leader provides feedback and support and encourages employees to take ownership of their development.
- The supporting style is even less directive and more hands-off and is best used for employees who are proficient at a task but need occasional guidance or support. The leader acts as a sounding board and provides resources as needed.
- The delegating style is the least directive and most autonomous and is best used for highly skilled and experienced employees. The leader entrusts the employee with full responsibility for their work and provides minimal oversight.
