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.
What are the benefits and disadvantages of situational leadership?
The benefits of situational leadership include increased effectiveness, motivation, and job satisfaction. Employees feel more engaged and empowered when they can take ownership of their development and work in a way that suits their strengths and needs.
However, there are also some disadvantages to situational leadership. One is that it requires a great deal of flexibility and adaptability from the leader. It can be challenging to determine the appropriate leadership style for a given situation and to switch between styles effectively. Another disadvantage is that it can be time-consuming and resource-intensive to provide the level of support and guidance employees need at different stages of their development.
What are the qualities of a situational leader?
The qualities of a situational leader include flexibility, adaptability, and the ability to assess the developmental level of the individual being led. They are also able to adjust their leadership style to suit the situation. Additionally, a situational leader can communicate effectively and build strong relationships with team members.
A situational leader is someone who can understand each employee’s unique needs and provide the right level of support and guidance. They are also able to give clear instructions when needed and to provide feedback that is both constructive and supportive. A situational leader can also build trust and rapport with their team members and create an environment conducive to learning and growth.
Effective situational leaders possess a number of key qualities:
- Flexibility: The ability to adjust their leadership style to match the needs of their team members and the specific situation. They are able to adapt and respond to changing circumstances.
- Self-awareness: Being aware of their own strengths and weaknesses and being able to recognize the impact their behavior has on others.
- Empathy: A good situational leader is able to understand and relate to the perspectives and feelings of their team members.
- Good communication: A good situational leader is able to clearly and effectively communicate with their team members, regardless of where they are located.
- Strong problem-solving skills: A good situational leader is able to quickly and effectively identify and solve problems that may arise.
- Ability to build trust: A good situational leader is able to build trust with their team members, which is essential for successful remote working.
- Willingness to learn and improve: Constantly looking for ways to improve their skills and leadership style and being open to feedback and constructive criticism.
Use digital business coaching to drive situational leadership
Digital business coaching can be a valuable tool for driving the adoption of situational leadership within an organization. A coach can work with managers and team leaders to help them understand the principles of situational leadership and how to apply them in the context of the hybrid workplace.
Coaches can provide guidance on how to assess the strengths and weaknesses of team members, how to communicate effectively with remote team members, and how to create opportunities for collaboration and connection. They can also provide support in evaluating and adjusting leadership styles as the hybrid workplace and digital transformation continues to evolve.
In addition to working with managers and team leaders, coaching can also support to team members to help them understand and adapt to the hybrid workplace. This can include training on how to use digital tools and technologies to stay connected with team members and how to work effectively in a remote environment.
Overall, digital business coaching can be an effective way to drive the adoption of situational leadership in the hybrid workplace and help organizations navigate the ongoing digital transformation. It can provide the support and guidance needed to ensure that managers and team members are able to be successful in this new environment.
5 key strategies for using situational leadership to manage the hybrid workplace
Managing a hybrid team is not easy, but it can be done successfully by using situational leadership. By understanding the strengths and weaknesses of your team members, communicating clearly and frequently, providing flexibility and autonomy, offering opportunities for collaboration and connection, and continuously evaluating and adjusting your leadership style, managers can effectively lead and manage their hybrid team. It’s important to remember that the hybrid workplace is constantly evolving and requires managers to be adaptable and flexible in their approach.
1. Understand the strengths and weaknesses of team members
When managing a hybrid team, it’s important to understand the strengths and weaknesses of each team member. This includes their work style, communication preferences, and ability to work independently. By understanding these factors, you can tailor your leadership style to better support each team member and help them be successful.
For example, if a team member prefers to work independently and is self-motivated, they may be able to work remotely with minimal supervision. On the other hand, if a team member prefers to work in a team and needs more guidance, they may need more frequent check-ins and support when working remotely.
It’s also important to consider the unique challenges that each team member may face when working remotely. For example, team members with children may have a harder time focusing on their work during the day and may need more flexibility in their schedule. Team members who live in a small apartment may have a harder time setting up a comfortable work environment and may need more support in finding solutions to this problem.
By understanding the strengths and weaknesses of your team members, you can create a leadership style that is tailored to each individual. This will help to ensure that everyone is able to be successful in the hybrid workplace.
2. Communicate clearly and frequently as a situational leader
Effective communication is key to managing a hybrid team. Make sure to set clear expectations for communication and check in regularly with team members to ensure that everyone is on the same page. Use a variety of communication tools, such as video conferencing, instant messaging, and email, to ensure that everyone is able to stay connected.
It’s important to have regular team meetings, either in-person or via video conferencing. This will help to ensure that everyone is up-to-date on the latest projects and developments. It will also provide an opportunity for team members to ask questions and share their thoughts.
In addition, it’s important to establish clear lines of communication for urgent issues that arise. Team members should know who to contact if they have a problem or need help. This will help to ensure that everyone is able to work efficiently and effectively.
3. Provide flexibility and autonomy
When working remotely, team members have more autonomy over their work schedule and environment. As a situational leader, it’s important to provide flexibility and autonomy to allow team members to work in a way that best suits them. This includes allowing them to set their own schedule and work from the location that best suits their needs.
Flexibility is particularly important for team members who have caregiving responsibilities, such as children or elderly parents. By allowing team members to set their own schedule, they can better manage their responsibilities and be more productive in their work.
It’s also important to provide team members with the tools and resources they need to work remotely. This includes providing them with a computer, internet access, and any other equipment they need to work effectively.
4. Offer opportunities for collaboration and connection
Working remotely can be isolating, so it’s important to create opportunities for team members to collaborate and connect with one another. This can include virtual team-building activities, regular team meetings, and opportunities for cross-functional collaboration.
For example, you can organize virtual team-building activities, such as a virtual happy hour or a game night. These activities will help to build camaraderie and create a sense of community among team members.
In addition, it’s important to create opportunities for cross-functional collaboration. This can include assigning team members to work on projects together or organizing regular cross-functional meetings. This will help to build relationships and foster collaboration across different departments and teams.
5. Continuously evaluate and adjust your situational leadership style
Situational leadership requires ongoing evaluation and adjustment. As the hybrid workplace continues to evolve, it’s important to continuously evaluate your leadership style and make adjustments as needed. This includes collecting feedback from team members and using it to inform your leadership approach.
One way to evaluate your leadership style is to conduct regular surveys or one-on-one meetings with team members. Ask them how they feel about the current leadership style, what they need more of, and what they need less of. Use their feedback to make adjustments to your leadership style and ensure that it is meeting their needs.
It’s also important to keep up with the latest trends and best practices in hybrid workplace management. Stay informed about new tools, technologies and ways of working that could improve your team’s productivity and well-being.
