Introduction
The goal of situational leadership is to choose the relevant leadership model when performing the current task and when addressing a specific subordinate. The theory of situational leadership is based on the idea that there is no one optimal model of behavior for a leader since, in different situations, it is necessary to change the approach (Carroll et al., 2022).
A good leader is someone who knows how to adapt to different situations. This manager does not fixate on one behavior model but uses different leadership styles depending on the employee’s experience, motivation, and context. In the situational concept of leadership, the leader’s flexibility is considered the main thing (Carrollet al., 2022). Even though this style is criticized for being too vague, it proves efficient in organizational management.
Difficulties of Situational Leadership
Few people who choose to work as managers consent to doing so for an extended period. Many people are actively looking for promotions into jobs with more responsibility. A manager who chooses a particular leadership style and strictly follows it because it has a good track record may not be able to lead effectively in a different setting in a higher position where all of his direct reports are focused on accomplishments.
Situational leadership is based more on precisely meeting the demand than on a strategy that prioritizes the team’s long-term needs. Such managers may get caught up in constantly reviewing or reacting to transient conditions rather than concentrating on shared goals (Schedlitzki & Edwards, 2021). This enables one to put out flames and boost morale but also raises issues that could hinder personal growth. A similar scenario might occur if a manager moves from a department with highly structured tasks to a department with unstructured creative tasks.
What is more, this approach can be ineffective in a setting where tasks are prioritized. Situational flexibility is frequently not beneficial for managers in positions where duties must be accomplished in a specific manner (Parker, 2021). This is because they must abide by a particular set of rigid rules, norms, or regulations. A Situational leader loses their strengths when they are unable to be adaptable. They are compelled to spend more time speaking than listening, so they maintain the same fundamental leadership style even when attempting to be efficient.
In addition, for some leaders, it does not offer enough information. People respond differently to various leadership philosophies, which is one of situational leadership’s most significant drawbacks. While the theory behind this leadership style seeks to assure workplace equality, nothing can replace experience. The distinction between men, women, and transgender persons is among the most prominent examples of this. If it does not pertain to you, it is impossible to comprehend another point of view truly (Carroll et al., 2022). As a result, the situational leader’s leadership traits alter, and their responses may no longer be appropriate.
Finally, the methodology of situational leaders will vary depending on the requirements of each individual. Direct subordinates can be questioned if they see this shift. It could appear that the leader is losing trust in the employee while switching from a delegating style to a storytelling method (Parker, 2021). Even if they are willing to work autonomously, employees may find it challenging to grasp what to do in the event of a change in the opposite direction. Clean and clear communication is the best way to address this possible drawback, but doing so takes time away from any necessary actual work.
Benefits of Situational Leadership
Nonetheless, this type of leadership is beneficial for several reasons. People all share a certain level of commonality with one another, but they all have different personalities. Because everyone has various perspectives and experiences, there is diversity. The situational leader understands the necessity for flexibility rather than treating everyone identically from one point of view (Schedlitzki & Edwards, 2021). They do not insist that everyone adhere to a set of norms in particular. Instead, foster an atmosphere where people are encouraged to speak up and share their knowledge to benefit all.
Situational leaders try to adapt their leadership style to their team’s needs or level of readiness. This produces an environment where most employees feel at ease while carrying out their job-related responsibilities (Parker, 2021). Employees are more productive when they are happy. This allows the manager to inspire each person specifically by their needs, increasing the likelihood that everyone will produce positive results.
The situational leader considers unique circumstances rather than lumping all personnel into a broad category. They aim to assess each employee’s competency before raising the incentive rate using their preferred motivational approach. This strategy boosts team effectiveness by maximizing each team member’s contribution. Because this type of leadership is flexible, leaders can move between several leadership styles depending on the preparation level.
If situational leaders are to succeed, they must constantly be alert. Depending on the circumstances they encounter every day, people develop and change. An employee’s capacity for handling stress will likely decline if they have a terrible morning. A situational leader might implement a strategy to support this employee’s continued productivity by adapting to changes. Due to the necessity of adequately handling each employee, the agency management is also growing more empathic (Schedlitzki & Edwards, 2021). One can only get to know someone by putting themselves in their shoes.
Due to the situational leader’s perceptive and adaptable attitude, the team can work together more effectively. The leadership of the team is consistently indicative of the team’s maturity. These managers can reach out to their direct reports at any stage of development and offer them whatever guidance they may require (Schedlitzki & Edwards, 2021). This makes it easier for team members to relate to one another and lowers the likelihood of internal conflict. When the situational leader responds promptly and responsibly, issues are resolved before they can disrupt the workday.
Situational leaders concentrate on immediate requirements, enabling them to modify training situations for new hires who will onboard them swiftly. This benefit also enables the management to locate training possibilities for their long-term workers. The aim is to give every employee the chance to grow in some way each day (Parker, 2021). When the manager mentions that development alternatives are available, there is a positive reaction even though they cannot compel their employees to take advantage of them.
Personal Opinion
In my opinion, this approach is beneficial to the organization. This strategy for managing individuals can be used in a variety of settings, including business, politics, sports, and any team environment where a leader must discover a unique way to communicate with each member of the group. Such an individual approach ensures good relations with team members and also gives the most effective result because the strengths and weaknesses of employees are taken into account.
Some leaders prefer to get their hands dirty and work with everyone, developing their skills and attaining equality within their team. Other leaders follow the non-interference concept, giving work to others or keeping a distance and only interjecting to offer guidance when required. My personal experience formed the suggested point of view. I was asked to lead a team; all members differed drastically in character.
Therefore, I had to implement different leadership styles when communicating with each. Such an approach enabled me to achieve results in the short term. I decided to use this style because I realized that one style may not be productive for every participant. For instance, some people prefer strict directions, while others want to be listened to.
Conclusion
In conclusion, situational leadership’s benefits and drawbacks enable more workplace adaptability. Each team member benefits because their leaders customize their strategies to meet specific needs. A situational person needs excellent emotional intelligence, sensitivity, and persistence to stick with long-term plans while meeting urgent demands. Hence, considering everyone’s personality makes it possible to succeed as a team.
References
Carroll, B., Ford, J., & Taylor, S. (2022). Leadership: Contemporary critical perspectives. SAGE Publications.
Parker, E. (Ed.). (2021). Becoming a diversity leader on campus: Navigating identity and situational pressures.Taylor & Francis.
Schedlitzki, D., & Edwards, G. (2021). Studying leadership: Traditional and critical approaches. SAGE Publications.