Does an experienced driver expect the same level of support as someone who has just started learning to drive? It’s no different in leadership: choosing a style that matches your team’s stage of development takes performance to the next level.
The main goal of the Situational Leadership Model is to bring teams to the “Delegating” level. This aims to ensure that employees become competent and motivated enough to take on tasks without needing guidance or intervention. The model helps leaders understand how ready their teams are for a specific task by identifying the most effective leadership style. At the Delegating level, leaders hand over tasks to employees so they can make independent decisions and step in only when necessary. This stage provides the support employees need to realize their full potential and encourages them to become fully competent, motivated, and accountable individuals.
In this article, we share the Situational Leadership model developed by Paul Hersey and Kenneth Blanchard. Hersey and Blanchard argue that leaders should adopt a leadership style that matches each employee’s level of competence and motivation. The model aims to increase both performance and engagement by encouraging the leader to flexibly shift roles according to the team’s stage of development.
Directing Role: Giving Clear Instructions and Closely Monitoring the Process
This leadership style suggests that when team members are new or inexperienced in their roles, the leader should provide clear instructions and close supervision.
How does it affect performance? Thanks to clear instructions, team members understand tasks correctly and minimize errors. This approach helps newcomers take confident steps and move in the right direction.
Example: Guiding Someone Who Is Learning to Drive for the First Time
If a person has no driving experience, the first step is to explain the basics clearly and step by step. This includes how to hold the steering wheel, how to use the gas and brake pedals, how to adjust the mirrors, and what the symbols on the dashboard mean. While sharing this information, the instructor frequently gives feedback, corrects mistakes on the spot, and closely monitors the process.
Coaching Role: Motivating and Enabling Development
Coaching comes into play when employees have reached a certain level of competence but do not yet have full confidence. The leader guides and motivates them, encouraging the employee to participate more actively in the process.
How does it affect performance? This leadership style allows employees to discover their potential and strengthens their self‑confidence. With the leader’s support, the team is encouraged to generate its own solutions and take on responsibility.
Example: Encouraging and Developing Someone Learning to Drive
The learner has started to gain basic driving skills, but their confidence is not yet fully established. At this point, it is important for the instructor to adopt an encouraging and motivating approach. As the learner works on more complex skills such as parking, reversing, or driving in heavy traffic, the coaching approach gives them confidence.
Supporting Role: Building Trust and Boosting Motivation
The supporting leadership style is aimed at team members who are competent in their tasks but need support in terms of motivation. The leader listens to the team, focuses on their needs, and strives to keep motivation high.
How does it affect performance? Supporting leadership helps team members feel valued and increases their intrinsic motivation. This style builds trust within the team and contributes to higher performance.
Example: Supporting Someone Whose Motivation for Driving Fluctuates
The learner knows how to drive and has basic competencies; however, they may sometimes experience a lack of motivation, especially when they make mistakes or are afraid of heavy traffic. At this stage, the instructor offers more relationship‑oriented support, listens to the learner, and guides the process with encouraging feedback.
Delegating Role: Giving Responsibility and Encouraging Independent Work
Delegating leadership comes into play when employees reach a high level of competence and motivation. In this case, the leader trusts the team, hands over responsibilities, and monitors the process from a distance.
How does it affect performance? This style enables employees to take ownership of their work and develop their leadership skills. The team’s ability to act independently makes it easier to take quick and effective decisions.
Example: Giving Responsibility to Someone Who Has Fully Learned to Drive
The learner is now highly competent at driving and fully confident. At this stage, the instructor leaves control entirely to the learner and only provides guidance when needed. The learner can drive alone and make all decisions independently.
In conclusion, adopting the right leadership style makes a significant contribution to both the development and performance of the team. The flexible structure offered by the Situational Leadership model enables leaders to choose an approach that best fits their team’s needs. So, has there ever been a learner who stayed away from the driver’s seat for a long time because they lost their motivation? A learner driver who does not receive the support they need may lose courage and hesitate to move forward.
