Situational Leadership Theory
A classic and highly effective leadership tool introduced by Ken Blanchard
Early in my leadership career I was introduced to one of the most powerful tools in my leadership toolkit - Situational Leadership Theory (SLT). It’s a leadership model originally developed by Paul Hersey and Ken Blanchard in the late 1960s. Blanchard further iterated on the model and modernized it under the name “SLII.” In essence, the SLII framework suggests that effective leadership is not one-size-fits-all. The thinking goes like this: leaders should adapt their style based on the specific circumstances and the developmental level of the people they’re leading.
Simply put, it starts by diagnosing levels of motivation and competence in the person or team being led, and then applies complementary amounts of support and direction from the leader.
In practice, SLII identifies four leadership styles: directing (S1), coaching (S2), supporting (S3), and delegating (S4), which vary in the amount of direction and support provided by the leader. These styles are matched with the four development levels of the follower, determined by their ability and willingness to accomplish something.
For example, here’s a look at the four classifications of followers:
D1 - Low competence and high commitment: ex. new employee starting a job.
D2 - Low to some competence and low commitment: ex. 6 mo employee discouraged they aren’t progressing faster.
D3 - Moderate to high competence and variable commitment: ex. the tenured employee who can’t yet see themselves for the pro they are.
D4 - High competence, and high commitment: ex. your A-players.
The most effective leaders diagnose the level if their people and adjust their leadership style accordingly. For example, in situations where people are less capable or motivated (D1 and D2), a more directive approach (S1 or S2) may be necessary, or in situations where followers are more capable and motivated (D3 and D4), a more delegative approach (S3 or S4) may make sense.
And let me tell you - your people can sense when there’s a mismatch! Get into better leadership flow with SLII.
Pros — Finally! An easy-to-understand framework that helps explain the tension you’re experiencing with that person you’re struggling to lead well. Yields faster, more rewarding outcomes for everyone when correctly applied.
Cons — Diagnosis takes time and care, and applying a leadership approach that doesn’t come natural to you can actually be really challenging at first.
Want help integrating this into your leadership and organizational practice?
