Situational Leadership
Match directing/coaching/supporting/delegating to follower readiness.
Explanation
Created by Paul Hersey and Ken Blanchard, this model recognizes that effective leaders adapt their approach based on each person's skill level and motivation for specific tasks. A new employee needs clear direction, while an experienced team member needs autonomy. Even the same person may need different approaches for different responsibilities.
Real-World Example
New hire, new task: Tell exactly what to do (Directing). Some experience: Guide and explain why (Coaching). Competent but unmotivated: Support and encourage (Supporting). Expert and motivated: Set goals, get out of way (Delegating). Using wrong style = frustration or failure.
How to Apply
Assess for each task: Can they do it? Will they do it? D1: Low competence, high commitment = Direct. D2: Some competence, low commitment = Coach. D3: High competence, variable commitment = Support. D4: High competence, high commitment = Delegate. Reassess monthly. People move backwards too.