While coping with the leadership responsibilities of an organization, the manager encounters several challenges that need to be resolved to bring forth the overall development. These challenges can be categorized under the following three groups:
External Challenges include issues like public criticism, economic crisis, disasters due to market competitions, legal regulations, political oppressions, collaboration and understanding with partners and associates etc.
Internal Challenges involve difficulties in decision making, work environment, collaboration and maintenance of harmonious relation between the employees, defensiveness and internal criticism etc.
Leadership Role Based Challenges are encountered as a result of lack of proper insights, inadequate communication establishment, continuous controlling of the everyday activities, setting astounding examples for the employees etc.
Emphasis of Situational Leadership to Overcome the Challenges in an Organization
The Situational Leadership theory was conceptualized under the joint efforts of Paul Hersey and Kenneth Blanchard. The theory stresses the importance of leveraging flexibility in the qualities of the leaders of any organization to work for acquiring the development of the employees by laying an influence on them. This urges the need to introduce a dynamic change in the approach of the leader or the manager and not forcing any sort of changes on the coworkers he urges to influence. The leaders may need to introduce changes in the strategies from time to time according to the challenges he is facing.
The main essence of the Situational Leadership lies in the ability of the leaders to adapt the situations as per the requisites of the workers within the organization to introduce an overall progress of the organization as a whole. The proactive participation of the leaders is involved in several areas of activity within the organization including:
- Directing and Supervision: – The role involves keeping the employees well informed about the project with in depth directives of the processes that are to be accomplished, the deadlines to be followed for each step etc.
- Coaching: – Effective guidance to the employees when they request an input or other assistance sought from time to time.
- Active Participation: – The role of the leaders is not limited to guiding the employees or passing directives. The leaders actively participate in the project execution to look into the matters in detail, to resolve the issues instantly and aid in the early completion of the work.
- Support for the Coworkers: – The leaders from time to time must bring in efforts to solve the problems the employees face during the project execution, allocation of proper resources etc. Encouragement and praising the good work is also an eminent part while providing the regular feedback.
- Delegating: – The Delegating process limits the role of the leaders and put forth the power to the employees to select the directions and responsibilities they want to provide a comfort zone to perform at their best with convenience.
- Determining the Developmental Levels: – The leaders can evaluate the progress they are able to introduce in the organization following the Blanchard-Hersey matrix model.
The Situational Leadership not only provides the opportunity to introduce variations in the managerial approach of the leaders, but also provides a comfortable atmosphere for the employees to work and progress.
After reading this article, think about your own team. Are there areas of opportunity? Allow us to be part of coaching your leaders to improve your situational leadership. Call us today at 256-612-0015 for a free consultation.