Situational Leadership is an approach whereby a manager can determine what the best leadership technique is for the particular situation. In my opinion, this is a viable leadership style because it allows an individual to determine what the best course of action is in a given situation. It allows one to assess the needs of each employee and takes into consideration that everyone works differently and may require different types of support from one’s supervisor. The Situational Leadership Questionnaire helped me understand how I benefit from certain types of managers whether they are supportive or directive. It also helped me to understand why, in the past, I chose different managing styles for different employees.
Situation one (1) dealt with a highly competent employee that did not need a lot of direction or emotional support. She had the knowledge, respect of other staff and the desire to get the job done. I determined that her development level was four (4) and the course of action should be A (“Assign the project to her and let her determine how to accomplish it”). I feel that this is the type of employee that can handle the project and come up with solutions as needed. In addition, I think that should she need direction or support she would feel comfortable enough to ask for it.
In contrast, situation two (2) dealt with an inexperienced employee that wanted to do well, but did not have good follow-through skills. I gave this employee a D4 and the course of action would be C (“Define the steps necessary to complete the assigned tasks and monitor her performance frequently”). I chose this development level because she did not have grasp of the job, but still wanted to do well. I believe the action chosen would help understand the task and how it is to be completed while also providing the necessary support. Having a manager monitor her progress would also help with her follow-through skills as she knows that she will have to come up with answers as to how...