Situational Leadership® is a model that teaches leaders how to adapt their style based on team readiness and specific tasks.
Situational Leadership® is a practical and repeatable method that leaders use to influence others. The first step in this model is to clearly define the task or objective that needs to be accomplished. In addition, both the leader and the follower assess the follower’s readiness to perform the task. Based on this assessment, leaders choose an approach or style that aligns with their desired outcome, such as empowerment, guidance, or collaboration. By selecting an appropriate style, leaders increase their chances of success in achieving the task at hand.
Situational leaders are effective because they don’t rely on a one-size-fits-all leadership style. Instead, they assess each situation and tailor their approach based on the team’s skill level, motivation, and confidence.
This flexibility empowers leaders to respond to real-time needs, increase engagement, and boost team performance—whether the team member is new and uncertain or highly experienced and self-reliant.
Our Situational Leadership® Training equips leaders with the mindset and techniques to match their leadership style to the development level of their team members. Through this training, leaders learn how to:
Diagnose an employee’s level of competence and commitment.
Choose the appropriate leadership style—from directing to delegating.
Communicate clearly, support growth, and build trust across changing situations.
This model isn’t just theory—it’s a practical framework for developing agile, emotionally intelligent leaders who get results.
Situational Leadership® includes four adaptable styles that guide how leaders should interact with their teams.
Each style is a response to the dynamic needs of your team—helping leaders meet people where they are and guide them to higher performance
Adaptive leadership is no longer a nice-to-have—it’s a must-have. Situational Leadership® empowers leaders to respond precisely to the changing needs of their team members, improving communication, morale, and productivity.
When leaders tailor their approach based on an employee’s level of competence and commitment, they unlock greater performance and engagement. Instead of using a rigid management style, they become enablers of growth—guiding, coaching, or stepping back at the right time.
This approach:
Boosts team confidence and accountability.
Increases motivation and retention, especially among younger or evolving talent.
Encourages faster development of skills and autonomy.
Builds resilience across teams, helping organizations adapt to change more effectively.
Situational Leadership® drives not just individual growth—but organizational momentum. It transforms managers into agile leaders who can lead anyone, anywhere, through anything.
The Four Core Competencies of Situational Leadership® theory, refer to a set of skills that effective leaders should possess in order to effectively lead and support their team or organization. These competencies include the ability to diagnose an individual’s performance readiness, adapt their leadership style based on the needs of the situation and the individual, communicate effectively with their team, and manage the movement towards higher performance.
The Situational Leadership® model is based on the idea that the most effective leadership style will depend on the readiness of the individual or team being led. The model identifies four levels of readiness:
The leader’s job is to diagnose the readiness level of the individual or team and then adapt their leadership style to match the needs of the situation. This may involve providing more support and guidance for individuals who are less skilled and less confident, while providing more autonomy and delegation for those who are more skilled and confident.
Effective communication is also an important aspect of situational leadership®. The leader should be able to clearly articulate their expectations and provide feedback in a way that is understandable and accepted by the team. Finally, the leader should be able to manage the progress towards higher performance by setting goals, providing resources and support, and helping the team to overcome any obstacles or challenges that may arise.
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Situational Leadership® is a flexible and adaptive leadership model developed by Dr. Paul Hersey and Ken Blanchard. It empowers leaders to adjust their leadership style based on the competence and commitment levels of their team members in a given task. The core idea is that there is no single “best” leadership style—effective leadership depends on the situation. Leaders assess the readiness of individuals or teams and apply the appropriate style to drive performance, motivation, and development.
Situational Leadership® is based on four core leadership styles, each suited for different levels of follower readiness:
S1 – Directing: High directive, low supportive. Used when team members are new or inexperienced and need clear guidance.
S2 – Coaching: High directive, high supportive. Ideal when individuals have some competence but still lack commitment or confidence.
S3 – Supporting: Low directive, high supportive. Appropriate for those who are capable but may need encouragement or involvement in decision-making.
S4 – Delegating: Low directive, low supportive. Best for team members who are competent, committed, and can work independently with minimal oversight.
Situational Leadership® is widely adopted across industries and organizational levels. It is used by:
Corporate Leaders and Managers to develop agile leadership practices and improve team performance.
HR and L&D Professionals to design leadership development programs.
Educators and Coaches to tailor feedback and instruction based on learner needs.
Project Managers to effectively lead cross-functional or changing teams.
Global organizations like Coca-Cola, Microsoft, and Procter & Gamble have integrated Situational Leadership® into their leadership training to develop high-performing, adaptable teams.
