Situational Leadership

Situational leadership is, as far as I’m concerned, one of the most effective ways of leading people that I know. Because what it does is it recognizes that people bring different levels of skill and motivation at different stages. In that, in that work. Somebody who comes a brand new to a job who doesn’t have, who’s really starting out, will probably be quite low in the skills they have. And they may have a great motivation to stop. But actually as soon as they find out how little I know, then they can start to feel despondent. I can feel that they really overwhelmed by the task. A person in that situation where he needs a particular style of leadership. A person who is very experienced, who knows the regs really well, who’s who is highly motivated to do, to do the work? They didn’t need a whole lot of very close management and they didn’t need to be helped day by day with what they do by the leader. There’s two different, there’s two people. Oh, there’s two stages. Need different styles of leadership. Often as, as, as leaders, we think that my particular style I like to do to manage people in this way by delegating. Some, I think my preferred style of leadership is delegating. But actually delegating to somebody who is completely inexperienced and who is scared to actually stop the way. It would be a foolish action. What I need to give them, the one who is really inexperienced, the one who is not who doesn’t know how to do the job. I need to teach them how to do it. I need to give them lots of clerks, encouragements in tuition. I need to tell them when they’re not doing it right. Correct. What they’re doing and help them to do it the right way. So situational leadership really takes people from, from it, treats them in the best way that we can to bring them from being low scale and low? Well, too high skill, high will I motivation, if you like, as quickly as possible in the most effective way, by giving them the kind of leadership style they must mean. There’s somebody who’s very inexperienced, needs lots of directing as they grow in and, and motivation. And they’re going to need some, some catch, some coaching, not say much directing, but now coaching, helping them along the path, doing what they do well, helping them do that better, and correcting what they don’t do so well. Again, as the as the expertise and commitment increases. So they then just needs some support in that. Maybe opening up the possibilities for them to help plan things, widening the scope of what they do. And then finally, somebody who’s really has built up that skill is motivated to just to get going. That’s when I can delegate it to them. Say directing, coaching, supporting, delegating. The four key stages of situational leadership. Anyway, applied to the situation. That, that the person, the follower, if you like, the, the, the person who’s doing the work, he’s doing.

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