LESSON 3: Situational Management

Situational Management

P. Hersey and K.H. Blanchard described the way of leading employees. Two dimensions determine that:

1. People orientation – supportive manager's behavior

2. Performance orientation – directive manager's behavior

They added another extent – a manager's leading style should follow an employee's maturity to manage the existing situation.


Situational Management

Management styles following the employee's maturity

Style 1: Directive

An employee doesn't have many experiences, knowledge, and skills in a particular task, and it's necessary to give clear instructions and commands.

Style 2: Participative

It's necessary to focus more on rapport while learning new skills: manager trains and coaches. The leader is still controlling the task performance but asks more for proposals and argues his/her decision with them. The manager supports their development and growth.

Style 3: Supportive

Not too much control of fulfilling the task. The manager supports much more and shares the responsibility for decision-making.

Style 4: Delegative

The whole process involves delegation of competencies, decision-making, and responsibility for problem-solving. The manager still bears the responsibility for the task accomplishment.