SITUATIONAL LEADERSHIP

SESSION OBJECTIVES

Know types of leadership type

Able to choose and implement to most effective

style according to situations or team members’
condition
 SESSION CONTENT

I. TYPES OF LEADERSHIP STYLE

II.SITUATIONAL LEADERSHIP
 SESSION CONTENT

I. TYPES OF LEADERSHIP STYLE

II. SITUATIONAL LEADERSHIP

 DEFINITION

LEADERSHIP STYLE
Is the pattern of behaviors a leader use when he/ she is trying to
influence the behavior of others , as perceived by the team members

Comprise of :
• Directive Behaviors
• Supportive Behaviors

Which played by LEADERS depends on the:

• SITUATIONS and,
• MATURITY of the employees
 Directive Behaviors

Urgent Not Urgent

Important
I II
Important Important

Not Important
Urgent Not Urgent
Leaders using one way
communication

to explain what, when, where, and how

III IV
Not Important Not Important
a job should be done by employees
Urgent Not Urgent
Structure, Control, and Supervise
 Supportive Behaviors

Leaders engage two way communication

to listen, provides support and encouragement, facilitates interaction, and
involves the follower(s) in decision-making
Praise, Listen, and Facilitate

DIRECTIVE PARTICIPATIVE

Leader’s Power

Employees’ MATURITY

Employees’ Freedom
 Types of Leadership Style

High
DIRECTIVE: Low DIRECTIVE: High
SUPPORTIVE BEHAVIOR SUPPORTIVE: High SUPPORTIVE : High

S3 S2
S4 S1
DIRECTIVE: Low DIRECTIVE : High
SUPPORTIVE: Low SUPORTIVE: Low
Low High
DIRECTIVE BEHAVIOR
 Directing

High
DIRECTIVE: Low DIRECTIVE: High  The leader defines the roles of
SUPPORTIVE BEHAVIOR

SUPPORTIVE: High SUPPORTIVE : High

followers and tells them what, how
then and where to do various tasks.
S3 S2
S4 S1  Problem-solving and decision-making
are initiated solely by the manager.
DIRECTIVE: Low DIRECTIVE : High
SUPPORTIVE: Low SUPPORTIVE: Low
Low High
 One-way communication
DIRECTIVE BEHAVIOR

 High supervision
 Coaching

High
DIRECTIVE: Low 
DIRECTIVE: High Leader still provides a great deal of
SUPPORTIVE BEHAVIOR

SUPPORTIVE: High SUPPORTIVE : High

direction and leads with his/her
ideas, but he or she also attempts
S3 S2 to hear the followers’ feelings
about decisions as well as their
S4 S1 ideas and suggestion
DIRECTIVE: Low DIRECTIVE : High
SUPPORTIVE: Low SUPPORTIVE: Low  Two-way communication and
Low High support are increased
DIRECTIVE BEHAVIOR

 Control over decision-making

remains with the leader
 Supporting

High
DIRECTIVE: Low DIRECTIVE: High  Follower(s) has the ability and
SUPPORTIVE BEHAVIOR

SUPPORTIVE: High SUPPORTIVE : High

knowledge to do the task

S3 S2  The locus of control for day-to-

S4 S1 day decision-making and
problem-solving shifts from
DIRECTIVE: Low
leader to follower.
DIRECTIVE : High
SUPPORTIVE: Low SUPPORTIVE: Low
Low
DIRECTIVE BEHAVIOR
High  The leader’s role is to provide
recognition and to actively listen
and facilitate problem-solving
/decision-making on the part of
the follower.
 Delegating

High
DIRECTIVE: Low DIRECTIVE: High  Leader discusses the problems
SUPPORTIVE BEHAVIOR

SUPPORTIVE: High SUPPORTIVE : High with subordinate(s) until joint

agreement is achieved on problem
definition and then the decision-
S3 S2 making process is delegated totally
S4 S1 to the follower.

DIRECTIVE: Low DIRECTIVE : High  The subordinate has significant

SUPPORTIVE: Low SUPPORTIVE: Low
control for deciding how tasks are
Low High
DIRECTIVE BEHAVIOR
to be accomplished.

 Follower(s) are allowed to “run

their own show”
 SESSION CONTENT

I. TYPES OF LEADERSHIP STYLE

II. SITUATIONAL LEADERSHIP

 Case Group Discussion

• Arnold is a potential staff that has recently promoted

into first line management level

• He has 4 subordinates with various characteristic

 Junior
 Yuminten
 Martono
 Richard

Please advise him

which leadership style will be effective to
implement to his subordinates
Key to Effective Leadership

KEY to EFFECTIVE LEADERSHIP

=
SITUATIONAL LEADERSHIP

Leadership Style FLEXIBILITY

vs
Employees’ SITUATIONS and
DEVELOPMENT LEVEL
 Employees Development Level

Employee Development Level is defined by :

Competence The ability (knowledge and skills) to

perform the task

Commitment The level of confidence and

motivation to perform the task
 Employees Development Level

Self-Reliant Achiever Capable but Cautious Disillusioned Learner Enthusiastic

(D4) Contributor (D2) Beginner
(D3) (D1) DEVELOPING
DEVELOPED

High Competence Moderate to High Low to Some Low Competence

Competence Competence

High Commitment Low Commitment Low Commitment High Commitment

Development Level does not apply to a Person globally

Development Level must assess the person’s
Competence and Commitment to a SPECIFIC goal or task
 Applying Situational Leadership

Hig h
DIRECTIVE: Lo w DIRECTIVE: Hig h
SUPPORTIVE: Hig h

SUPPORTIVE BEHAVIOR
SUPPORTIVE : Hig h

S3 S2
S4 S1
DIRECTIVE: Lo w DIRECTIVE : Hig h
PEOPLE: Lo w SUPORTIVE: Lo w
Lo w DIRECTIVE BEHAVIOR Hig h

D4 D3 D2 D1
High Competence Moderate to High Low to Some Low Competence
High Commitment Competence Competence High Commitment
Low Commitment Low Commitment
DEVELOPED DEVELOPING
 Reflect and Share Your Insights

What is your dominant leadership style ?

What leadership style you need to develop?

How is your leadership style effectiveness?

To bring out the best in others,

leadership must match the development level of the person being lead
 Improving Leadership Effectiveness

How to improve Leadership Effectiveness ?

 Practice handling situations that require your developing

style

 Partner with someone who has your weakest style as their

strongest

 Ask feedback from your team on what they would like

from you (support or direction)
 Building Maturity

Step by step, Leaders decreasing DIRECTIVE behavior and increasing

SUPPORTIVE behavior

• Step 1:
If employees’ achievement beginning to get
better, then Leaders begin to decrease the
Directions.

• Step 2:
Leaders begin to increase support to sustain the
good behavior
 SUMMARY

 Types of leadership style

 Choose the most effective leadership style to be

implemented according to situations or team
members’ condition
The ULTIMATE GOAL of a LEADER
is to make THE PERFECT CLIMATE
for the EMPLOYEES, so that they can
ACCOMPLISH their JOB better & better
INDEPENDENTLY.