By: Patty Prosser
No one leadership style fits every situation. Whether taking on a new team, facing a crisis with a team member, or with a project change, leaders need to learn to adapt and flex their leadership style depending on the situation! We commonly refer to this as “Situational Leadership”.
“Situational Leadership” is a leadership approach where leaders adapt their style based on the situation and the needs of their team members. It involves understanding the task at hand and the readiness level of the individual or group performing the task, then choosing the most effective leadership style to guide them. This approach emphasizes flexibility and tailoring leadership to the specific context.
Agility and the ability to adapt to various situations are quickly becoming one of the defining traits of effective leadership in today’s fast-paced and unpredictable world. Let’s unpack why that matters and what it looks like in practice.
Why Agility is Essential for Modern Leaders
- Rapid Change: From technological disruption to global crises, leaders face constant change. Agility allows them to pivot strategies without losing momentum.
- Diverse Teams: Today’s workforce is more diverse than ever. Agile leaders adapt their communication and management styles to meet the needs of different individuals.
- Data-Driven Decisions: With access to real-time data, leaders must be flexible enough to revise decisions based on new insights.
- Crisis Management: Whether it’s economic uncertainty or reputational risk, agile leaders respond quickly and effectively under pressure.
What Situational Leadership Looks Like
Trait Description
Situational Awareness: Reads the room and adjusts tone, strategy, or pace accordingly
Empathy and Listening: Understands team dynamics and adapts to emotional and cultural cues
Decisiveness: Makes timely decisions, but isn’t afraid to reverse course if needed
Experimentation: Tries new approaches, learns from failure, and adapts quickly
Empowerment: Delegates authority and trusts others to lead in their areas of expertise
The best leaders aren’t rigid; they’re adaptive. They know that leadership isn’t one-size-fits-all, and they tailor their approach based on the context, the people involved, and the challenges at hand. Different People have Different Needs – a high-performing team member may thrive with autonomy, while a new hire might need more guidance. Great leaders adjust accordingly.
Additional areas where adaptability may be critical are when goals are evolving. As priorities shift – whether due to market changes, internal restructuring, or innovation – leaders must recalibrate their style to stay aligned. Sometimes a situation may call for decisive command; other times, it may demand consensus-building and shared ownership
Style Best Used When… Key Traits
Directive Quick decisions are needed; stakes are high Clear instructions, firm control
Coaching Developing talent or guiding through change Supportive, developmental focus
Democratic Seeking input or building team buy-in. Collaborative, inclusive
Affiliative Team morale is low or conflict needs resolution Empathetic, harmony-focused
Visionary Inspiring long-term goals or navigating transformation Big-picture thinking, motivation
How This May Play Out in Action
Imagine you are a leader of a team, and you are launching a new product or service…
- During a crisis, you may take a directive approach to resolve issues fast.
- When onboarding new team members, you may need to shift to coaching.
- For brainstorming features, you might use a democratic style.
- If tensions rise, an affiliative approach may be best.
- And, throughout, you need to keep the team aligned with a visionary message.
The bottom line is that the best approach is to:
- Analyze the situation: Assess the task, the team members involved, and their readiness to perform the task.
- Choose the appropriate style: Select a leadership style that best fits the situation, whether it’s directive, supportive, coaching, or delegating.
- Be flexible: Adjust their approach as the situation evolves and team members’ needs change.
Real-World Impact
According to Harvard Business School, today, more than 70% of employees say that connecting to their company’s culture and values motivates them to do their best work. That connection often begins with how leaders communicate and handle different situations – and it’s not “one-size-fits-all”!
To learn more about this and other leadership skills, please visit The Center for Leadership Excellence at www.cleindy.com.
Patty Prosser is Co-Founder and Coaching Practice Leader at The Center for Leadership Excellence. For more information, contact Patty at 317-727-6464 or at pprosser@cciindy.com.