You are correct that when situational leadership is judiciously applied, the leader's/manager's style changes according to the needs of the organization. When BEST applied, the leader or manager changes behavior according to the needs of the individual employee and not the organization in general. Certainly, if we hire an entirely new group of people into a job class, they may all be at the same point in terms of their skills/knowledge set and their motivation...but that may not be true, and even if it were true, people quickly separate themselves into those who are more prepared to work independently, and those who need more direction. hence my point about the use of situational leadership.
You didn't answer my question, though, abouthow you would measure a leader's/manager's behavior at any particular time since the application of the situational leadership model is most effective applied to individual contributors.
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