So, you know how there are tons of leadership styles out there? My go-to is the Hersey-Blanchard Situational Leadership Theory (SLT). Here’s why: it’s all about being adaptable. Instead of sticking to one leadership style, it’s about looking at the situation—the people, the tasks—and then shaping your leadership style to fit.
The 4 SLT Leadership Styles
Telling:
When dealing with many tasks and low-level staff members, leaders make decisions, provide direction, and monitor performance closely. Imagine you’re juggling more tasks than you have hands, and your team is like a bunch of eager puppies, just waiting for you to throw the ball. That’s when the telling style comes into play. You’re making decisions left and right, giving directions so clear they could cut glass, and keeping a close eye on performance like your life depends on it. But here’s the kicker: it’s not about being a dictator. It’s about setting the stage for success, guiding your team through the chaos, and ensuring everyone’s on the same page. You’re like the captain of a ship, steering it through stormy waters and keeping it from crashing into the rocks.
Selling:
The selling style is perfect for willing and eager staff members. Leaders still make decisions and provide direction, but the staff “own” the project. When you’ve got a team full of go-getters who are just chomping at the bit to get started, the selling style is where it’s at. You’re still calling the shots and providing plenty of guidance, but here’s the twist: your team isn’t just following orders; they’re jumping into the driver’s seat like they own the whole car. It’s like you’re the coach of a championship-winning team, rallying your players, hyping them up, and then stepping back to let them work their magic on the field. Sure, you’re there on the sidelines, cheering them on and offering pointers when needed, but ultimately, it’s their game to win.
Participating:
The participating style is a nice balance of leader support without the leader providing too much direction, as team members might view it as micromanagement. It’s all about balancing leading from the front and letting your team spread their wings. You’re there for your team, no doubt about it, but you’re not breathing down their necks like a helicopter parent at a kindergarten playdate. Think of yourself as the safety net at a circus. You’re there to catch them if they stumble and offer a helping hand when they need it, but you’re not smothering them with your presence. It’s about trust, folks—trust in your team to get the job done and trust in yourself to let them shine.
Delegating:
Lastly, the delegating style allows a leader to divide up responsibilities, but the leader mainly just monitors the work from afar, never too closely. Delegating is a sweet taste of freedom. When you’ve got a team of seasoned pros who know their stuff inside and out, it’s time to step back and let them spread their wings. You divide the tasks like pie, hand them to your trusty team members, and then sit back and watch the magic happen. But here’s the thing: it’s not about washing your hands off the whole affair and disappearing into the sunset. You’re still keeping an eye on things, checking in occasionally to ensure everything’s running smoothly. It’s about trust, delegation, and knowing when to step in and when to step back. Getting to know these different leadership styles isn’t just about being a better boss—it’s about being a better leader, period. It’s about understanding your team, playing to their strengths, and setting them up for success. So, dive in and see which style works best for you and your team. And if you want to take it to the next level and see how your skills compare to those of the ENGAGE model, click here for a free assessment.
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