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- เผยแพร่เมื่อ 2 มิ.ย. 2024
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In this video, we'll explain the Situational Leadership Model.
In fact, we'll cover the latest version of the Situational Leadership Model developed by Kenneth Blanchard (also called SLII or SL2).
We'll look at an example of how to use the model and explain the differences from the original version of the model developed by Hersey and Blanchard.
Read more in our companion article:
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I have used the Situational Leadership model very successfully for 25 years. Most of my direct reports tell me I am the best boss they ever had!
After watching the videos, I can understand how my employment journey was and relate to this explanation. This is how I describe each stages:
D1: boss gives you a small task you surely can do.
D2: boss gives you a task, frequent updates needed, any issues in the road should be consulted, you offers solution, boss will approve it.
D3: boss gives you a task, you make the strategy and decide, boss will give you their opinion but not to disapprove.
D4: boss places you to a new role/job, you figure out what to do.
I went through a class with this topic and didn't understand it. You just simplified it and made it so easy to retain. Thank you
Outstanding presentation. Very easy to understand to include the examples provided and truly how we as leaders adjust whether daily or long-term vision.
Excellent narration making it extremely easy to follow, understand & retain the contents. Only a few in the world are masters in this. Thanks a lot for your time, patience and willingness to support this way. Best Regards
Thank you for the explanation. Extremely easy to understand.
Phenomenal! Helped me a lot! Easy to understand. Will dig in more into this. Thank you!
Initially, I only viewed this model as managing employees based on employee maturity and task difficulty, and had not gone in depth (with all those different approaches as outlined on 4 quadrants), later to only realize I do not understand it at all. I was having difficulty completing one of my L7 assignment and now it's clear. Thanks EPM for delivering such a simplified presentation.
Just want to say a big thanks to EPM for creating these videos. I'm currently studying for an exam on Leadership & Strategic Implementation next week and these videos have been a massive help in revisiting key theories in leadership. The advantages and disadvantages listed for each theory at the end are also extremely useful from a critical analysis perspective. Great work!
Thank you for the kind feedback! Best of luck with your exam!
Great presentation - very clear and to the point. Thank you!
Liked it very much i always find hard to understand management principles this video made the topic very easy to understand. Thank you
Superb video! So clear and easy to understand!
Excellent video, good explanation with example and also taking the time to describe the differents version of the models and the terminology.
Thanks EPM for sharing such a useful video.
Thank you for explaining this so simply.
I enjoy EVERY video on this channel, it helps me to understand abstract theories and methods, especially in those fields I - as a psychology student and layperson - don´t have any access to. Thank you very much, for posting so much knowledgeable and instructive content!!
Great to hear!
Thank you so much!!! I was reading about it. It was vague and fluff. Then I hopped on youtube. Voila. Watched your video and now I know what it is, how to use it, and when to use it! Love the channel. I shared this channel with all my classmates.
Glad I could help!
The elaborative way the presenter narrates is cool.
Very well presented however would not necessarily agree that if you have a D1 employee you should use a directing style. This can sometimes squash creativity and confidence - I would go a step further and say the style deployed also depends on the individual in question and degree of risk. I have allowed work experience students to lead and it is astounding to watch what unfolds …. :)
very well explained 👍🙏thanks so much
Thank you for that. Great refresher for me.
Thanks for this. Keep 'em comin'.
Thanks! It was helpful.
Excellent, very easy to understand.
Thank you sir
Brilliant information many thanks.
Well explained !
Very useful explanation that is easy to understand.
wonderful, thanks for sharing, very simple and straight forward,
Lovely session! ❤️
Excellent and clear!
Beautifully explained
Nice video, thanks!
Very clear explanation
Thank you so much for this...
thanks a lot! from Swedistan
This is an excellent piece of work. More examples are needed however.
Really helpful.. thanks
very useful video, thank you
very helpful thank you
so touching for an excellent video
Fantastic!
Plz do a similarities and differences video of path goal vs situational theory
Thank you so much. ❤
thanks alot this helped so much
Just an update I passed this subjects this semester😍 thanks again
Awesome explanation 👌🏻👌🏻👌🏻👌🏻👍🏻👍🏻👍🏻👍🏻👍🏻👍🏻👍🏻
Hi thanks for the video. I'm a bit confused at one part of the model.
According to the model if I have someone who is new to the job and doesn't know what they are doing then they are at a D1 level. Therefore according to the model I should adopt a S1 directive approach. However, from my style of leadership, even if the employee is new I still like to receive feedback from them and I'm open to suggestions. Does this mean that I can have someone who is a D1 level but I use a S2 approach?
Thanks,
Ollie
Hi, In the directive style or S1 style of Leadership, it does recommend a High Level of Direction, but a low(er) level of Support (or asking for feedback) than you would with a more experienced employee. So while you must give a LOT of direction, it's perfectly fine, and indeed recommended that you always have a 2 - way discussion, asking for feedback and opinions.
Thank you
This was very nice, it is the first time I look into the Situational Leadership Model and I have one question. What about the employee that you coach but he/she does not take the coaching, meaning, he has no initiative to follow through what was discussed because he believes he is more senior than he actually is. How to address this in the situational model leadership style
You are describing a situation where coaching isn't working for the employee. So, I'd suggest the leader to adapt his / her leadership style from coaching to directing.
The video sound is pretty good, beyond my imagination
🎯 Key Takeaways for quick navigation:
00:00 📚 Introduction to Situational Leadership Model
- Situational Leadership Model is based on the idea that the best leadership style depends on the situation, tasks, and the team's makeup.
- The model helps leaders adjust their leadership style deliberately based on the situation.
01:21 🎯 Key Components of the Model
- The model has two axes: directive behavior and supportive behavior, which determine the leadership style.
- It also identifies four primary leadership styles: S1 (Directing), S2 (Coaching), S3 (Supporting), and S4 (Delegating).
04:37 📊 Employee Development Levels
- The model categorizes employees into four development levels: D1 (Enthusiastic Beginner), D2 (Disillusioned Learner), D3 (Capable but Cautious Performer), and D4 (Self-Reliant Achiever).
- Development levels can change over time and are task-specific.
06:46 🔄 Adapting Leadership Style
- Leaders can use the model to choose the most appropriate leadership style based on their subordinates' development level.
- The model emphasizes the importance of adapting leadership style to the evolving situation.
Made with HARPA AI
Easy to realise which style is leadership
I am afraid, here they mixed up the role "Manager" with the "Leader" one. Those look similar but differ in reality. When we talk about the situation, as mentioned, that the team is performing tasks and even make a decision then we have here not Leader, but maybe, Manager, or even a Supervisory role.
I can see why you think that but there is no mix up. Whether you are a leader or not isn't defined by "what" your team does, but by your autonomy to set the future direction for that team. For example, a CEO of a small 10 man business is still a leader even if their team is doing pretty mundane tasks. Why? Because they have autonomy to set the direction e.g. if a new market should be entered, if the company's social presence should move away from Facebook etc. Hope this helps.
APA Citation (Check Citation before submission):
EPM [Expert Program Management]. (2018, November 21). Situational leadership model explained [Video]. TH-cam. th-cam.com/video/pykuvuA-QFU/w-d-xo.html
The video sound is pretty good, beyond my imagination