Situational leadership 101

13 min readMar 11, 2023

Leadership is the ability to influence, inspire, guide, and direct a group of people or an organization toward a common goal or vision. It involves quite a variety of skills, traits, and behaviors such as communication, motivation, decision-making, emotional intelligence, and problem-solving, among others. Effective leaders are able to inspire and empower their team, build trust and respect, and create a culture of collaboration and innovation. They are also able to make tough decisions, adapt to changing circumstances, and take responsibility for their actions and outcomes.

There are many different leadership styles, but the main and most common ones in my opinion include:

Autocratic leadership;
Democratic leadership;
Servant leadership;
Visionary leadership.

Now, you might wonder which leadership style is the best one. Well, here is where situational leadership comes into play. Situational leadership is a leadership methodology that was developed by Paul Hersey and Ken Blanchard in the late 1960s and early 1970s and it is based on the idea that there is no best leadership style and that successful leaders adjust their style depending on the specific situation they are facing. The most effective style can indeed vary depending on many factors such as the situation, the people involved and their level of autonomy and decision-making authority, the need and culture of the organization/team, the type of project or task being undertaken, and the desired outcome.

The following chart — inspired by Hersey’s and Blanchard’s situational leadership theories — shows how the four above-mentioned leadership styles differ from one another in terms of supportive and directive behaviors. You can see, for example, how autocratic leadership requires a high directive behavior and a low supportive one, whereas servant leadership requires — on the contrary — a low directive behavior and a high supportive one.

Supportive and directive behavior in different leadership styles

To follow, you can find a structured and fairly detailed classification of those leadership styles showing, for each style, its benefits, challenges, the contexts where it could be appropriate, and the leader’s key features.

Autocratic leadership (aka pacesetter)

Autocratic leadership is a leadership style in which a leader makes decisions without consulting with team members or seeking their input. The autocratic leader has complete control and authority over the team, and team members are expected to follow their directives without question.

An autocratic leader typically provides specific directions and expectations to team members, and closely monitors their work to ensure that tasks are completed to their satisfaction. Autocratic leaders often have a strong vision for their team or organization and are willing to take risks and make tough decisions to achieve their goals.

This type of leadership primarily focuses on performances intended as achieving business objectives in a very effective and efficient way.

👍 Benefits of autocratic leadership

Quick decision-making. In situations where time is essential, an autocratic leader can make decisions quickly and effectively, without getting bogged down in discussions and debates.
Clarity and direction. An autocratic leader can provide clear direction and expectations to team members, which can be especially important in situations where there is a lot of uncertainty or confusion.
Consistency. An autocratic leader can ensure that policies and procedures are followed consistently, which can help to maintain order and efficiency in the workplace.
Accountability. An autocratic leader can hold team members accountable for their actions and ensure that everyone is working towards the same goals.
Decisiveness. An autocratic leader can provide a sense of stability and decisiveness in situations where there is a lot of change or complex decisions to be made.

⚠️ Challenges of autocratic leadership

Lack of engagement. Team members may feel demotivated and disengaged if they don’t have a say in decision-making and don’t feel valued for their contributions.
Resistance to change. Autocratic leaders may face resistance from team members who feel like they are being told what to do without any explanation or discussion.
Limited innovation and creativity. Autocratic leaders may not be open to new ideas and may stifle creativity and innovation within the team.
High turnover. Autocratic leaders may have difficulty retaining top talent if team members feel like they are not being heard or valued.
Limited perspective. Autocratic leaders may have a limited perspective and may not be able to consider all viewpoints and options when making decisions.
Lack of trust. Team members may not trust an autocratic leader who doesn’t consult with them and may be more likely to resist their leadership.
Stressed leaders. Autocratic leaders might be prone to high levels of stress because they usually tend to feel responsible for everything.

🎯 When could autocratic leadership be appropriate?

Crises. In an emergency or crisis, there may be little time for discussion and debate, and quick decisions must be made. In such situations, an autocratic leader may be best suited to take decisive action and give clear direction.
Environments with low-skilled or untrained talents. In situations where talents may lack the necessary skills or knowledge to make informed decisions, an autocratic leadership style can provide clear direction and guidance.
Projects with short and strict deadlines. In such cases, tight timelines may require a leader to make quick decisions and take control of the project to ensure that the team is on track to meet the deadline.
Start-up companies. In a start-up company, there may be a need for a strong leader to make quick decisions and drive the direction of the company. In such situations, an autocratic leader can provide a clear vision and direction to the team.
High-risk environments. In industries such as aviation, where safety is paramount, an autocratic leader can ensure that safety protocols are followed strictly.

🌟 Autocratic leader’s key features

Is self-confident;
Is self-motivated;
Communicates in a clear and consistent way;
Is dependable;
Is practical and pragmatic;
Focuses on goals;
Will jump in to hit goals if needed;
Is highly competent.

Democratic leadership (aka participative)

The democratic style — also known as the “participative style” — is a balanced leadership style between pacesetter and free-rein leadership.

In a democratic leadership style, the leader actively involves team members, encourages them to share their ideas and perspectives, and seeks their input and feedback when making decisions. The leader may still have the final say in decision-making, but they consider the opinions and ideas of team members before making a final decision.

While this process tends to focus on group equality and the free flow of ideas, the democratic leader is still there to offer guidance and control.

👍 Benefits of democratic leadership

Increased collaboration and teamwork. By involving team members in decision-making, the leader can promote collaboration and teamwork among team members. This can help to build a more cohesive and effective team.
Better decision-making. When team members are encouraged to share their ideas and perspectives, the leader can make more informed decisions. By considering a range of viewpoints, the leader can identify potential risks and opportunities that they may not have otherwise considered.
Higher levels of job satisfaction and motivation. When team members feel that their opinions and ideas are valued and respected, they are more likely to be satisfied with their work and feel motivated to perform at their best.
Increased creativity and innovation. By encouraging team members to share their ideas and perspectives, the leader can foster a culture of creativity and innovation. Team members may feel more comfortable taking risks and proposing new ideas when they feel that their input is valued.
Improved communication. When team members are encouraged to share their ideas and perspectives, communication between team members and between the leader and team members can improve. This can help to prevent misunderstandings and promote more effective collaboration.

⚠️ Challenges of democratic leadership

Time-consuming decision-making process. Because democratic leadership involves seeking input and feedback from multiple team members, it can be more time-consuming than other leadership styles. This can be especially challenging in situations where quick decisions need to be made.
Difficulty reaching consensus. When team members have different ideas or opinions, it can be challenging for the leader to reach a consensus that everyone agrees on. This can lead to delays in decision-making and can cause frustration among team members.
Potential for conflict. When team members are encouraged to share their opinions and ideas, there is a potential for conflict or disagreements to arise. This can be challenging for the leader to manage and can impact team morale.
Need for strong communication skills. To effectively implement democratic leadership, the leader needs to have strong communication skills. This includes active listening, providing clear guidance and feedback, and being able to effectively communicate decisions and expectations.
Difficulty adapting to different situations. Democratic leadership may not be the best approach in all situations. In some cases, a more directive or hands-off approach may be necessary. Leaders who are too focused on democratic leadership may have difficulty adapting to different situations.
Social pressure. This style can add social pressure on members of the team who do not like sharing ideas in group settings.

🎯 When could democratic leadership be appropriate?

When solving complex problems. When facing complex problems or challenges, democratic leadership can be effective in gathering input and feedback from team members with diverse perspectives and expertise. By involving team members in problem-solving, the leader can identify creative solutions and make more informed decisions.
During organizational change. When implementing changes in an organization, democratic leadership can be effective in building support and commitment among team members. By involving team members in the change process, the leader can foster a sense of ownership and buy-in among team members.
In projects requiring a high degree of creativity. By encouraging team members to share their ideas and perspectives, the leader can create an environment that is conducive to brainstorming and experimentation.
When managing a highly skilled team. When managing a team of highly skilled professionals, such as scientists or engineers, democratic leadership can be effective in leveraging the expertise of team members. By involving team members in decision-making, the leader can tap into the unique insights and perspectives of each team member.
In a rapidly changing environment. In environments that are rapidly changing, such as in the tech industry, democratic leadership can be effective in staying ahead of trends and emerging technologies. By involving team members in decision-making, the leader can identify new opportunities and stay agile in the face of change.

🌟 Democratic leader’s key features

Values group discussions;
Provides all information to the team when making decisions;
Promotes a work environment where everyone shares their ideas;
Is rational;
Is flexible;
Is an excellent mediator.

Servant leadership (aka coaching)

Servant leadership is a leadership philosophy that emphasizes the leader’s role as a servant to their team members. Servant leaders live by a people-first mindset and believe that when team members feel personally and professionally fulfilled, they are more effective and more likely to regularly produce great work.

Such leaders quickly recognize their team members’ strengths, weaknesses, and motivations to help each individual improve. This type of leader often assists team members in setting smart goals and then provides regular feedback with challenging projects to promote growth.

👍 Benefits of servant leadership

Increased trust. By putting the needs of their team members first, servant leaders can build trust and credibility with their team members. This can lead to better communication, collaboration, and teamwork.
Improved talent engagement. Servant leaders prioritize the growth and development of their team members, which can lead to increased job satisfaction and a sense of purpose in their work.
Better decision-making. Servant leaders actively listen to their team members and value their input and feedback. This can lead to better decision-making and more effective problem-solving.
Higher productivity. When team members feel supported and empowered by their leader, they are more likely to be productive and engaged in their work.
Improved morale. By creating a supportive and empowering environment, servant leaders can boost team morale and foster a positive work culture.
Increased loyalty. When team members feel valued and supported by their leader, they are more likely to be loyal to the organization and stay with the organization long-term.

⚠️ Challenges of servant leadership

Balancing team needs with organizational goals. While servant leaders prioritize the needs of their team members, they must also balance those needs with the goals and objectives of the organization. This can be a difficult balancing act and may require leaders to make tough decisions.
Addressing underperforming team members. Servant leaders may struggle to address underperforming team members or hold them accountable, as they prioritize support and empowerment over discipline. This can lead to a lack of accountability and a negative impact on team morale.
Maintaining boundaries. Servant leaders must be careful to maintain appropriate boundaries with their team members to avoid becoming too involved in personal or non-work-related issues. This can be challenging, especially when team members are facing personal or professional challenges.
Time management. Servant leaders must be able to balance their focus on their team members with their other responsibilities, such as strategic planning and decision-making. This can be challenging, especially in fast-paced or high-pressure environments.
Addressing team member conflict. Servant leaders may struggle to address team member conflict or difficult conversations, as they prioritize harmony and collaboration. This can lead to a lack of conflict resolution and a negative impact on team morale.
Stressed leaders. Servant leaders might get burnt out as they often put the needs of their team above their own.

🎯 When could servant leadership be appropriate?

When building a new team. Servant leadership can be effective when building a new team, as it creates a culture of trust and support that can help team members bond and work together more effectively.
During times of change. Servant leadership can be effective during times of change, such as mergers or restructuring, as it can help ease the transition and create a sense of stability and support for team members.
When addressing team conflicts. Servant leadership can be effective when addressing team conflicts or difficult conversations, as it prioritizes collaboration and communication over conflict.
When developing team members. Servant leadership can be effective when developing team members, as it prioritizes the growth and development of each team member and helps them reach their full potential.
When working towards a shared goal. Servant leadership can be effective when working towards a shared goal or objective, as it creates a culture of collaboration and teamwork that can help the team achieve success together.

🌟 Servant leader’s key features

Is supportive;
Values failures as a way of growing;
Balances relaying knowledge and helping others find it themselves;
Is self-aware;
Motivates their team;
Is empathetic;
Encourages collaboration and engagement;
Commits to growing their team professionally;
Has mutual respect with their team;
Inspires others to achieve their goals;
Is creative.

Visionary leadership (aka free-rein or laissez-faire)

A visionary leadership style is characterized by a leader who is able to inspire and motivate their team by creating a compelling vision of the future. Visionary leaders have a clear understanding of their organization’s mission and values, and they use this knowledge to create a shared vision that inspires their team members to work toward a common goal.

A key aspect of visionary leadership is the ability to create buy-in from team members, stakeholders, and other key players in the organization.

👍 Benefits of visionary leadership

Inspiring and motivating talents. Visionary leaders can communicate a compelling vision for the future that can inspire and motivate talents to work towards a common goal.
Encouraging innovation and creativity. Visionary leaders can foster a culture of innovation and creativity by encouraging talents to think outside the box and come up with new ideas.
Increasing talent engagement. When talents are inspired and motivated, they are more likely to be engaged in their work, which can lead to increased productivity and better results.
Creating a sense of purpose. Visionary leaders can help talents see how their work fits into the bigger picture, creating a sense of purpose and meaning that can increase job satisfaction.
Building a strong organizational culture. Visionary leaders can create a strong organizational culture by setting a clear direction and values that guide decision-making and behavior.
Anticipating and adapting to change. Visionary leaders can anticipate and adapt to change by having a clear understanding of industry trends and being able to pivot the organization toward new opportunities. Because visionary leader does not spend their time intensely managing talents, they often have more time to dedicate to the organization’s vision.

⚠️ Challenges of visionary leadership

Resistance to change. Talents may be resistant to change and may not fully understand or embrace the vision set by the leader. This can lead to tension and conflict within the organization.
Risk of over-optimism. Visionary leaders may become overly optimistic about the potential for success and may overlook potential obstacles or risks. This can lead to poor decision-making and failure to achieve the vision.
Lack of focus. Visionary leaders may have many ideas and initiatives, but without clear priorities and focus, the organization may become unfocused and fail to achieve its goals.
Burnout. Visionary leaders may become so focused on the vision that they neglect their own well-being and that of their talents, leading to burnout and high turnover rates.
Lack of accountability. Visionary leaders may become so focused on the big picture that they fail to hold themselves and others accountable for specific actions and results.
Unrealistic expectations. Visionary leaders may set unrealistic expectations for talents, leading to feelings of frustration and discouragement.

🎯 When could visionary leadership be appropriate?

A new direction. Visionary leaders are particularly effective in situations where an organization needs to pivot towards a new direction, such as entering a new market or adapting to changing customer needs.
Innovation. Visionary leaders can foster a culture of innovation and creativity by encouraging talents to think outside the box and come up with new ideas.
Crisis management. In times of crisis, visionary leaders can provide a clear and compelling vision for how to navigate the situation and lead the organization through the challenges.
Growth and expansion. Visionary leaders are effective in situations where an organization is seeking to expand into new markets or grow its customer base.
Long-term planning. Visionary leaders are effective in situations where an organization needs to plan for the long term, such as developing a strategic plan or investing in new technology.
Building a strong culture. Visionary leaders can help build a strong organizational culture by setting a clear direction and values that guide decision-making and behavior.

🌟 Visionary leader’s key features

Effectively delegates;
Believes in freedom of choice;
Provides sufficient resources and tools;
Offers constructive criticism;
Fosters leadership qualities in the team;
Promotes an autonomous work environment;
Has a great understanding of organizational needs;
Thinks of the big picture;
Is persistent, bold, and optimistic;
Is strategic, innovative, and risk-taking;
Is inspirational and magnetic.

Conclusions

In conclusion, while a given leadership style can be effective in certain situations, I believe it is important to recognize that there is no one-size-fits-all approach to leadership. The most successful leaders are those who can adapt their style to the situation at hand, taking into account the needs of their team and the organization as a whole. For example, during times of crisis, an autocratic leadership style may be necessary to make quick decisions and ensure the organization remains on track. On the other hand, during times of growth and innovation, a visionary leadership style may be effective in fostering creativity and engagement among talents.

So, while there is no silver bullet when it comes to leadership style, by understanding our strengths and weaknesses and being willing to learn and grow, we can become more effective leaders and make a positive impact in our organizations and communities.