February 9, 2013
In search of what situational leadership style would fit me better, I completed the Situational Leadership Style Self-Assessment provided on line and adapted from Hersey and Blanchard. This paper will assess the results of this self-assessment and study its application on a given case study. In the process, I will be discussing if I agree or not with the results and I will be identifying my preferred situational leadership style. In the end, I will be providing the cons and pros in using situational leadership and how they will affect my personal leadership style.
Why analyzing and go through all the aforementioned items? Simply, because a leader should be able to understand herself, the strengths and the weaknesses; it will help in building on the later and work on improving the former. Hence, knowing my situational leadership style will provide me with the know-how adapting tools to my employees’ needs and their level of competence in performing a particular assignment. It diagnoses their readiness, their commitment and their willingness to complete the assigned task. It is a balance between direction and building relationships; as a leader, I should be able to communicate clearly and to be flexible enough to adapt quickly to different settings, people, and challenges. Summary of Self-Assessment
The Situational Leadership is presented in four quadrants, however, one can move in her leadership style endlessly from one quadrant to another: horizontally, vertically or diagonally. My results shows, according to six of my answers, strength in the S2 quadrant– selling/coaching, then I swung toward S3 – participating/facilitating as my four answers out of twelve rested on it. Finally, I had two answers that took me to the S1 square- telling/directing.
Based on the portrayals given to S1, S2, S3 and S4, a leader has to unceasingly keep the balance...