1. Situational Leadership
Situational Leadership, developed by Paul Hersey and Ken Blanchard, emphasizes the need for leaders to adapt their style based on the readiness and development level of their team members. This model is particularly useful during times of change when different team members may require varying levels of guidance and support.
Key Components of Situational Leadership:
- Assessment of Readiness: Leaders assess the competence and commitment of their team members for specific tasks. This evaluation helps determine the appropriate leadership style to apply.
- Leadership Styles: The model identifies four main styles:
- Directing: High directive and low supportive behavior. Suitable for team members who lack competence but are enthusiastic.
- Coaching: High directive and high supportive behavior. Ideal for those who have some competence but lack commitment.
- Supporting: Low directive and high supportive behavior. Best for competent team members who may lack confidence or motivation.
- Delegating: Low directive and low supportive behavior. Appropriate for team members who are both competent and committed.
- Adaptability: Effective leaders are flexible and can switch between these styles as needed, ensuring that they provide the right level of support and direction to facilitate successful change.
2. Change Management Leadership
Change Management Leadership focuses on the structured approach needed to lead an organization through change. This model integrates principles from change management theories, such as John Kotter’s 8-Step Process for Leading Change, to ensure a systematic and comprehensive approach.
Key Components of Change Management Leadership:
- Creating a Sense of Urgency: Leaders must communicate the need for change clearly and compellingly to mobilize the team.
- Forming a Powerful Coalition: Building a team of influential leaders and stakeholders who can drive the change effort.
- Developing a Vision and Strategy: Crafting a clear vision and strategic plan to guide the change process.
- Communicating the Vision: Using multiple channels to communicate the vision and strategies consistently and effectively.
- Empowering Action: Removing obstacles and enabling team members to contribute to the change effort.
- Generating Short-Term Wins: Identifying and celebrating small successes early in the process to build momentum.
- Consolidating Gains: Using early successes to drive further change and avoid complacency.
- Anchoring Change: Embedding new approaches into the organizational culture to ensure sustainability.
3. Authentic Leadership
Authentic Leadership emphasizes the importance of leaders being genuine, transparent, and ethical. This model fosters trust and loyalty, which are critical during periods of change when team members may feel uncertain and vulnerable.
Key Components of Authentic Leadership:
- Self-Awareness: Authentic leaders have a deep understanding of their values, strengths, and weaknesses. They reflect on their experiences and are open to feedback.
- Relational Transparency: They communicate openly and honestly with their team, sharing information and admitting mistakes.
- Balanced Processing: Authentic leaders make decisions based on a fair evaluation of all information and perspectives. They consider both positive and negative aspects before taking action.
- Internalized Moral Perspective: Their actions are guided by internal moral standards and values rather than external pressures. This consistency builds trust and credibility.
- Building Trust: Authentic leaders cultivate trust by being consistent, reliable, and true to their word. This trust is crucial for gaining support during change.
Conclusion
Situational Leadership, Change Management Leadership, and Authentic Leadership provide diverse approaches for guiding teams through change. By assessing the readiness of team members, employing structured change management practices, and leading with authenticity, leaders can effectively navigate the complexities of organizational transitions. In the final part of this series, we will explore additional models that further enhance a leader's ability to manage change successfully.
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