In this blog post, you\u2019ll find out:<\/p>\n\n\n\n
- \n
- What situational leadership implies,<\/li>\n\n\n\n
- What Situational leadership theory proposes, <\/li>\n\n\n\n
- What the main advantages and disadvantages of this leadership model are, and<\/li>\n\n\n\n
- What activities can help you develop situational leadership skills.<\/li>\n<\/ul>\n\n\n\n
So, let\u2019s dive in!<\/p>\n\n\n
\n![\"Situational](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/09\/Situational-leadership-placeholder-cover.png\")
<\/figure>\n<\/div>\n\n\nWhat is situational leadership?<\/h2>\n\n\n\n
Situational leadership is a framework that enables leaders to adapt their leadership style to current circumstances<\/strong>. <\/p>\n\n\n\n
In other words, situational leadership style implies a flexible approach to each unique situation to meet the needs of the team or individual team members.<\/p>\n\n\n\n
Therefore, the key elements of situational leadership are the following:<\/p>\n\n\n\n
- \n
- The work<\/strong>: A task that the follower should perform.<\/li>\n\n\n\n
- The follower<\/strong>: A team member who is assigned a specific task and has a certain level of experience and willingness to complete it.<\/li>\n\n\n\n
- The leader<\/strong>: A person who provides a leadership style to help the follower complete a specific task. <\/li>\n<\/ol>\n\n\n\n
Namely, to lead their teams successfully, leaders should adjust their style by considering variables such as:<\/p>\n\n\n\n
- \n
- The team member\u2019s experience and personality,<\/li>\n\n\n\n
- The importance of the task, and<\/li>\n\n\n\n
- Current external circumstances.<\/li>\n<\/ul>\n\n\n\n
Therefore, situational leadership empowers leaders to deal with different situations in the workplace and bring out the best in team members. <\/p>\n\n\n\n
For instance, when setting up the ground for effective work with a new team member, managers dedicate more time and energy to helping them mesh well with the team and settle into their new role. <\/p>\n\n\n\n
On the other hand, when working with experienced team members, managers should have a hands-off approach and give them more authority. This way, leaders help their team grow their skills and go the extra mile.<\/p>\n\n\n\n
What is a situational leader?<\/h3>\n\n\n\n
In connection with the situational leadership definition, we can note that a situational leader is a leader who considers:<\/p>\n\n\n\n
- \n
- The characteristics and challenges of the current situation, and<\/li>\n\n\n\n
- The team members\u2019 experience level and motivation.<\/li>\n<\/ul>\n\n\n\n
Therefore, a situational leader is able to perceive the conditions of each situation and adapt their approach accordingly. <\/p>\n\n\n\n\n
\n\n Free team communication app<\/span>\nImprove collaboration and cut down on emails by moving your team communication to Pumble.<\/p>\n\n
\n Sign up<\/a>\n\n <\/div>\n <\/div>\n\n\n\n \n ![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/default.png\")
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\nSituational leadership theory <\/h2>\n\n\n\n
In 1969, Ken Blanchard and Paul Hersey developed the Situational Leadership Theory<\/em> as a result of the belief that there isn\u2019t a best universal leadership style.<\/p>\n\n\n\n
Namely, this theory proposes that leaders should determine the performance readiness level of a team member<\/strong> \u2015 which indicates their ability (task maturity<\/strong>) and willingness (psychological maturity<\/strong>) to perform a specific task.<\/p>\n\n\n\n
So, once leaders diagnose performance readiness, they can adjust their leadership style accordingly.<\/p>\n\n\n\n
Therefore, Hersey and Blanchard suggest a Situational leadership model that includes the 4 types of leadership styles, which are defined by two dimensions:<\/p>\n\n\n\n
- \n
- Task (directive) behavior <\/strong>\u2015 <\/strong>the extent to which the leader guides the followers and tells them what<\/em> and how<\/em> to do.<\/li>\n\n\n\n
- Relationship (supportive) behavior <\/strong>\u2015 <\/strong>the extent to which the leaders allow the followers to make decisions and engage in two-way communication<\/a>.<\/li>\n<\/ol>\n\n\n\n
So, let\u2019s dig deeper into each type of situational leadership style. <\/p>\n\n\n
\n![\"Situational](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/09\/Situational-Leadership-Styles.png\")
<\/figure>\n<\/div>\n\n\nLeadership style #1: Telling <\/h3>\n\n\n\n
Telling, or directing, involves a direct approach, meaning leaders tell their followers exactly what<\/em> and how<\/em> to do. <\/p>\n\n\n\n
This leadership style describes an approach that is high on Task behavior and low on Relationship behavior<\/strong>. <\/p>\n\n\n\n
Thus, this style is suitable for new team members who need close supervision and guidance.<\/p>\n\n\n\n
In this leadership style, the communication flow is from the leader to the follower<\/strong>. <\/p>\n\n\n\n
With that in mind, the responsibility of the leader is to ask the follower whether they have any questions, so the follower doesn’t hesitate to ask for clarification.<\/p>\n\n\n\n
Simplify your workplace communication with Pumble<\/a><\/p>\n\n\n\n
Leadership style #2: Selling<\/h3>\n\n\n\n
A leadership style with a high level of both Task and Relationship behavior<\/strong> is the selling or persuading style. <\/p>\n\n\n\n
Leaders use this leadership style with followers who are unable but willing to perform a specific task. In other words, they are motivated but inexperienced, so leaders should encourage them to develop skills. <\/p>\n\n\n\n
Thus, in this leadership style, leaders will tell<\/em> less and suggest <\/em>more.<\/em><\/p>\n\n\n\n
Namely, leaders \u201csell<\/em>\u201d their ideas to team members and act as coaches. They recognize the follower\u2019s progression and motivate them to improve their skills and grow. <\/p>\n\n\n\n
For instance, selling is the right style for leading team members who are starting with new types of tasks they haven\u2019t done before. <\/p>\n\n\n\n
Leadership style #3: Participating <\/h3>\n\n\n\n
Participating, or sharing, is a low-task and high-relationship style<\/strong>, so it\u2019s useful when the follower is experienced but unconfident or unwilling to perform the task. <\/p>\n\n\n\n
In this style, leaders support and participate with the follower to ensure the task is being completed at the level required. <\/p>\n\n\n\n
Most importantly, leaders focus more on the relationship with the follower rather than the task itself.<\/p>\n\n\n\n
Leadership style #4: Delegating <\/h3>\n\n\n\n
A delegating leadership style is characterized by low levels of both Task and Relationship behavior<\/strong>. <\/p>\n\n\n\n
Therefore, this style is useful for followers who are:<\/p>\n\n\n\n
- \n
- Motivated,<\/li>\n\n\n\n
- Competent, and<\/li>\n\n\n\n
- Highly committed. <\/li>\n<\/ul>\n\n\n\n
The leader can delegate tasks to the follower without having to provide guidance and compliments all the time. <\/p>\n\n\n\n
![\"The](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2021\/12\/The-delegating-communication-style-can-empower-employees-1024x633.png\")
An example of a leader delegating tasks to an employee, as seen in this exchange on Pumble, a team messaging app by CAKE.com<\/figcaption><\/figure>\n\n\n\n However, it doesn\u2019t mean that the leader should forget to give recognition and praise the followers professionally<\/a> to support them.<\/p>\n\n\n\n
\n\ud83d\udca1 <\/strong>PUMBLE PRO TIP<\/strong><\/p>\n\n\n\n
Collaborative leadership involves a collaborative decision-making process, so everyone in a team takes responsibility for the whole. To learn more about how to take advantage of collaborative leadership and how to create a team-centric mindset, check out our blog post:<\/p>\n\n\n\n
- \n
- Collaborative leadership: creating a team-centric mindset<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n\n\n\n Empower team communication<\/span>\n
Discuss, share & collaborate with Pumble, a team communication app.<\/p>\n\n
\n Explore<\/a>\n\n Sign up<\/a>\n <\/div>\n <\/div>\n\n\n\n \n ![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/landing-1.png\")
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\nWhat is the most important characteristic of a situational leader?<\/h2>\n\n\n\n
Maybe you\u2019ve heard the phrase: \u201cLeaders are born, not made\u201d<\/em>, but does leadership actually come naturally or can it be learned?<\/p>\n\n\n\n
Even though some people might have a natural tendency toward leadership, situational leadership is a skill that people can learn and practice<\/strong>. <\/p>\n\n\n\n
As different conditions require different approaches, the key is to recognize the characteristics and challenges of the situation. <\/p>\n\n\n\n
So, let\u2019s see what qualities and skills are essential to successful situational leaders.<\/p>\n\n\n\n
Characteristic #1: Self-awareness <\/h3>\n\n\n\n
A good situational leader is aware of both themselves and others<\/strong>. Namely, they can recognize their strengths and weaknesses, and continuously make an effort to improve their leadership skills.<\/p>\n\n\n\n
Aside from that, they can accurately recognize others\u2019 competence, confidence, and willingness to perform a specific task \u2015 which helps them determine their performance readiness level.<\/p>\n\n\n\n
Most importantly, they are well aware of the environment<\/strong>, which helps them adapt to each task and needs of the current circumstances. <\/p>\n\n\n\n
Characteristic #2: Flexibility <\/h3>\n\n\n\n
As we said, situational leaders have the ability to adapt to different conditions, whether they\u2019re related to the team members or external circumstances. <\/p>\n\n\n\n
Therefore, situational leaders are flexible and ready to adjust their leadership style<\/strong> to ensure the best outcomes.<\/p>\n\n\n\n
Characteristic #3: Active listening<\/h3>\n\n\n\n
In addition to flexibility, the most important skill of situational leaders is active listening<\/a>. <\/p>\n\n\n\n
To recognize team members\u2019 motivation and competence for specific tasks, leaders need to practice active listening to fully understand them.<\/p>\n\n\n\n
Characteristic #4: Encouragement<\/h3>\n\n\n\n
The responsibility of situational leaders is to create a psychologically safe work environment<\/a>, so team members feel free to share their opinions and concerns and give suggestions.<\/p>\n\n\n\n
This way, leaders encourage followers to participate and contribute to the overall team\u2019s success.<\/p>\n\n\n\n
Characteristic #5: Coaching skills<\/h3>\n\n\n\n
Situational leaders are also known for their great coaching skills. <\/p>\n\n\n\n
Namely, coaching leadership style<\/a> is critical for the followers who are at the selling leadership style level \u2015 they have limited experience, but they\u2019re motivated. <\/p>\n\n\n\n
Thus, they need a leader who will be committed to their constant growth and help them acquire new knowledge and skills.<\/p>\n\n\n\n
Refine your coaching and communication skills in Pumble<\/a><\/p>\n\n\n\n
Characteristic #6: Sense of balance<\/h3>\n\n\n\n
In light of previous characteristics, we can note that situational leaders must have a sense of balance.<\/p>\n\n\n\n
According to Sean Stewart<\/a>, a Leadership Expert and Business Consultant, successful situational leaders know how to adjust their skills and experience to the current situation.<\/p>\n\n\n\n
\n\n![\"Sean](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/09\/Sean-Stewart.jpeg\")
<\/figure>\n<\/div>\n\n\n\n\n\u201cThe most important skill that a (situational) leader must have is a sense of balance. They must know how to balance the weight of their pre-existing skills and experience with the fact that every situation is unique and must be approached as such. <\/em><\/p>\n\n\n\n
That requires a mix\/balance of humility and an openness to feedback from the team, with confidence on the part of the leader, built upon those years of experience. So, the art of balance, the ability to stand back and assess, and a finely tuned sense of humility and confidence. It’s not an easy task to carry out and this, I think, is why some leaders fail.\u201d<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
Situational leadership examples<\/h2>\n\n\n\n
The best way to understand situational leadership is to take a look at examples of famous situational leaders whose successes demonstrate their leadership skills.<\/p>\n\n\n\n
So, let\u2019s take a look at some great examples of situational leaders. <\/p>\n\n\n\n
Example #1: Colin Powell, former US Secretary of State<\/h3>\n\n\n\n
Colin Powell was an American politician and United States Secretary of State who used to apply situational leadership framework. <\/p>\n\n\n\n
His famous quote is: <\/p>\n\n\n\n
\n
\u201cLeadership is solving problems. The day soldiers stop bringing you their problems is the day you have stopped leading them<\/em>\u201d. <\/p>\n<\/blockquote>\n\n\n\n
In an interview with Forbes<\/a>, Powell emphasized that he practiced situational leadership \u2015 as everyone has a different personality, skills, and experience. <\/p>\n\n\n\n
Additionally, he pointed out that he used to adjust his leadership style according to the strengths and weaknesses of people.<\/p>\n\n\n\n
Example #2: Dwight D. Eisenhower, the 34th president of the United States<\/h3>\n\n\n\n
Dwight D. Eisenhower was the supreme allied commander during World War II, and later the 34th US president.<\/p>\n\n\n\n
His strategic planning and ability to use different leadership styles in different situations made him an outstanding situational leader.<\/p>\n\n\n\n
Namely, the period after the Second World War ended was unpredictable, so Eisenhower had to adjust his leadership approach to the high level of uncertainty and rapidly changing circumstances.<\/p>\n\n\n\n
Furthermore, he had a great capacity for adapting to different individuals. During his presidency, he used powerful tactics such as analyzing other political leaders.<\/p>\n\n\n\n
Aside from his adaptability and flexibility that allowed him to respond effectively to different situations, Eisenhower was famously known for the Eisenhower method \u2015 task management tool that helps you prioritize tasks by urgency and importance. <\/p>\n\n\n\n
This methodology divides tasks into 4 categories:<\/p>\n\n\n\n
- \n
- Urgent and important<\/strong>: Tasks that contribute to long-term goals, and require immediate action. <\/li>\n\n\n\n
- Important, but not urgent<\/strong>: Tasks that contribute to long-term goals, but don\u2019t require immediate action. <\/li>\n\n\n\n
- Urgent, but not important<\/strong>: Tasks that require immediate action, but don\u2019t contribute significantly to goals<\/li>\n\n\n\n
- Neither important nor urgent<\/strong>: Unnecessary tasks. <\/li>\n<\/ol>\n\n\n\n
With this tool, leaders can easily prioritize tasks and avoid distractions.<\/p>\n\n\n\n
Example #3: John Wooden, former basketball coach<\/h3>\n\n\n\n
A legendary basketball coach, John Wooden, has attributed his huge success to strong leadership skills.<\/p>\n\n\n\n
Moreover, Kravis Leadership Institute<\/a> presented Wooden as an outstanding situational leader.<\/p>\n\n\n\n
In a Psychology Today article<\/a>, Wooden is presented as a leader who focuses on sincerity and humility, and most importantly, who makes leadership about the followers, not about the leader.<\/p>\n\n\n\n
His willingness to adjust his leadership style to team dynamics is reflected in his famous quote:<\/p>\n\n\n\n
\n
\u201cWhen you\u2019re through learning, you\u2019re through.<\/em>\u201d <\/p>\n<\/blockquote>\n\n\n\n
Example #4: Jack Stahl, former president of Coca-Cola and Revlon<\/h3>\n\n\n\n
Jack Stahl is an influential situational leader whose book Lessons on Leadership<\/em><\/a> reveals his fundamental leadership skills.<\/p>\n\n\n\n
He highlights the importance of the ability to develop people. To achieve so, it\u2019s important to know what skills are critical for success and to be involved in the progress of each team member.<\/p>\n\n\n\n
As a situational leader, he used to follow people in their development process, coach them, and adjust the approach accordingly.<\/p>\n\n\n\n
Why is situational leadership critical for teams?<\/h2>\n\n\n\n
Our contributor, Sean Stewart, shares his opinion that all good leadership is situational.<\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cEach situation is different and requires fresh appraisal in terms of how to lead through the problem and achieve the result needed. <\/em><\/p>\n\n\n\n
As the ancient Greek philosopher Heraclitus said, \u2018You can’t step into the same river twice.\u2019<\/em><\/p>\n\n\n\n
So even if a leader is leading the very same team, into a very similar situation, it will never be exactly the same. At the absolute least, the people will be older (even if by a day) and have more experience. Their expectations might be different or more evolved. <\/em><\/p>\n\n\n\n
So, having a leader who tackles each problem based on the exact situation at that time is crucial. <\/em><\/p>\n\n\n\n
This is not to say that the leader ought to start with a blank slate every day and reinvent the wheel every time a new project comes along. It is to say that the leader should be alert to the fact that each project is unique.\u201c<\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
<\/div>\n\n\n\nTherefore, each situation is unique and as such requires a unique approach. <\/p>\n\n\n\n
With that in mind, we can better understand how situational leadership helps teams adapt to different circumstances and challenges.<\/p>\n\n\n\n
What are the advantages of situational leadership?<\/h2>\n\n\n\n
All things considered, we can note that situational leadership skills are critical for thriving in an ever-changing work setting<\/strong>. <\/p>\n\n\n\n
However, like any leadership model, situational leadership has both pros and cons.<\/p>\n\n\n\n
So, first, let\u2019s go over some advantages of the situational leadership framework. <\/p>\n\n\n\n
Advantage #1: Situational leadership improves team communication<\/h3>\n\n\n\n
We spoke to a Leadership Expert and Keynote Speaker, Paul Bramson<\/a>. He highlights that situational leadership helps leaders communicate effectively<\/a> with team members:<\/p>\n\n\n\n
\n\n![\"Paul](\"https:\/\/pumble.com\/blog\/wp-content\/uploads\/2023\/09\/Paul-Bramson.jpeg\")
<\/figure>\n<\/div>\n\n\n\n\n\u201cEffective communication is an element of almost every leadership style and certainly holds true with situational leadership. Situational leadership encourages open and effective communication between leaders and team members. <\/em><\/p>\n\n\n\n
Leaders are required to assess the needs and capabilities of their team and then communicate clearly about expectations, goals, and tasks. This helps prevent misunderstandings and ensures that everyone is on the same page.<\/em>\u201d<\/p>\n<\/div>\n<\/div>\n\n\n\n
<\/div>\n\n\n\n\n\n\n Improve work communication<\/span>\nCommunicate and collaborate effectively with Pumble by CAKE.com, an all-in-one digital HQ.<\/p>\n\n
\n See features<\/a>\n\n Join Pumble<\/a>\n <\/div>\n <\/div>\n\n\n\n \n ![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/features.png\")
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\nAdvantage #2: Situational leadership contributes to conflict resolution<\/h3>\n\n\n\n
In connection with the previous advantage, Bramson adds that situational leadership helps leaders resolve conflicts<\/a>:<\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cConflict resolution allows leaders to address disagreements and challenges in a way that suits the situation and the individuals involved. By adapting their approach, leaders can help in resolving conflicts more effectively and maintaining a positive team atmosphere.<\/em>\u201d<\/p>\n<\/div>\n<\/div>\n\n\n\n
Advantage #3: Situational leadership improves team performance<\/h3>\n\n\n\n
As a situational leader\u2019s approach plays to team members\u2019 strengths, it improves their productivity and consequently overall team performance. <\/p>\n\n\n\n
In other words, situational leaders adapt their leadership style to team members\u2019 abilities and needs, which can significantly boost their performance and commitment.<\/p>\n\n\n\n
Situational leaders strive to bring out the best in people, which significantly improves their motivation and commitment. <\/p>\n\n\n\n
Advantage #4: Situational leadership fosters individuality <\/h3>\n\n\n\n
Unlike other leadership styles, situational leadership is centered around team members.<\/p>\n\n\n\n
As such, it fosters individuality and workplace diversity<\/a>, so situational leaders acknowledge the uniqueness of each team member and adjust their approach to meet their needs and experience. <\/p>\n\n\n\n
Advantage #5: Situational leadership improves employee morale<\/h3>\n\n\n\n
Furthermore, situational leadership is a great employee morale booster. <\/p>\n\n\n\n
When working in a supportive work environment where the leader respects their individuality and meets their needs, employees are more engaged and satisfied.<\/p>\n\n\n\n
As a result, they\u2019re more productive and less likely to look for another job. <\/p>\n\n\n\n
\n\ud83d\udca1 <\/strong>PUMBLE PRO TIP<\/strong><\/p>\n\n\n\n
Employee morale creates an engaged workforce and improves productivity and team communication. To learn more about how managers can boost employee morale, make sure to read our blog post:<\/p>\n\n\n\n
- \n
- 19 Experts share tips on boosting employee morale in the workplace<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n
What are the disadvantages of situational leadership?<\/h2>\n\n\n\n
Even though the situational leadership model stands out with great advantages, we should also mention its main downsides to keep in mind.<\/p>\n\n\n\n
Disadvantages #1: Situational leadership requires a lot from leaders<\/h3>\n\n\n\n
Situational leadership implies frequently shifting leadership styles, which requires a lot of time and effort. As a result, the situational leadership model is complex and challenging.<\/p>\n\n\n\n
Our contributor, Paul Bramson, believes that successful situational leaders have to analyze the current situation deeply and understand different leadership styles, which helps them choose the most appropriate approach:<\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cSituational leadership requires leaders to accurately assess the situation and the readiness of their team members, and then adapt their leadership style accordingly. This level of analysis and adjustment can be time-consuming and demanding.<\/em><\/p>\n\n\n\n
Additionally,<\/em> effective situational leadership demands a deep understanding of various leadership styles, as well as the ability to accurately assess team members’ skills, motivation, and the situational context. Leaders must possess strong interpersonal skills to communicate and adjust their approach appropriately.<\/em>\u201d<\/p>\n<\/div>\n<\/div>\n\n\n\n
Disadvantage #2: Situational leadership focuses more on the short-term goals<\/h3>\n\n\n\n
Another disadvantage is that situational leadership is more focused on short-term goals instead of the long term since it concentrates more on immediate tasks.<\/p>\n\n\n\n
However, it doesn\u2019t mean that situational leaders should overlook the importance of creating strategies for long-term objectives.<\/p>\n\n\n\n
Situational leadership activities and scenarios<\/h2>\n\n\n\n
The most effective way to develop situational leadership skills is to use activities and scenarios that encourage team members to share their ideas. <\/p>\n\n\n\n
So, let\u2019s take a look at some of the leadership activities that can help you master situational leadership.<\/p>\n\n\n\n
Activity #1: Survey-based leadership activities and scenarios<\/h3>\n\n\n\n
A survey is an effective tool for collecting relevant information about:<\/p>\n\n\n\n
- \n
- Team members\u2019 motivation and needs,<\/li>\n\n\n\n
- Their individual goals, and<\/li>\n\n\n\n
- Strengths and weaknesses.<\/li>\n<\/ul>\n\n\n\n
Therefore, leaders can create activities focusing on team members\u2019 motivation, strengths, and weaknesses. For instance, they can organize team-building activities<\/a> such as problem-solving games.<\/p>\n\n\n\n
Activity #2: Group discussion activities and scenarios<\/h3>\n\n\n\n
Another great way to engage team members is to organize group discussions.<\/p>\n\n\n\n
Aside from improving team communication, group discussions contribute to team collaboration and create a psychologically safe environment. <\/p>\n\n\n\n
Namely, group discussions help leaders to better understand team members\u2019 points of view, and encourage them to share ideas and concerns. <\/p>\n\n\n\n
For example, design teams can brainstorm ideas for the company logo, so all team members can contribute and express their creativity.<\/p>\n\n\n\n
- Important, but not urgent<\/strong>: Tasks that contribute to long-term goals, but don\u2019t require immediate action. <\/li>\n\n\n\n
- Urgent and important<\/strong>: Tasks that contribute to long-term goals, and require immediate action. <\/li>\n\n\n\n
- Collaborative leadership: creating a team-centric mindset<\/a><\/li>\n<\/ul>\n<\/div><\/div>\n\n\n\n\n
- Relationship (supportive) behavior <\/strong>\u2015 <\/strong>the extent to which the leaders allow the followers to make decisions and engage in two-way communication<\/a>.<\/li>\n<\/ol>\n\n\n\n
- Task (directive) behavior <\/strong>\u2015 <\/strong>the extent to which the leader guides the followers and tells them what<\/em> and how<\/em> to do.<\/li>\n\n\n\n
- The follower<\/strong>: A team member who is assigned a specific task and has a certain level of experience and willingness to complete it.<\/li>\n\n\n\n
- The work<\/strong>: A task that the follower should perform.<\/li>\n\n\n\n
![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/default@2x.png)
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\n![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/landing-1@2x.png)
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\n![\"Illustration\"](\"https:\/\/pumble.com\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/features@2x.png)
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\n