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Emotional Intelligence and Situational Leadership - Create Flexible Leadership Styles

Flexible Leadership Styles

Emotionally intelligent (EQ) leaders are flexible in adapting their leadership style to those they choose to lead. You will influence and engage employees by being socially savvy regarding which leadership style would be the most appropriate with certain personalities and in specific situations.

The Blanchard and Hersey Model of Leadership

As a leadership model, the best known example was developed by Ken Blanchard, the management guru who later became famous for his One Minute Manager series, and Paul Hersey. They created a model of situational leadership in the late 1960s that allows one to analyze the needs of the situation, then adopt the most appropriate leadership style. The model has two fundamental concepts; leadership style, and development level.

Leadership Styles:

Blanchard and Hersey characterized leadership style in terms of the amount of direction and support that the leader provides to his or her followers. They categorized all leadership styles into four behavior types, which they named S1 to S4:

S1: Directing Leadersdefine the roles and tasks of the follower, and supervise them closely. Decisions are made by the leader and announced, so communication is largely one-way.

S2: Coaching Leadersstill define roles and tasks, but seeks ideas and suggestions from the follower. Decisions remain the prerogative of the leader, but communication is much more two-way.

S3: Supporting Leaderspass day-to-day decisions, such as task allocation and processes, to the follower. The leader facilitates and takes part in decisions, but control is with the follower.

S4: Delegating Leadersare still involved in decisions and problem-solving, but control is with the follower. The follower decides when and how the leader will be involved.

No one style is considered optimal or desired for all leaders to possess. Effective leaders need to be flexible, and must adapt themselves according to the situation. However, each leader tends to have a natural style, and in applying Situational Leadership he/she must know his/her intrinsic style.

Development Levels:

The right leadership style will depend on the person being led - the follower. Blanchard and Hersey extended their model to include the Development Level of the follower. They stated that the chosen style of the leader should be based on the competence and commitment of his/her followers. They categorized the possible development of followers into four levels, which they named D1 to D4:

D1: Low Competence, High Commitment- They generally lack the specific skills required for the job in hand, However, they are eager to learn and willing to take direction.

D2: Some Competence, Low Commitment - They may have some relevant skills, but will not be able to do the job without help. The task or the situation may be new to them.

D3: High Competence, Variable Commitment- They are experienced and capable, but may lack the confidence to go it alone, or the motivation to do it well or quickly.

D4: High Competence, High Commitment- They are experienced at the job, and comfortable with their own ability to do it well. They may even be more skilled than the leader.

Development Levels are also situational. You might be generally skilled, confident and motivated your job, but would still drop into Level D1 when faced with a task requiring skills you do not possess. For example, many managers are D4 when dealing with the day-to-day running of their department, but move to D1 or D2 when dealing with a sensitive employee issue.

Leadership Development Matching:

Blanchard and Hersey indicate that the leadership style (S1 - S4) of the leader must correspond to the development level (D1 - D4) of the follower. In addition, it is the leader who must adapt, not the follower. To get the most of situational leadership, a leader should be trained in how to operate effectively in various leadership styles, and how to determine the development level of others.

Are you working in a company where executive coaches provide leadership development to help leaders create contagious cultures where people and organizations thrive?Does your organization provide executive coaching for leaders who need to build a company culture built on trust? Transformational leaders tap into their emotional intelligence and social intelligence skills to create a more fulfilling future.

One of the most powerful questions you can ask yourself is “Am I a conscious leader who inspires individuals and organizations to achieve their highest potential, flourish at work, experience elevating energy and achieve levels of effectiveness difficult to attain otherwise?” Emotionally intelligent and socially intelligent organizations provide executive coaching to help leaders create a culture where respect and trust flourish.

Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-i 2.0, Hogan Lead, CPI 260 and Denison Culture Survey can help leaders create respectful company cultures. You can become an inspiring leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.

Working Resources is a San Francisco Bay Area executive coaching and leadership development firm helping innovative companies and law firms develop emotionally intelligent and mindful leaders.

...About Dr. Maynard Brusman

Dr. Maynard Brusman

Consulting Psychologist and Executive Coach|
Trusted Advisor to Executive Leadership Teams
Emotional Intelligence & Mindful Leadership Development Expert

I coach leaders to cultivate clarity, creativity, focus, trust, and full engagement in a purpose-driven culture.

Dr. Maynard Brusman is a consulting psychologist and executive coach. He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies select and develop emotionally intelligent leaders. 

Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica.

 “Maynard Brusman is one of the foremost coaches in the United States. He utilizes a wide variety of assessments in his work with senior executives and upper level managers, and is adept at helping his clients both develop higher levels of emotional intelligence and achieve breakthrough business results. As a senior leader in the executive coaching field, Dr. Brusman brings an exceptional level of wisdom, energy, and creativity to his work.” — Jeffrey E. Auerbach, Ph.D., President, College of Executive Coaching

The Society for Advancement of Consulting (SAC) awarded rare "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.

Are you an executive leader who wants to be more effective at work and get better results?

Did you know that research has demonstrated, that the most effective leaders model high emotional intelligence, and that EQ can be learned? It takes self-awareness, empathy, and compassion to become a more emotionally intelligent leader. 

Emotionally intelligent and mindful leaders inspire people to become fully engaged with the vision and mission of their company.  Mindfulleadership starts from within.

I am a consulting psychologist and executive coach. I believe coaching is a collaborative process of providing people with the resources and opportunities they need to self manage, develop change resiliency and become more effective. Utilizing instrumented assessments - clients set clear goals, make optimal use of their strengths, and take action to create desired changes aligned with personal values.

I have been chosen as an expert to appear on radio and TV, MSNBC, CBS Health Watch and in the San Francisco Chronicle, Wall Street Journal, USA Today, Time, Forbes and Fast Company.

Over the past thirty-five years, I have coached hundreds of leaders to improve their leadership effectiveness.

After only 6 months, one executive coaching client reported greater productivity, and more stress resiliency helping her company improve revenues by 20%. While this may depend on many factors most of my clients report similar satisfaction in their EQ leadership competence leading to better business results.

You can choose to work with a highly seasoned executive coach to help facilitate your leadership development and executive presence awakening what’s possible. 

For more information, please go to http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

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