please respond to the post below adding to the discussion:

Alyssa Cadoret

2:54amOct 3 at 2:54am

Manage Discussion Entry

Situational Approach - Leadership Styles - This approach of leadership entails some level of directing, coaching, supporting, and delegating. This approach is fluid and does not have a one-size-fits-all look. It changes based on the situation and what is required at a specific time. This approach allows the leader to determine what their followers need and how best to lead them. Whether that means directing, delegating, supporting, or coaching, this approach can use a little of each style or it can use mostly one and very little of the others.

1) Directing style: "In this approach, the leader focuses communication on goal achievement, and spends a smaller amount of time using supportive behaviors" (Northouse, 2022). In this style, a leader tells people what to do more of the time, rather than trying to help them. A situation requiring this type of leadership would be the end of a shift at retail establishment. The team leader will likely just give each employee a set of tasks to complete.

2) Coaching style: "In this approach, the leader focuses communication on both achieving goals and meeting followers' socioemotional needs" (Northouse, 2022). I use the coaching approach when dealing with our many committees within the union. I want each of them to succeed and represent the union to the best of their ability, but I also want to make sure they are fully informed and feel confident in their roles. I don't attend the meetings they go to, but I do meet with them prior to ensure they feel ready.

3) Supporting style: "Requires that the leader take a high supportive-low directive style. In this approach, the leader does not focus exclusively on goals but uses supportive behaviors that bring out followers' skills around the goal to be accomplished" (Northouse, 2011). The leader gives up more responsibility to the followers in this approach allowing for more autonomy. I use this approach with my union divisional stewards. They are authorized to make their own decisions, whatever they think is best for their people. I am always a phone call away and willing to help, but it makes me so proud when they figure things out on their own, or with the help of other members. It's a way of getting more people involved.

4) Delegating style: "In this approach, the leader offers less goal input and social support, facilitating followers' confidence and motivation in reference to the goal" (Northouse, 2022). This approach is very similar to the supporting approach, but without the support. The leader in this situation is available should his followers need him, however they leave the research and planning that goes along with problem solving to the follower to obtain on their own.

Strengths

1) This approach is well-known in a variety of settings.

2) This approach is easy to understand and works in a multitude of settings.

3) This approach tells the leader what they should do, how they should act, and who style to use in various situations.

Weaknesses

1) Very little research has been done to determine whether this approach is valid.

2) There is no measurement for commitment on behalf of the followers, and half the battle in any situation is follower commitment.

3) There is no clear indication of how to ensure that leadership styles are matched with how followers require to be led.

When would I use this approach:

I have already listed a few instances when I would personally use this approach. I think what I like most about the situational approach is that it changes based on the situation. I know I act differently as a leader depending on where I am and what is going on. When I am leading a union meeting, I delegate often and use supportive tactics when necessary. When we are getting ready for negotiations, I coach the members coming to the meeting and direct them on what they should do. When I'm preparing a committee for a meeting, I use supportive, coaching techniques and also direct them on what the shared goal is for the union.

References

• Northouse, P. G. (2022). Leadership: Theory and practice. (9th ed.) SAGE Publications. ISBN: 9781544397566.
• Bass, B. M. & Riggio, R. E. (2006).Transformational Leadership. Lawrence Erlbaum Associates, Inc. ISBN: 9780805847628.