Leadership is often seen as a one-size-fits-all role—step in, take charge, and push for results. But the reality is far more nuanced. Every team member is different, and applying a single leadership style to every situation can limit growth, hinder performance, and create disengagement. That’s where situational leadership comes in.
The Reality Check: Leadership Isn’t One-Size-Fits-All
When I first started my career, I was told to come in, take command, and impose my imprint on the team. The goal was to lead by driving for results. But I quickly realized that this approach didn’t work for everyone. Some employees thrived under pressure, while others needed encouragement to take risks. Some needed reassurance that I had their back, while others benefited from having a cheerleader who simply believed in them.
Performance indicators told a clear story—some people excelled under my initial leadership style, while others struggled. At that point, I had a choice: blame the individuals for their lack of performance or take a step back and ask, “What do I need to do differently?” The answer was clear—I needed to figure out how to lead different people in different ways. That was my first real introduction to situational leadership.
The Turning Point: Recognizing the Need for Change
At the time, there weren’t as many resources on situational leadership as there are today. I was lucky enough to have a mentor who challenged me. They asked me to describe my ideal leader. Unsurprisingly, I didn’t describe the way I was leading. That realization hit hard. If I wouldn’t thrive under my own leadership style, why was I expecting others to? That was the moment I understood the power of adapting leadership to fit the needs of the individual and the situation.
Implementing Situational Leadership: Transparency and Action
The first step in making this shift was being open about it. I let my team know I was trying something different and committed to having individual conversations to create personalized plans for success. Owning my change publicly made it easier to follow through. As I adjusted my approach, I saw a shift—people felt heard and valued, which resulted in better performance and stronger team dynamics.
Emotional Intelligence: The Foundation of Situational Leadership
Situational leadership and emotional intelligence go hand in hand. The process starts with self-awareness—understanding that your approach might not be working. That’s not an easy thing to admit, but it’s critical. Before you can improve your team, you have to improve yourself.
Empathy is another key component. Ask yourself, “What does this person need to be successful?” Then, do your best to provide that. When you recognize that each team member has different motivators, fears, and challenges, you can tailor your leadership approach to bring out their best.
No Certification Needed—Just a Willingness to Learn
One of the biggest misconceptions about situational leadership is that you need formal training or certification to implement it. That’s simply not true. The skills required—self-awareness, adaptability, and empathy—aren’t improved by a certificate. They grow through experience, reflection, and a commitment to bettering yourself and those around you.
All you need is a basic understanding of the model, a willingness to adapt, and an openness to ask, “What can I do to improve this situation?”
Ready to Get Started?
If this sounds like something that interests you, reach out. We’d love to talk to you about the different ways you can learn and grow your situational leadership skills. The workplace is always evolving—your leadership should too.
To learn more about our situational leadership course, click here.
