Unfortunately, “common sense” is anything however “common practice.”“Contingency-based” basically way the exactly answer come the question:Answer: It depends!

A thedesigningfairy.com Leader employs one of four leadership styles that carry out him or her v the highest probability that success in every situation castle encounter. Those instances are a role of the task that demands to be performed, in conjunction with the task-related capacity and willingness that the follower determined to do it. Based upon the target assessment of those parameters, and with the duty of successfully and also effectively influencing the follower, the leader responds come the case with one of four leadership styles. Those layouts are operationally identified by Task/Directive Behavior and also Relationship/Supportive Behavior:

Task/Directive Behavior – the extent to i beg your pardon the leader speak the monitor what come do, how to do it, where it needs to it is in done and when it demands to it is in completedRelationship/Supportive actions – the extent to i beg your pardon the leader engages in open dialog with the follower, proactively listens and also provides recognition/reinforcement because that task-related progress


Style 1 is a short-term method intended come create movement. The aligns through followers who have limited (if any) experience or skill performing the job in question and (for every little thing reason) room either insecure or unmotivated to try. Style 1 needs close supervision through the leader because that the express objective of identifying any kind of signs of incremental progress (to be known by the leader in an initiative to accelerate recurring development).

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Style 2 is intended to create buy-in and also understanding. That aligns through followers that have restricted (if any) experience performing the task yet exude both confidence and an ideas toward the procedure of leader-driven ability development. Like style 1, reliable use the this method depends upon direct observations by the leader, i beg your pardon fuel concentrated performance feedback discussions and increased dialog.


The objective of style 3 is to create alignment. If the follower is developing, he/she might have demonstrated job proficiency however still have some level of trepidation around performing it on their own. If the follower is regressing, they are mindful they can efficiently perform however have shed commitment, an inspiration (or both) to do so. Either way, the leader needs to discuss the follower’s willingness by questioning open-ended concerns intended to aid the follower identify the source of the performance difficulty and create a viable solution.

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The intent of format 4 is to create/enhance job mastery and also autonomy. The aligns through followers that have significant experience performing the job at or over expectation, in combination with a level that intrinsic an ideas that cd driver their ongoing commitment come excellence. The circulation of interaction with format 4 is from the follower to the leader and also is generally initiated by concerns from the leader that feature far-ranging degrees of flexibility (e.g. “From her perspective, what is working and also what execute we need to take into consideration doing in different way moving forward?”).