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Become a Situational Leader

The Situational Leadership® Model is arguably the most recognised, utilised and effective influence tool in the history of the behavioural sciences. Since the 1960s, the Situational Leadership® approach has proven to be a successful framework that allows leaders to match their behaviours to the performance needs of the individual or group that they are attempting to influence.

MPI Learning is a Partner Provider of Situational Leadership®

MPI Learning is a Global Partner for the Center for Leadership Studies

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The Situational Leadership® Model

The Situational Leadership® methodology is based on the relationship between leaders and followers and provides a framework to analyze each situation based on the Performance Readiness® Level that a follower exhibits in performing a specific task, function or objective. Then, based on the leader’s diagnosis, the necessary amounts of relationship behaviour and task behaviour are applied and communicated to the follower in order to support their needs and advance development.

“Situational Leadership® is the most practical on-the-job tool. The application from the course to the real work environment can begin immediately.” – Lead Organizational Development Specialist, Vidant Health

The Situational Leadership Model -Situational Leadership Essentials

What is Situational Leadership®

Situational Leadership® is a flexible framework that enables leaders to tailor their approach to the needs of their team or individual members. Developed by Paul Hersey in 1969, this model provides a repeatable process for matching leadership behaviours to the performance needs of those being influenced. Unlike other leadership models, Situational Leadership® recognizes that there is no one-size-fits-all approach, allowing leaders to adapt their behaviours to suit the unique needs of each situation.

The Four Styles of Situational Leadership®

Style 1

Telling, Directing or Guiding: The leader makes decisions and closely supervises execution. This is a short-term approach intended to create movement.

Style 2

Selling, Coaching or Explaining: The leader still makes decisions but provides background and context and engages with the follower to reinforce buy-in and continued progress.

Style 3

Participating, Collaborating or Facilitating: The follower makes decisions with support from the leader in an effort to instill and enhance task mastery.

Style 4

Delegating, Empowering or Monitoring: The follower is trusted to not only make task-related decisions but to suggest strategies for improvement and identify best practices.

The Benefits of Situational Leadership®

  • Creates a common language of performance
  • Accounts for multi-directional influence
  • Utilizes task specificity as a measure of performance versus typecasting employees
  • Allows leaders to effectively drive behavior change
  • Accelerates the pace and quality of employee development
  • Teaches leaders to accurately interpret and effectively respond to their environment

The Core Competencies of Situational Leadership®

Diagnose an individual’s Performance Readiness® to complete a specific task

Adapt leader behavior based on the diagnosis

Communicate an influence approach in a manner that followers can both understand and accept

Advance by managing the movement toward higher performance

The Situational Leadership Programmes we offer

Situational Leadership® Essentials

As the next generation of Situational Leadership® training, Situational Leadership® Essentials equips managers with the skills they need to pivot to meet the challenges of today and tomorrow by providing them with a strong foundational understanding of the Situational Leadership® Model.

Through modern, highly engaging and impact-focused learning, this course enables leaders to match their behaviors with the performance needs of the individual or group that they are attempting to influence.


Situational Conversations™ equips leaders with the ability to drive behavior change by applying Situational Leadership® skills to conversations with the people they lead. By employing a whole-person approach to conversations, your leaders will understand the many factors that impact performance.

Making these conversations an everyday practice will create an environment of transparency and trust that fosters honest, open performance conversations.

Get started, contact our team to learn more about Situational Leadership®


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