Contingency theories work on the basis that the success of a leader depends on the situation they find themselves in. Certain factors come into play that define whether a particular leader or leadership style will be effective for the given situation.
Its basic assumption is that leadership – success or failure – is situational. So on paper you might have the right personality or behaviour, but in the wrong situation, you might fail.
Situational Leadership
The Hersey-Blanchard Situational Leadership Theory has stood the test of time. This model focuses on leadership style and the maturity of those being led, how skilled and how motivated they are.
Depending on the individual, the task and their ability to perform the task, leaders adapt their approach - hence situational. They may tell (low skill, low will), sell (low skill, high will), participate (high skill, low will) or delegate (high skill and will).
The model uses words like conscious incompetence and unconscious competence. Although the language might not land so well with a team member, the situational approach is applied.
It has been adapted to the skill/will model to reflect the modern workplace where coaching, support, energise and engage is the normal language.
Direct - tell, instruct, teach, step by step, manage
Motivate - enthuse, excite, praise, tap into motivations
Guide - support, coach, reaffirm, praise
Empower - delegate, responsibility, stretch, challenge
Fiedler’s Contingency Theory
Effective leadership depends not only on the leadership style, but also on the control held over the situation. To be successful, there must be strong leader-member relationship. Tasks, roles and responsibilities must be clear and processes clearly defined, with the rewards and consequences explained and communicated. This is ideal for closely supervised individuals rather than teams.
Path-Goal Theory
This theory combines two popular theories – goal-setting and expectancy – into one. Leaders set the direction, the WHAT, and help others to find the HOW. Under this theory, leaders have the responsibility of making sure their people are clear about expectations and have the support, resources and information to achieve the goal. They set their people up to achieve.
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