Situational Leadership: Rock, Scissors, Paper

Rock or Scissors or Paper? Which one do you choose? Think fast!!
As a kiddo, did you have any strategy behind choosing the right one every time aiming to win?
Most of people, especially children, may choose accidentally their option hoping to win! They may believe that they trick their opponent, by choosing the same option back to back or even three times in a row, having the belief that they are following a strategy.

According to statistical analysis:
35% of first picks are rock.
Paper is being picked first at 29% of the times.
And, scissors is coming last with a 26% pick ratio from players, as a first choice.

Leading different situations

What does the game of rock, scissors and paper have to do with leadership?
During the game, you have to choose your option according to a situation that you are having in front of you. That's the separator factor of a top tier Leader, too!

Sizing the situation that you are facing up to, and choosing the right leadership style, are two of the most important notices a leader should make, but most of leaders tend to ignore the level of their severeness.

Are you a transformative leader like Jeff Bezos?
Don't you know your leadership style, yet?
Read our relevant to the topic article, and explore your own Leadership Style, that will help you ignite the leader inside you.

Actually, being aware about your own personal Leadership Style, is only half of the path you have to walk on. Anticipating the situation you have to deal with and choosing the right practices will complete the puzzle of maximising your outcome, as a leader, which is to influence effectively others, your followers.
THAT'S what Situational Leadership is all about.

Situational Leadership: The two Parameters

Reading the room you are in correctly, and responding to the right situation with the most suitable way is a combination of two parameters that you have to keep in mind, frequently called as the R parameter and the S parameter.

The R parameter

Firstly, you have to size the R parameter. There are 4 R-parameters. Your goal would be to identify the follower as Self Directed or Leader Directed.
R is standing for Performance Readiness and declares the level of person's ability and willingness/confidence to perform the task given.
So, by examining those two factors, a person will be either able or unable to complete the task and willingness/confident or unwillingness/unconfident to do so.

By that, those are the 4 R-parameters:
R1: Unable and Unconfident or Unwillingness (Low Performance Readiness)
R2: Unable and Confident or Willing (Moderate Performance Readiness)
R3: Able and Unconfident or Unwillingness (Moderate Performance Readiness)
R4: Able and Confident or Willingness (High Performance Readiness)

In terms of the ability to perform the task given, we categorise people as Self Directed or Leader Directed, highlighting the level of guidance and support needed.

So, a Self Directed person will be declared by R3 & R4 parameters .
and a Leader Directed person will be declared by R1 & R2 parameters.

The S parameter

By now, we have justified the follower's side, now we'll flip to the Leader's side and his or hers responsibility of successfully influencing the follower.
So, depending on the follower's state ,easily defined by the R parameter, the Leader will exemplify a Directive or Supportive behaviour, as explained below:

Directive or Task Behaviour
The leader indicates the follower what to do, how to do it, where it needs to be done and when it needs to be completed. Aiming to provide the follower with a full display of guidance.

Supportive or Relationship Behaviour
The leader engages in an open dialog with the follower. Embracing active listening attributes, will end up providing recognition and empowerment for the task-related progress of the follower.

S is standing for Style and indicates the behaviour that the Leader will choose to apply.
So, we , also, have 4 S-parameters:

Hint 👀 : We are having your backs!
Is everything on track by that point with all those R & S parameters?
A visual graph of everything needed to maximise your today's learning outcomes, as a Situational Leadership summary file, is waiting for you by the end of the article. It's yours. Get it.

S1: Telling or Directing Style

You may cross it as, Guiding Style, too.
S1 is considered, a "Leader driven" short-term approach mostly aiming to initiate actions and movement. It aligns with unexperienced and limited skill performing followers expressing insecurity or, even, unmotivated to try.
Questions focused on providing further clarity to the follower, posed by the leader, are a hack here, such as:
"Are there any questions on the instructions given for Step 1?"
"Is there anything to ask prior proceeding with the next step?"

Directive & Supportive Behaviour ratio: High ⬆️ & Moderate to Low ⬇️.
The flow of communication is from the leader to the follower and requires close supervision by the leader.

S2: Selling or Coaching Style

A "Leader driven" style, S2 drives buy-in situations and holistic understanding.
The leader still drives task's what, how, when, but although the follower provides inputs of why the task is important and where it may fits best, creating an opportunity for enlightening discussions.
Mostly, aligns with limited experienced followers, who exude great signs of confidence and motivation.
Notes and comments on recognising the enthusiasm, high motive and commitment of the follower for learning could elevate performance levels.

Directive & Supportive Behaviour ratio: High ⬆️ & High ⬆️.
Leader's close supervision is needed like in S1.

S3:participating or facilitating or collaborating

S3 is a “Follower driven” style. It aligns with followers with high ability to perform the task, lacking, though, either the confidence or the motivation to do so. We use this style to create alignment.

A nice leader's practice would be to discuss the follower’s willingness, using open-ended questions creating an intention to help the follower recognise the source of the challenge and explore a viable solution.

Directive & Supportive Behaviour ratio: Low⬇️ & High ⬆️.
Close supervision is not needed adopting this style, but keep in mind that a helping hand would always be considered useful and accepted.

S4:Delegating Empowering or Monitoring

S4 is another “Follower driven” leadership approach. It aligns with highly capable followers who are, also, feeling confident and motivated to perform the task at an accepted and efficient level. Enhancing autonomy and task mastery should be the main intents of using S4.
A great tip for Leaders leading in S4 approach would be to ask questions that promote freedom of choice and autonomy. Nice questions starters could be:
"From your perspective.."
"Consider that you lead this initiative.."
"Any ideas moving forward, in regards to.."

The flow of communication is clearly from the follower to the leader.
Directive & Supportive Behaviour ratio: Low⬇️ & Low⬇️.

Conclusion: There is no One-Size-Fits-All

As humans, we are passionate about finding solutions that could serve the majority of circumstances, leadership is having frameworks like those, too. Although, unlike other leadership models, Situational Leadership is allowing leaders to adapt their behaviours and size each situation separately, maximising follower's value. So, first of all explore your leadership style and then practice Situational Leadership to adjust accordingly and spread wide smiles to your surrounding ones.

Article's Quote:
“The most inconsistent thing you can possibly do as a leader is to treat everybody the same!”

BONUS section 🎁:
The Situational Leadership Graph

Growth Gift: Download the below graph in order to TREAT EVERYONE THE WAY THEY DESERVE and practice Situational Leadership to help them become their greatest self!