Paul Hersey's theory of situational leadership provides practical insight into the types of workers in most organizations. Situational leadership theory identifies these types and discusses the interventions most appropriate for employees with different backgrounds and needs. Efficient managers and effective leaders should use Hersey's management theories to optimize the productivity in any workplace.

Workers possess a wide variety of abilities and motivations. Information about Paul Hersey's situational theory for business includes diagnostic tools that empower leaders to assess these differences in the employees of any company. Using the information gained from Hersey's management theory of organizational behavior, managers can craft a leadership style appropriate for maximizing results.

1. Hersey's situational leadership theory guides executives to interact with each employee based on an assessment of the readiness of that employee.

2. After careful assessment using information from Hersey's situational theory for business, leaders interact with confident and insecure workers differently.

3. Hersey's theory is relevant to different organizations including industry, education, military and government.

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Learn the basic concepts of situational leadership theory through study of Hersey's models

Hersey's theory centers on the readiness of the workforce to follow a leader to achieve appropriate goals. He provides powerful figures and graphics to illustrate his leadership models. These tools provide clear guidance for leaders looking for more effective strategies for leading a diverse group of workers.

I recommend: Editors often include Hersey's work in textbooks used in college business courses. The basics of situational leadership are available for study at Chimera Consulting. Scribd provides further details of Hersey's situational leadership theory of organizational behavior.

Enroll in classes and read textbooks specializing in Hersey's leadership models

Successful leaders around the world use Hersey's LEAD questionnaire to improve their own performance and that of their employees. Hersey and his partner, Ken Blanchard, developed this fine instrument to assess and improve leadership style. The information gleaned from using the questionnaire is usually a treasure trove of insight into a better bottom line due to increased worker productivity.

I recommend: W. Robert Sampson, Professor of Communication includes a basic summary of the LEAD questionnaire on his website. Bass & Stogdill's Handbook of Leadership provides further information and scrutiny of Hersey's LEAD questionnaire. Use the information on the LEAD questionnaire to compare and contrast Hersey's work with other leadership experts.

Attend seminars and take online classes presented by experts in the use of Hersey's theory

Management theory of Paul Hersey education and training includes tools for managers to produce a strategy for success. Each employee is at a readiness level that a manager will be able to identify using the appropriate training in the Hersey theory. An employee's readiness level depends on educational background, experience and personality.

I recommend: The Ken Blanchard Companies produce exceptional programs with in depth study of Hersey's theory. Find and attend a conferences or program at a convenient place and time. The Center for Leadership Studies offers executive sessions and workshops that leaders can use immediately in their workplace.

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• •  Management theory of Paul Hersey education and training produces effective leaders and efficient managers who are individuals with unique personalities, skills and education. Study the concepts provided by Hersey and apply these principles to produce excellence in the workplace. Use the tactics provided by Hersey for improving the performance of each individual employee.

The management theory of Paul Hersey was developed in conjunction with another management guru, Ken Blanchard. Hersey's management theory boils down to the need for leaders to change leadership styles as situations warrant, and that, as leaders, they must recognize that employees have different levels of development. The style of leadership should mesh with the stage of employee development.

Hersey's theory also states that it is the leader who has to change his style to work with the employee—not the employee changing his style for the leader. Hersey says that situational leadership is a model and not a theory. In his thinking, a model can be applied to real life situations, while theories are for analysis rather than application.

1. Paul Hersey's theory of situational leadership proposes that leaders are not born and can be made with the training.

2. Hersey's management theory of organizational behavior benefits employees and the company because the adaptable management style allows employees at any stage of development to grow.

3. Employee development levels are based on commitment and competence. Leadership styles are directing, coaching, supporting and delegating.

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Find the model for management theory of Paul Hersey

Situational leadership's model is easy to understand because it is based on four simple points. Hersey says the simplicity is part of the reason why situational leadership works.

I recommend: Chimaera Consulting promotes situational leadership in its role as consultants. Here it includes the model for situational leadership on its website. You can find more information about Paul Hersey and his management theories from the Center for Leadership Studies, a consulting, training and coaching organization founded by Paul Hersey.

Find a course or seminar that uses situational leadership theory

Taking a course or seminar, or going to a lecture can improve your leadership skills and benefit you, your company and your employees.

I recommend: Summit Advisors gives two-day training seminars on your company's site. You can also hire a speaker on situational leadership. Character of Excellence offers training and programs for leadership development from different theories including the situational leadership model.

Get certified in situational leadership theory

If you are a consultant, inspirational speaker, or life coach training in situational leadership will help your clients and help you and your business.

I recommend: The University of Houston Downtown has a program called Project Leadership. In this program, based on Hersey's work, students can earn a certificate in situational leadership training. MLCP offers situational leadership training for people who want to consult or coach. This, too, is built on the management theory of Paul Hersey.

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Helpful advice for making the most of this Guide

• •  Paul Hersey says that situational leadership requires leaders to connect with their employees. The higher up one goes on the corporate ladder, the less connection leaders have to the people working for them. The underlying suggestion is that it is important to retain connections at each stage of promotion.

Paul Hersey and Kenneth Blanchard developed their management theory in the late 1960s. The premise revolves around the fact that each individual has a different way of learning and responding to leadership and that leaders should adapt their approach based upon the individual need.

In order to fully comprehend the management theory of Paul Hersey, in addition to taking courses on the subject, there are some key terms that you must know.

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Situational leadership

While there are many models of leadership, Hersey believes that, in order to be an effective leader, you must adapt your leadership approach to the development and skill of the follower. In other words, managers should determine the leadership style they use, or combination of appropriate styles, based upon the situation with each individual employee.

I recommend: The Center for Leadership Studies bases all the training it provides on the situational leadership model.

Directing

Directing, also known as telling, is one of the four main leadership styles in Paul Hersey's situational leadership theory. A directing manager is one that defines the employee's duties and assignments and basically makes the decisions for the employee, with communication being mostly one way.

I recommend: Visit Changing Minds for more information on the direction/telling leadership style.

Coaching

A coaching manager still defines the employee's assignments and tasks, but also seeks suggestions and ideas from that employee. This is more of a two-way communication, in which the employee's opinions are taken into consideration.

I recommend: Obtain a more thorough definition of coaching management from Ten3 Business e-Coach.

Supporting

A supporting manager gives the employee more control over day-to-day tasks and decision-making. The manager provides input on bigger decisions and projects, but overall trusts the employee with meeting standards in job performance.

I recommend: Discover more information on which types of employees supporting applies to through the description on 12manage.

Delegating

A delegating manager gives the employee complete control of the task or project. The manager is still involved, but at the employee's discretion.

I recommend: Grasp a better understanding of what it means to be a delegating leader through the article available on the Leadership Champions blog.

LEAD questionnaire

LEAD stands for the Leadership Effectiveness and Adaptability Description questionnaire. Hersey developed this questionnaire with the express purpose of determining what leadership style the respondent is most apt to use. The questionnaire describes 12 situations and the respondent must choose one of four possible responses for each situation.

I recommend: Professor of Communication at the University of Wisconsin, W. Robert Sampson, Ph.D., provides more details on the LEAD questionnaire.