Leadership Styles for an Optimal Fit

The optimal leadership style is argued to be driven by both the characteristics of the job and psychological readiness, or maturity, of the individual (see Figure 3). Action by the leader with respect to task behavior is argued to vary according to the level of follower maturity with respect to the job: when a team member lacks experience (maturity is low), leader involvement is necessary, and task-oriented behavior should be a priority. As the follower gains experience and confidence with respect to the task, the need for intervention by the leader falls to the point when, ultimately, the follower is acting autonomously. Correspondingly, leader relationship-oriented behavior is argued to vary according to the level of the follower’s confidence and ability (psychological maturity). High levels of relationship-oriented behavior by the project leader are appropriate only for medium levels of team member psychological maturity.

Figure 3. Situational Leadership Model

Adapted from Hersey and Blanchard, 1988.

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