The Right Leadership, at The Right Time.

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Situational Leadership® Chart

The Situational Leadership® Model is a timeless, repeatable framework for leaders to match their behaviors with the performance needs of the individual or group that they are attempting to influence.

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® 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 behavior and task behavior are applied and communicated to the follower in order to support their needs and advance development.

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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

Four Core Competencies

Situational Leaders learn to demonstrate four core, common and critical leadership competencies:

  • 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

Flexible Training Options for Your Leaders

From instructor-led and virtual public workshops for personal development and organizational vetting, to private on-site workshops or certification, we have flexible training solutions designed to meet your needs.

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Providing Proven Results To Industry Leaders

This is how you train your people; this is how you keep your people; this is how you develop your people.
- Marty Davis, Director of Global Field Training, American Dairy Queen

The Science Behind Developing Leaders

As founder of The Center for Leadership Studies and co-developer of the Situational Leadership® Model, Dr. Hersey was internationally recognized as a leading authority on training and development in leadership and management. The author and coauthor of numerous papers, articles, and books, “Management of Organizational Behavior,” is a true reflection of 50 years of the most significant theory and research developed by thought leaders in the behavioral sciences. This work focuses on the applicability of the Situational Leadership® Model, along with the interaction of people, motivation and leadership.

It was Dr. Paul Hersey’s goal to present a practical model that could be leveraged by a diverse spectrum of leaders for the express purpose of effective influence.

When developing the Situational Leadership® Model, Dr. Paul Hersey had two questions:

What is the best leadership style?

What are the driving forces behind human motivation?

From his research, Dr. Paul Hersey found that there is no one best leadership style, as it is dependent upon the individual’s level of ability and willingness to complete the specific task. From the 1960s to present, the Situational Leadership® framework has remained an effective tool for leaders to match their behaviors with the performance needs of the individual or group that they are attempting to influence.

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Situational Leadership case study

Situational Leadership® – Relevant Then, Relevant Now

For more than 50 years, the Situational Leadership® Model has enabled leaders at all levels of the organization to more effectively influence others. This comprehensive case study examines the core principles of the model and how leaders can apply the Situational Leadership® framework to navigate any given situation or interaction.

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