Gaya Kepemimpinan Situasional | Seri Belajar Memimpin bersama Ronal Hutagalung

Summary

The video discusses the challenges of leadership, particularly in managing diverse teams with various personalities and skill levels. It introduces situational leadership, a concept developed in 1969, which suggests adapting leadership styles based on the team's readiness. Four leadership approaches are highlighted: directive (for inexperienced or unmotivated team members), consultative (for motivated but less skilled members), participative (for skilled but less motivated members), and delegative (for highly skilled and motivated members). The key is to adjust leadership strategies according to the team’s needs and the task at hand.

Takeaways

• 😊 Being a leader is challenging because people have different personalities, thinking styles, and desires.
• 🤔 Situational leadership is about adapting leadership styles based on the readiness and skill levels of team members.
• 🎯 A key skill in situational leadership is setting clear goals, regardless of the situation or team readiness.
• 🔍 Leaders must be able to diagnose the development level of their team members to provide appropriate support.
• 📈 There are four leadership styles in situational leadership: directive, coaching, supporting, and delegating.
• 📋 The directive style is for team members who lack competence and motivation, requiring clear instructions.
• 💬 The coaching style is used when team members are motivated but lack the necessary skills, requiring more guidance.
• 👂 The supporting style is best when team members have competence but lack motivation, focusing on encouragement and trust.
• 🛠️ The delegating style is ideal when team members are both competent and motivated, allowing for full autonomy.
• 📊 The right leadership style depends on the situation, and leaders must balance between directing and supporting their teams.

Q & A

What is the main challenge of being a leader according to the script?

The main challenge of being a leader is dealing with people who have diverse characters, personalities, ways of thinking, communication styles, and desires.

What is situational leadership, as discussed in the video?

Situational leadership is a leadership style where the leader adapts their approach based on the situation and the readiness level of the team members.

Who introduced the concept of situational leadership, and when?

The concept of situational leadership was introduced by Paul Hersey and Ken Blanchard in 1969.

How should a leader treat new team members according to situational leadership?

A leader should give clear instructions, guidance, and direct support to new team members who lack the necessary skills and experience.

What are the three key skills a leader must have in situational leadership?

The three key skills are: setting clear goals, diagnosing team members' development levels, and adjusting leadership styles to meet team members' needs.

What are the four leadership styles in situational leadership?

The four leadership styles are directing (instructional), coaching (consultation), supporting (participative), and delegating.

When should a leader use the 'directing' style?

The 'directing' style is used when team members are inexperienced and unmotivated, requiring clear instructions and close supervision.

What is the 'coaching' leadership style, and when is it used?

The 'coaching' style involves giving guidance and consulting with team members who have high motivation but lack the necessary skills. The leader provides direction and engages in two-way communication.

What does the 'supporting' style of leadership entail?

In the 'supporting' style, the leader offers high emotional support and less direction to team members who are competent but lack motivation. The focus is on encouragement and confidence-building.

What is the 'delegating' style, and when should it be applied?

The 'delegating' style is used when team members are both highly competent and motivated. The leader entrusts them with decision-making and task execution, offering minimal guidance but monitoring progress.