In the course of giving leadership, leaders are faced with different situations, which require specific techniques and distinct decision-making approaches. It is prudent for leaders to acclimate leadership styles to specific situations and use leadership styles flexibly to allow effective goal achievement and development.
- Adaptation during crisis. Occasionally, crises arise in the course of running businesses/organizations or in the course of providing leadership. During crises, it is essential to make fast/timely decisions. Dissents are known to delay decision-making processes and may hinder effectiveness during crises. Using a directive leadership style during crises is important since the style enhances efficiency and reduces dissent.
- Adaptation when precision and routine are needed. In some situations, adherence to routine and precision is crucial. During such times, employees/followers are expected to adhere to set procedures to enhance the outcome and reduce risks. In such instances, it is paramount to adopt a bureaucratic leadership style since it works best when there is a need to augment risk management and perform routine jobs.
- Adaptation when influence and employee eagerness/excitement are required. Sometimes, employees/followers need motivation/excitement to enhance commitment to their duties. Leaders are required to create eagerness in employees/followers and enhance motivation. The charismatic leadership style is well suited where employee motivation/excitement/ is needed.
- Adaptation when participation is required in decision-making processes. Oftentimes, followers/ employees need to be consulted in decision-making processes. The impact of the employees’ contribution is felt during such occasions, especially due to their creativity and experiences. Therefore, leaders should adopt a consultative and inclusive/participative leadership style. Additionally, the democratic leadership style can be used in situations where there is a need to improve the decision-making skills among employees.
- Adaptation when payments/penalties are based on employees’ performance. During such times, leaders should use the transactional leadership style because it enhances employee performance and reduces nonadherence. Amanchukwu et al. observed that transactional leaders can punish nonadherence and reward good performers. As such, leaders can adapt their skills to fit this style to promote individual performances.
- Adaptation when employees can work on their own. Occasionally, employees can work on their own and enhance productivity. They make decisions based on provided advice and resources given to them. In such instances, it would be prudent for the leader to use the laissez-faire leadership style.