Situational Leadership in the Military

Personal Leadership (Situational Leadership Theory)

Introduction

Undeniably, in the context of contemporary organizational leadership, situational leadership theory is becoming increasingly important. According to Thompson & Vecchio (2009), situational leadership theory refers to the unique pattern of actions that a leader exhibits especially when faced with demanding circumstances. Likewise, the research by Dessler, Starke, & Cyr (2001) asserts that situational leadership theory articulately describes those leaders who are capable of developing diverse leadership styles based on the situation they are faced with and quality of their subordinates. Specifically, this type of leadership enables an individual to effectively adapt to the employees’ needs and establish favorable conditions to attain set objectives.   

This theory of leadership further postulates that an individual’s ability to perform a task depends on both acts of leadership and management benevolence. In particular, the theory is based on various situational models that majorly rely on the daily discernments of a specific leader as well as on varied observations derived from the environments. According to Thompson & Vecchio (2009), a situational leader must first understand the level of development and prowess of the followers. 

Consequently, this paper provides a special assessment of various leadership features and practices based on the seven habit profile. Based on the profile, special weaknesses and leadership strengths have been identified anchored in various theoretical framework and SMART goals framework. 

Organizational Background

Most professional environments such as the military are made of complex structures and demanding tasks that require effective strategies and approaches. According to Robbins, Judge, & Breward (2003), effective leadership entails adapting to different unique situations and remaining efficient. As an aspiring military leader, the inherent ability to remain flexible given the dramatically changing nature of the modern warfare is increasingly becoming more important. Unquestionably, military personnel need increased motivation to accomplish various missions that may be logistically difficult to realize. Therefore, according to Thompson & Vecchio (2009), situational leadership in the military or any other professional setting would radically enable leaders to adopt modern combat techniques among other important managerial aspects. Correspondingly, effective situational leadership in a military or any other organizational setup will instill desirable qualities among the employees. The research by Robbins, Judge, & Breward (2003) point at the ability to make sound judgments, practice self-control, cultural sensitivity and increased level of intellect as some of these desirable qualities that this theory seeks to inculcate.            

Reflection on the Results of My Seven Habits Profile

According to Robbins, Judge, & Breward (2003), the concept of situational leadership is increasingly becoming important given the increased need for joint efforts, obedience, and restraint. For example, promoting popular military behaviors among the personnel would ultimately result in the best outcomes ever. Indeed, the increased desire for successful mission accomplishment prompts recruits to focus more on adapting to the various social and technical aspects of duty. Notably, this was evidenced by category 4 responses that clearly ascertained that I have a clear vision for my team and that I am always well-prepared to accomplish my tasks. I believe that by being more proactive, I will be able to manage and guide new recruits in my team and successfully complete multifaceted missions. 

Similarly, based on the results derived from the seven habits profile survey, I learnt some of the best leadership approaches that I believe will ultimately get the best out of my aptitudes in the military or any other specialized service. Most of these identified leadership qualities will enable me to adjust the flow of communication with my colleagues by acclimatizing enviable behaviors (Robbins, Judge, & Breward, 2003). From category 5 responses, I realized that I am a fairly disciplined professional who will always try to avoid procrastination and unnecessary excuses. The outcome further recognized that I am shrewder given that I only concentrate on things that can meaningfully contribute to my overall life objectives.       

For instance, based on category 1 results postulated in the seven habits profile survey, I established that I am very good at showing kindness and respect to others and keeping promises. This observation is supported by Dessler, Starke, & Cyr (2001) who pointed that military leadership tasks require special social behaviors that involve adapting to the surroundings. Therefore, as a future military leader, I will successfully lead missions and respect junior officers who will need special guidance to succeed in combat. In addition, based on the results derived from category 2 survey responses, I established that I am good at maintaining relevant balance among various aspects in my daily life. I am also more concerned with others needs and works harder to attain my aims and purposes. According to Thompson & Vecchio (2009), sustaining balance in my daily activities is paramount to conceiving the significance of achieving set mission targets. 

Similarly, as a potential future military coordinator, I will be tasked with numerous responsibilities that will include initiating communication with colleagues and supporting various mission strategies. Consequently, I must remain adaptive to appreciate the significance of establishing an enabling environment that can help new recruits to be more rational and risk-takers. From the category 3 responses, I established that I am very good at taking control of situations, capable of maintaining focus and taking responsibility for my actions and team performance. According to Thompson & Vecchio (2009), such situational approach to leadership in the military is necessary to given the increased sophistication of techniques and tactics applicable today.    

Additionally, category 6 responses pointed that I tend to care more about other people’s success as well as my own and that I am good at developing cooperation and solving emerging conflicts. Based on the assertions of situational leadership theory, I believe that such characteristics will enable me to concentrate more on the success of the mission and empower junior officers. Besides, category 7 responses suggested that I am more sensitive to others’ feelings and that I am always ready to comprehend different viewpoints. As such, due to the stressing nature of the military or any other professional settings, showing concern and appreciating others perceptions will increase team cohesiveness. In the same way, category 8 results show that I value others’ insights and that I am more innovative in my ideas and proposed solution to situations. This implies that as a future military officer, I will always value a shared decision-making process and motivate teammates to freely give their views on various arising issues. 

Lastly, category 9 results indicated that I am more conscious of my physical and general well being and that I try hard to establish effective relationship with others. My carefree attitude towards life and others motivates me to continue enjoying life while maintaining good relations and this resonates well with situational leadership theory (Robbins, Judge, & Breward, 2003).

Three Strengths of My Leadership Practice

According to Thompson & Vecchio (2009), situational approach to leadership clearly describes such types of strategies that leaders should employ to successfully accomplish certain tasks. Based on this type of leadership theory, I established that I was more practical in the way I deal with fellow professionals. Given that I plan to have a relatively senior position in the military, I will occasionally be required to lead by example and remain at the forefront when on a mission. From the seven habits profile results (category 5), I attest that I will always be a fairly disciplined professional who will always be ready to commit to the organizational successes.

Similarly, based on the results of the seven habits profile survey, I believe that I am more flexible and can always compromise particularly when faced with challenging situations. This inherent ability is evidenced by the results of the survey under category 7 that revealed that I am very sensitive to others’ feelings and always ready to comprehend others’ perspectives. The outcome further exposed that my ability to be flexible in my decisions and actions allows me to perceive things from a wider perspective before settling on the most viable alternative. Indeed, there are constant changes in the operations of the military and this necessitates flexibility. For instance, when deployed to different stations, I will always be required to immediately integrate with the new team to accomplish assigned tasks. According to Robbins, Judge, & Breward (2003), flexibility enables an individual to appreciate the ever-changing military world or any other occupational dynamics and thus duly motivate other personnel.      

Moreover, I established that I am a little bit prescriptive in nature especially when dealing with new recruits. I consider this characteristic to be one of my major strengths given that new recruits will occasionally require clear directions on how they can focus and achieve their goals. According to Thompson & Vecchio (2009), situational leaders tend to focus more on the successful transfer and delegation of responsibilities to assistants. This strength is supported by the outcome of the seven habit profile (category 4) that established that I am always more pragmatic in my approaches and is always seeking to accomplish assigned tasks. The results further ascertained that am very good at developing explicit plans on what I want my subordinates to help me achieve.                    

Three Weaknesses of My Leadership Practice

Based on the results from the seven habits profile, I believe that by being more sensitive to other people’s plights and viewpoints I may become vulnerable to manipulation and this may ultimately stress me.

Similarly, situational leadership tends to be more charismatic and assumes other important considerations and priorities especially within the military setup. For instance, during some specific combat actions, sensitivity to others’ plight and viewpoints may not be appropriate. According to Robbins, Judge, & Breward (2003), giving strict commands (directing styles) during combats is an important aspect of military leadership. Lastly, my inherent obsession with honoring commitments and promises may sometimes not work especially when serving in the military. Giving more attention to others may result in internal conflicts and delayed actions and this may interfere with the entire organizational procedures. For instance, a promise or commitment to ensure the survival of every personnel during military missions may not be realistic. These recommendations are based on trait theory of leadership that majorly stresses the importance of self-confidence and decisiveness. Moreover, trait theory asserts that leaders should develop emotional maturity and intelligence when managing organizations and people (Dessler, Starke, & Cyr, 2001).         

Three Theory-Based Changes That I Will Use to Maximize Success in Managing Organizations and Leading People

As an aspiring leader in the military, I will need to convincingly impact my followers, establish trust and be more proactive in my daily activities. Therefore, to fully maximize success in managing organizations and leading people, I should be in a position to propel deeper convictions, and focus more on solving subordinates’ complaints and perceptions. Specifically, transformational leadership style will help me to improve employees’ relations, performances, and motivations. Similarly, when faced with complex situations, it is important that I maintain my cool and avoid self-conflicts and unnecessary pressure. Lastly, I should effectively remunerate subordinates to make them feel appreciated and valued as part of the organization. Notably, all these recommendations are based on transformational leadership theory and aim at providing pertinent solutions to the organization and improving individual creativity.           

Two Short-Term Goals

The first leadership SMART goal that I plan to use to help me improve my leadership practice is to sustain an effective work life and personal life balance and reduce associated stress. I will only achieve this through giving some priority to my personal interests and taking time to relax away from the stressing work environments. Also, I plan to develop valuable organizational skills to enable me to manage different activities and influence others in my line of work. I plan to attain these valuable skills this through studying relevant theories on organizational behavior to discover how I can prioritize actions proficiently.    

Conclusion

Undeniably, situational leadership in serious professional settings can significantly increase individual effectiveness and practicality. According to Thompson & Vecchio (2009), every leader in any viable organizational environment like the military that is constantly changing should always remain conscious of other colleagues’ situations and interests. From the results of the seven habit profile, I can establish that I am a participative leader who is more willing to listen to others insights and is eager to learn and be corrected.      

References

Dessler, G., Starke, F. A., & Cyr, D. J. (2001). Management: Leading people and organizations in the 21st century. Upper Saddle River, NJ: Prentice Hall.

Robbins, S. P., Judge, T., & Breward, K. (2003). Essentials of organizational behavior (Vol. 7). Upper Saddle River: Prentice Hall.

Thompson, G., & Vecchio, R. P. (2009). Situational leadership theory: A test of three versions. The Leadership Quarterly, 20(5), 837-848.