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| "Welcome to Indiana basketball." |
Let's dive into the power of situational supervision—adjusting
leadership styles based on the needs of your team. And what better way to
explore this concept than through the lens of the classic basketball film, Hoosiers?
Coach Norman Dale provides a masterclass in leadership adaptation, showing us
when to be directive, persuasive, supportive, and delegative. Let’s break it
down. (I adapted this from a Supervision Training that I had with YMCA back in the early 1990's)
"Leadership is Influence, Nothing More, Nothing Less," John C. Maxwell.
The essence of leadership is influence. Whether
you're leading a team on the court or in the workplace, the goal is to help
individuals and groups achieve their objectives effectively. But how do you
know which leadership style to use? It depends on:
- The
situation—What’s the goal, and how do we achieve it?
- External
forces—What outside factors are at play?
- Group
goals—Does the team fully understand its mission?
- Methods
and processes—What strategies are in place?
- The
environment—Are things stable or rapidly changing?
Coach Dale constantly assesses these factors and adapts his
leadership accordingly.
The Four Leadership Styles in Hoosiers
Effective supervisors don’t lead the same way
all the time. They shift between four leadership styles:
- Directive
– "Here’s the job. Here’s your role. Let’s get it done. Now!"
- When
Coach Dale arrives, he lays down strict rules. He benches Jimmy Chitwood
and enforces disciplined team play. His team lacks direction, so he
provides it.
Directive: At first, Coach Dale takes a direct
approach by setting strict rules and expectations. This is essential when team
members lack direction.
- Persuasive
– "We’ve got the talent. We’ve got the plan. Are you ready? Okay,
let’s do it!"
- Once
the team starts buying in, Dale shifts from commanding to persuading,
building confidence and trust in his system.
- [Soundbite:
"You think it’s the size of a man that matters? It’s the size of his
heart!"]
Persuasive: As the team
starts to trust his system, Coach Dale shifts to a persuasive style,
communicating confidence and building trust.
- Supportive
– "I’m with you all the way. Lead on!"
- As
the team gains confidence, Dale shifts to a supportive role, offering
guidance but allowing autonomy.
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| "I love you guys. You all deserve this." |
Supportive: With gained
confidence, he becomes supportive, offering guidance while allowing autonomy.
- Delegative
– "This one’s all yours. Keep me informed."
- By
the championship game, Dale trusts his team to execute the plan without
micromanaging. He even defers to Jimmy for the final shot.
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| "I’ll make it." |
Delegative: Ultimately,
Coach Dale trusts his team to execute their plan independently by the
championship game.
Supervisee Maturity: When to Use Each Style
A leader’s approach should depend on the maturity
of the team member. We’re not talking about personal maturity, but rather
their:
- Knowledge
and experience
- Skill,
talent, and ability
- Attitude
and willingness to perform
For low-maturity employees (or inexperienced players), a directive
approach works best. As they develop, move through persuasive, supportive,
and finally delegative styles—just as Dale does in Hoosiers.
Choosing the right approach depends on the team member’s
maturity, knowledge, and willingness to perform. Begin with a directive
approach for less experienced members, gradually shifting to a delegative style
as they develop.
Intervention & Feedback
Sometimes, a leader needs to intervene.
Supervisors often hesitate, but timely action is key.
- MBWA
(Management by Walking Around) – Stay engaged with your team.
- Immediate
Feedback – Praise or correct on the spot.
- One-Minute
Manager Approach – Keep feedback quick, clear, and constructive.
- Praise:
"Catch them doing something right. Be specific."
- Correction:
"Private. Constructive. Less than 60 seconds."
Coach Dale speech: "If you put your effort and concentration
into playing to your potential, to be the best that you can be, I don’t care
what the scoreboard says at the end of the game. In my book, we’re gonna be
winners!"]
The R.A.P. Method – Review, Analyze, Plan (In the 1970s, "rap" referred to a persuasive engagement while having a conversation. I know that view folks still use that definition.)
When deeper intervention is needed, use the R.A.P.
method:
- Review
(15% of the conversation) – Briefly discuss past performance.
- Analyze
(25%) – Assess the present situation.
- Plan
(60%) – Focus on future improvement.
This ensures the conversation is forward-focused, reducing
defensiveness and increasing commitment to change.
Leaders also need to provide timely feedback and intervene
when necessary. Techniques like the RAP method—Review, Analyze, Plan—help keep
conversations positive and future-focused. Discipline requires structure,
involving identification, analysis, and open discussions to encourage buy-in.
Discipline & Gaining Agreement
Discipline is a challenge for many supervisors,
but a structured approach helps:
- Identify
– Define the issue.
- Analyze
– Assess the impact and consequences.
- Discuss
– Gain agreement on the need for change.
- Document
– Record discussions and agreements.
- Follow-Up
– Ensure accountability and improvement.
A great leader gains buy-in rather than simply
issuing mandates. If resistance arises, return to discussing solutions and
emphasizing impact.
Coach Dale, "Don’t talk about the next step until
you’ve climbed the one in front of you."
Some Final Thoughts
Situational leadership is about adaptation.
Like Coach Dale, great leaders assess their teams and adjust their approach
accordingly. Start directive, shift to persuasive, offer support,
and when the time is right—delegate.
As Dale’s journey in Hoosiers shows, the best leaders
don’t just demand success; they develop it. And when the moment comes, they
trust their team to take the shot.
Great leaders, like Coach Dale, don’t just demand
success—they develop it. Are you ready to transform your leadership style? Contact me if you would like to consider sharing this workshop with your team.
For a
copy of my Number 1 selling book, “Serving From The Heart,” visit: https://clpli.com/al_ferreira
Until next time—lead well, adapt often, and never stop
coaching your team to success!
Frequently Asked Questions
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Q: What is situational supervision in the context of summer camps?
A: Situational supervision involves adapting supervision strategies based on the specific needs and dynamics of each situation, rather than using a one-size-fits-all approach.
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Q: Why is situational supervision important for summer camps?
A: It ensures the safety of campers and staff by allowing supervisors to manage situations more effectively, leading to improved experiences for everyone involved.
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Q: How can camp directors implement situational supervision effectively?
A: By assessing each situation, training staff in adaptive strategies, and using appropriate tools and techniques for dynamic supervision.
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Q: What benefits can camps expect from using situational supervision?
A: Camps can expect increased safety, staff development, and better camper experiences, alongside a supportive and adaptable camp environment.
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Q: How can camps evaluate the effectiveness of their supervision practices?
A: Camps can conduct regular assessments, seek feedback from staff and campers, and analyze case studies for continuous improvement and adaptation.
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