Many managers do not struggle because they lack intelligence, effort, or good intentions. They struggle because they lead everyone the same way.
In today’s workplace, shaped by hybrid working, rising performance expectations, and increasingly diverse capability levels, a single leadership style no longer works.
The result is predictable.
High performers feel micromanaged.
Developing employees feel unsupported.
Difficult conversations are delayed.
Delegation happens too early or too late.
For HR and L&D leaders, these patterns are familiar and they are also costly. The issue here is not motivation, it's adaptability.
This is where situational leadership makes a measurable difference.
Why Managers Are Struggling More Than Ever
The expectations placed on managers in 2026 are significantly higher than they were even five years ago.
Managers are expected to:
- Deliver performance results
- Support wellbeing
- Lead hybrid or remote teams
- Navigate change and uncertainty
- Develop others while meeting their own targets
Yet many have been promoted because of technical expertise, not leadership capability.
Without a clear framework to guide their decisions, managers often default to their natural style. Some over-direct, others over-support, some avoid intervention altogether. Over time, this inconsistency affects performance, engagement, and trust.
The Organisational Cost of Inflexible Leadership
When managers do not adapt their approach to the individual and the situation, several risks emerge:
- Talented employees disengage when over-managed
- Inexperienced team members lack clarity and structure
- Underperformance continues unchecked
- Feedback conversations become reactive instead of developmental
These issues compound over time. Retention suffers. Productivity declines. Leadership credibility weakens.
For HR and L&D leaders, this becomes a recurring challenge that no amount of generic training can solve.
What Situational Leadership Actually Changes
Situational leadership provides managers with a practical decision-making framework. At its core, it recognises that there is no single best leadership style. Effective leaders adjust their level of direction and support depending on the capability and confidence of the individual and the task at hand.
Instead of asking, “What is my leadership style?” managers begin asking:
- How capable is this person in this task?
- How confident are they right now?
- Do they need clarity and direction, or autonomy and trust?
This shift changes behaviour immediately.
A new team member learning a complex process may need clear instruction and structured guidance.
An experienced professional handling familiar responsibilities may need space and autonomy.
A capable employee who lacks confidence may need encouragement and support rather than instruction.
Situational leadership helps managers diagnose the need accurately and respond intentionally.
Why This Framework Matters in Hybrid Environments
Hybrid working has reduced informal observation and learning. Managers cannot rely on proximity to understand how someone is performing or coping.
Situational leadership encourages structured conversations and deliberate assessment. It helps managers avoid assumptions and instead make informed decisions about how to lead. In distributed teams, this adaptability becomes essential for maintaining performance and engagement.
From Theory to Behaviour Change
Understanding the concept of situational leadership is only the first step.
To truly fix leadership struggles, managers must:
- Practise assessing capability and confidence
- Recognise their default leadership tendencies
- Apply different approaches in real workplace scenarios
- Reflect and receive feedback
When embedded properly, situational leadership strengthens accountability while maintaining trust. It improves performance conversations and increases clarity across teams.
For HR and L&D leaders, it offers a structured, credible approach to developing adaptable leadership capability at scale.
Building Adaptable Leaders for 2026
The workplace is not becoming simpler. Leadership expectations will continue to rise.
Managers who rely on a single style will continue to struggle and the Managers who learn to adapt will drive forward performance.
At GBS Corporate Training, our situational leadership programmes focus on practical application rather than theory alone. We equip managers with the judgement and confidence to adjust their leadership style effectively across different individuals and scenarios.
The goal is not to create textbook leaders. It is to build adaptable leaders who can respond to real workplace challenges.
If many of your managers are struggling, the issue may not be effort. It may be the absence of a clear, adaptable framework.
Situational leadership provides exactly that, learn more about our Situational Leadership programme: https://www.gbscorporate.com/situational-leadership
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