Blanchard and Hersey theory
The Blanchard and Hersey situational leadership theory was established in 1969 by Paul Hersey and Ken
Blanchard. It is a leadership model focusing on willingness and ability of managers and leaders, the
model shows 4 leaderships styles each corresponding to each specific level of a leader or manager
development. This model was created to help leaders become more successful in leadership by adapting
to these factors, leaders can influence their workplace and employees to be better and more successful
than ignoring these factors. Also, by a leader adapting to these factors they can improve and change
throughout the process.
1. Delegating style – is a low relationship style in which the leader lets the group have control over
their own team and taking huge responsibility for task decisions. This can improve relationships
between employer and employee with more trust and respect for one another.
2. Participating style – is a high relationship style that shows shared ideas, decisions and opinions
between employees and leaders. Leaders use this style for employees who may lack confidence
in sharing anything.
3. Selling style – providing direction with reasoning behind it and seek for advice. This style can be
used for employees who are ready and willing to learn but lack lot of confidence.
4. Telling style – this style is leaders giving detailed instructions and monitoring work. This is for
employees with no preparation or need help.
The Blanchard and Hersey situational leadership theory was established in 1969 by Paul Hersey and Ken
Blanchard. It is a leadership model focusing on willingness and ability of managers and leaders, the
model shows 4 leaderships styles each corresponding to each specific level of a leader or manager
development. This model was created to help leaders become more successful in leadership by adapting
to these factors, leaders can influence their workplace and employees to be better and more successful
than ignoring these factors. Also, by a leader adapting to these factors they can improve and change
throughout the process.
1. Delegating style – is a low relationship style in which the leader lets the group have control over
their own team and taking huge responsibility for task decisions. This can improve relationships
between employer and employee with more trust and respect for one another.
2. Participating style – is a high relationship style that shows shared ideas, decisions and opinions
between employees and leaders. Leaders use this style for employees who may lack confidence
in sharing anything.
3. Selling style – providing direction with reasoning behind it and seek for advice. This style can be
used for employees who are ready and willing to learn but lack lot of confidence.
4. Telling style – this style is leaders giving detailed instructions and monitoring work. This is for
employees with no preparation or need help.
