Directing people or your subjects/subordinates/employees is the most significant factor while you are leading a certain group of people so far. When you are a leader, you have to direct your followers. Your followers should never ever get the feeling that their leader is confused while directing.

That is why; the leader should firstly believe himself and his thoughts as the most perfect ones for direction. The self-belief of the leader would make his words sound the best and great in all means. Only then, he would be in a decisive situation to command his subordinates in a directive manner (Jackson & Marriott, 2012).

Your juniors should know the fact that what you say is what you mean actually. Your commandments delivered as direction must be accomplished or followed by in letter and spirit. Your directions must be followed timely and accurately not through adulteration or alteration. The employees should never have a feel that their leader meant something out of his talks. The straight-forward commandment or direction must be understood and followed in its simplified version.

This would really enhance the confidence and belief on sides, the leader and the follower’s side. There should not be any hassle and worries in the behavior of the employee in compliance of the leader’s direction.

A true leader would always analyze and access the capabilities and potentialities of his employees with respect to the understanding of his relative direction for them. A leader must himself have an understanding to know his employees inner selves to get the best out of them. The best results can only be obtained the time, the understanding level of a leader and its employee reaches at its best (Salehzadeh, Shahin, Kazemi, & Barzoki, 2015).

The leader is also best known and recognized by his best commandments and efficient, clear directions only. One should inspire and hypnotize his subordinates with his charisma as a leader of the house and with his insightful directions delivered on right time. Then also, the employees would also love to deliver their best in response to the wise directions delivered by their employer/leader

Coaching of The Situational Leadership Model

In this type of situational leadership, coaching is practiced by the said leader for its followers. In such cases the employee/the follower is not yet expected to be expert enough to go and perform fully by himself.

Still the employee would be well-guided and directed by the leader as the said leader would certainly act as a coach in this very situation. The leader would have a full screening of his follower. The follower can definitely stuck into some different situations by case to case variations.

Here the leadership quality would be shown by the real leader that he would start supporting and guiding his followers by all means. He would make his follower feel guided in all aspects of his working. This guidance and proper coaching is expected by a genuine team leader in all the pertaining situations that would make him distinctive from the rest of his staff.

There must be a very strong approach narrated by a leader who would coach his followers through thick and thin by all the time. A real coach or leader never lets his follower feel de-moralized in any situation. He is the one who charges his employees to its full and boosts up their Morale to get succeeded in all segments of his professional career by developing skillful approach towards some situation (Jackson & Marriott, 2012).

Supporting of The Situational Leadership Model

The leader is expected to behave efficiently in different given situations. That is why; he is called as The Leader. In supporting phase, a leader is expected to support a person who is probably a new-comer to the organization. He or she is still incompetent and less self-driven. Such a follower looks to be less energized in such situation. He or she does not look to be committed to the organization of its leader.

Here, the role of the leader starts in , when he starts supporting the new guy at its premises as its follower. He invokes a new spirit and energy level into that follower to simply do his best. The rest is not his part to make his work perfect in the very beginning of his work.

The employee should be fully ensured by the leader that he or she would be well-supported by their leader in all circumstances.

Developing good relations with your employee would make you feel good as a leader as well. The support system provided by a leader proves the leadership quality of a leader in true means (Richard C West, 2013).

Delegating of The Situational Leadership Model

Delegating skills are also considered as one of the best known characteristics in a leader’s self. A leader would never be considered as the best leader until he or she has not got capacity to delegate his powers among his followers to make his operations run smoothly.

A leader should supervise his follower by the end of the day with a very low and less visible mode of direction through empowering his followers to a complete level. The sub-empowerment of a true leader is always regarded by its employees/followers.

The true leader is always known by its Sub-Leaders. So, a leader should empower maximum number of its potential Sub-leaders to further lead a certain group of followers.

Even the leaders of the nation are also recognized by their quality to empower the real stuff of people by the end of the day. Premier of a country is supposed to appoint Governors of its sub-states in the country. The choice or selection mode of Governors would further determine his leadership skills as how smartly he chose or selected the ones best available for the said services

The same is the case with the country head of certain organization that he or she would have to appoint Head of the Regions first of all to smooth its organizational operations all across the country (Ismail, Mohamed, Sulaiman, Mohamad, & Yusu, 2011).

Benefits of Situational Leadership Model:

·         Situational leadership model has been described and defined by the said theorists to draw certain characteristics features for a potential or possible Leader by the end of the day.

·         This Situational Leadership Model brings in a lot of benefits for its readers which are as following:

·         -It is more flexible approach to Leadership which defines and describes a potential leader with all flexibilities.

·         -It encourages successful collaboration among team members as our model has defined or described the potential and expected relationship among A Leader and its team members as its followers (Salehzadeh, Shahin, Kazemi, & Barzoki, 2015).

References of The Directing Type of Leadership

Allen, J., & McCleskey. (2014). Situational, transformational, and transactional leadership and leadership development. Journal of Business Studies Quarterly .

Bodla, M. A., & Nawaz, M. M. (2010). Comparative study of full range leadership model among faculty members in public and private sector higher education institutes and universitie. International Journal of Business and Management.

Ismail, A., Mohamed, H. A.-B., Sulaiman, A. Z., Mohamad, M. H., & Yusu, M. H. (2011). An empirical study of the relationship between transformational leadership, empowerment and organizational commitment. Business and Economics Research Journal .

Jackson, K. M., & Marriott, C. (2012). The interaction of principal and teacher instructional influence as a measure of leadership as an organizational quality. Educational Administration Quarterly .

Lynch, B. M., McCormack, B., & McCance, T. (2011). Development of a model of situational leadership in residential care for older people. Journal of Nursing Management.

McCleskey, J. A. (2014). Situational, transformational, and transactional leadership and leadership development. ournal of Business Studies Quarterly , 117.

Peus, C., Braun, S., & Frey, D. (2013). Situation-based measurement of the full range of leadership model—Development and validation of a situational judgment test. The Leadership Quarterly .

Richard C West. (2013). Situational Discipleship: The five-fold ministry roles of Ephesians 4: 11 and their relationship to the Situational Leadership model. Culture & Religion Review Journal .

Salehzadeh, R., Shahin, A., Kazemi, A., & Barzoki, A. S. (2015). Proposing a new approach for evaluating the situational leadership theory based on the Kano model: The case of university students. International Journal of Public Leadership.

Sethuraman, K., & Suresh., J. (2014). Effective leadership styles. International Business Research .