Adapting your approach
调整你的方法
Situational leadership improves your ability to lead others and to respond effectively to situations.
情景领导力可以提高你领导他人的能力，并对情景做出有效的反应。
Different leadership styles
不同的领导力风格
By adjusting your style to match each challenge, you are more likely to achieve your desired outcome. To decide which approach is best, you need to consider the issues, what needs to happen, and the people involved. To develop your situational leadership, you must be self-aware and understand your style and how it impacts others.
通过调整你的风格来适应不同的挑战，你更能达成你想要的结果。为了决定哪种方法是最好的，你需要考虑问题，需要发生什么，以及涉及到的人。
The situational leadership model developed by Ken Blanchard and Spencer Johnson identifies and details the different leadership styles。为了发展你的情景领导力，你必须有自我意识，了解你的风格以及它如何影响他人。
| Leadership style 领导力风格 | Characteristics 特征 |
|---|---|
| Directing … telling 指导…讲述 | Centres on structure, control and supervision, and one-way communication. Effective for teams that are new, temporary, or forming. A hands-on, decisive, and involved approach that directs and emphasizes tasks and deadlines. 以结构、控制和监督以及单向沟通为中心。对新的、临时的或正在形成的团队有效。一种亲力亲为、果断和参与的方法，指导和强调任务和最后期限。 |
| Coaching …engaging 培训…参与 | Focuses on directing and supporting – using teaching and guiding skills. Works well with teams that have worked together for a period of time. Promotes a balance between short-term and long-term needs –such as monitoring target achievement while developing longer-term priorities 注重指导与支持——运用教学与指导技巧。与曾经一起工作过一段时间的团队合作良好。促进短期和长期需求之间的平衡——例如在制定长期优先事项的同时监测目标实现情况 |
| Supporting …developing 支持…发展 | Involves praising, listening, and facilitating development. Appropriate for teams that continue to function, well Leaders, are no longer involved in short-term performance and operational measures. Long-term aspects are more critical, with a focus on individual and group development, planning, and innovation 包括表扬、倾听和促进发展。适合继续运作的团队，好的领导者，不再参与短期业绩和操作措施。长期方面更为关键，重点是个人和团队的发展、规划和创新 |
| Delegating … hands-off…facilitating 委托…不干涉…促进 | Responsibility for routine decisions is handed over. Works best with a highly experienced, successful team when little involvement is needed. The focus is on working externally for the team by developing networks, securing resources, and sharing best practices. Intervention is usually at the request of the team wanting support and advice with defining problems, devising solutions or handling problems 日常决策的责任被移交。效果最好是：在一个有丰富成功经验的团队中，可以很少的直接参与。重点是通过开发网络、获取资源和共享最佳实践，在外部为团队工作。干预通常是在团队需要支持和建议时提出的，包括定义问题、设计解决方案或处理问题。 |
Using the right style
使用正确的风格
Each situation should use the most appropriate style. For example, directing is helpful in exceptional circumstances such as a crisis requiring people to follow a particular course of action or handling complex personnel issues.
每种情况都应该使用最合适的风格。例如，在特殊情况下，例如需要人们采取特定行动或处理复杂人事问题的危机，指导是有帮助的。
To decide which style is appropriate, assess the competence, ability, confidence, and motivation of those involved. For example:
要决定哪种风格是合适的，就要评估参与者的能力、能力、信心和动机。例如：
