Responsive Leadership Models

The most frustrating moment in my work is watching a brilliant leader lose their team not because they don’t care, but because they refuse to adapt. “I’ve always led this way.” “I just expect people to step up.” - leaders tell me and they mean well. But people aren’t machines. You can’t plug the same leadership approach into every person and expect power to flow. Just like traveling between countries, you need different adapters. And in leadership, those adapters are built on empathy, flexibility, and science-backed awareness of human behavior. 🔍 In theory, this is what Situational Leadership captures. Introduced by Hersey & Blanchard in 1969 and validated by decades of follow-up research, it showed that matching leadership behavior to the employee's needs leads to better motivation, learning, and performance. But here’s the nuance many miss: ❌ It’s not just about toggling between “directive” and “supportive.” ✅ It’s about building the diagnostic capacity to read people emotionally, contextually, and developmentally. And when combined with psychological safety (Edmondson, 1999), this adaptive leadership creates the conditions where people feel safe to contribute, challenge, and learn. In practice, I see this when leaders learn to carry the right “adapter”: 🔌 Structure: when someone is overwhelmed and needs clarity 🔌 Empathy: when someone is disengaged but no one has asked why 🔌 Challenge: when someone is ready for more but hasn’t been stretched 🔌 Listening: when someone has a voice but not yet a safe space 🔌 Autonomy: when someone is thriving and needs room to fly And in the end, it’s not the "best' leadership style that builds best teams. It’s the most responsive one. And being responsive also means being inclusive. P.S. What “adapter” do you find yourself using most as a leader? --------------------------------- 👋 New here? Welcome! I'm Susanna. I help organizations with high-performing, inclusive leadership and culture by fostering psychological safety.

Stop trying to be consistent (do this instead) Everyone's obsessed with consistency. "Just do it every day." "Build the habit." "Stay disciplined." But I've noticed something counterintuitive working with senior executives: the most effective leaders aren't consistent – they're responsive. ❌ They don't meditate for exactly 10 minutes every morning. ✅ They take 3 deep breaths between difficult conversations. ❌ They don't block every Friday afternoon for strategic thinking. ✅ They steal 15 minutes when their brain is actually ready to think strategically. The myth of consistency is killing your effectiveness because it ignores a fundamental truth: your energy, attention, and circumstances change daily. What if instead of forcing rigid habits, you built flexible responses? Micro-practice for immediate implementation (2 minutes): Pick one "should" in your routine (exercise, planning, etc.). Instead of a fixed time to do that activity, identify the trigger that tells you it's the right moment and then Just Do It (sorry, Nike). Test this approach for one week and compare how often your “shoulds” get completed. This week's reflection questions: Where is rigid consistency actually working against you? What would you do differently if you honoured your natural energy patterns? How might "responsive effectiveness" change your approach? ⬇️ Save this for the next time your routine feels more important than your results 👉  Follow Liz Bradford for insights on responsive leadership and strategic effectiveness

Last week, I shared a new leadership model I have conceptualized for some time. The name is still going through a few iterations, but the premise remains unchanged. Influenced by the work of John C. Maxwell and the Maslow Leadership & Maslow Research Center's reenvisioning of the needs of employees in the post-pandemic workplace, at the heart of this new model is the idea that effective leadership is a dynamic process that combines various elements of inclusive leadership, psychological safety, and emotional intelligence. It's not about progressing from one level to the next but continuously weaving these elements into your leadership approach. Foundational Leadership: Leaders are actively working on building trust, respect, and psychological safety within their teams. They lay the groundwork for inclusive practices and prioritize emotional intelligence to understand their team members' needs and concerns. Relationship-Centered Leadership: Leaders continue to prioritize trust and relationships, creating a safe and inclusive environment. Emotional intelligence is crucial for understanding team members' emotions and motivations. Fostering psychological safety through open communication, empathy, and genuine care for team members. Results-Oriented Inclusivity: Leaders focus on results and inclusivity, ensuring everyone's unique contributions are recognized and valued. Psychological safety is maintained, allowing team members to collaborate effectively, and emotional intelligence helps navigate challenges on the path to achieving goals. Empowerment Leadership: Leaders empower team members to reach their full potential, promoting inclusivity by providing development opportunities. Emotional intelligence plays a significant role in supporting individual growth and helping team members overcome obstacles. Inclusive Visionary Leadership: Leaders at this level profoundly impact fostering diversity and inclusion throughout the organization. They excel in creating psychological safety, ensuring every voice is heard and valued, regardless of hierarchy. Their exceptional emotional intelligence enables them to navigate complex situations and promote inclusivity at all levels. In this model, inclusive leaders continuously integrate elements from each stage, creating a holistic approach to leadership that encompasses inclusivity, psychological safety, and emotional intelligence. It's not a linear progression but a dynamic, ongoing process of growth and adaptation. Leaders may draw from different elements depending on the context and the needs of their teams and organizations. This interconnected model reflects the complexity and richness of modern leadership in a diverse and inclusive world. What else should I consider as I continue to build and iterate on this inclusive leadership model? Let me know below in the comments!

In a world of constant change, the most valuable leadership skill isn't authority, charisma, or even vision—it's adaptability. I've recently been exploring how the art of adaptive leadership transforms organizational effectiveness. Unlike traditional approaches that promote a single leadership style, adaptive leadership recognizes that different situations demand different responses. Think about it: Do you lead the same way during a crisis as you do during periods of innovation? Do high-performing team members need the same approach as those just developing their skills? In my latest article, I break down the practical framework of situational leadership—how to assess your team members' needs, select the appropriate leadership approach, implement it effectively, and continuously adjust as circumstances evolve. This isn't about being inconsistent. It's about having the wisdom to recognize that leadership excellence comes from strategic responsiveness, not rigid adherence to a single approach. What leadership challenge would benefit most from a more adaptive approach in your organization? #AdaptiveLeadership #SituationalLeadership #LeadershipDevelopment #OrganizationalEffectiveness

One of the best leadership models I used at Microsoft is the Situational Leadership II Model by Dr. Paul Hersey and Ken Blanchard. This model is especially important if you want to build a culture of empowerment. The trap that's easy to fall into as a leader is to use one style to rule them all. But the reality is the better you can adapt to who you lead, the better you can lead. Some people need more direction. Some need more support. If you provide too much direction and are too prescriptive you spill into micro-management. But, at the same time, there will be those who want more direction, beyond just support. The model takes into consideration not just the person, but the task, too. When you flex your leadership model the right way, you empower people to bring out their best. In all my experience, the best leaders create the best culture by bringing out the best in everyone, including themselves, and by setting the stage for greatness. On the flip side, I've seen too many managers do it wrong by directing when they should be supporting or vice versa. They label the ones they manage as difficult and they get labeled as a micro-manager. But by simply changing their leadership style, breakthroughs happen every day. This sounds almost too simple to be true and yet I've seen it time and again. If there's one thing I've learned over time is that the right simple model can go a long way. The beauty is you can get instant impact from practicing Situational Leadership today. The fastest thing you can change in any situation is yourself. And the results can be profound. For more insights and actions on how to become a better leader, innovate better, and make greatest impact, follow me at J.D. Meier #leadership #highperformance #empowerment