TITLE: NAVIGATING

TEAM DISAGREEMENTS
WITH EFFECTIVE
LEADERSHIP
Subtitle: Applying Situational Leadership in Software Development

Rohit Rokka – FCT FC1018727

 • I am a newly appointed team leader in a
OVERVIEW software development company.
• Our mission: Develop a critical software update
for a client within a tight two-week deadline.
• Challenges arise: Significant disagreements
among team members on project direction and
approach.
• Divergent viewpoints: Some advocate for the
latest technology stack; others prefer familiar
tools for timely delivery.
• Concerns about team morale: Some members
feel overwhelmed by the project's complexity
and urgency.
• My task: Address these challenges while
ensuring project success and maintaining team
cohesion and morale.
 • Definition: Situational Leadership is
a leadership model that emphasizes
adapting leadership style based on
the development level of team
members.
WHAT IS
• Key principles: Flexibility,
SITUATIONAL individualized approach, focus on
competence and commitment.
LEADERSHIP?
 • As I assess the team dynamics, it's evident
that team members exhibit varying levels

ANALYZING of competence and commitment.

• Some team members demonstrate high
TEAM competence and commitment, while others
may struggle with one or both.

DYNAMICS • Situational Leadership offers a framework

to effectively address these differences.
• By adapting my leadership style based on
individual team members' development
levels, I can provide the necessary support
and guidance to enhance both competence
and commitment.
• This tailored approach ensures that each
team member receives the appropriate
level of direction and support to contribute
effectively to the project's success.
 • For team members exhibiting low competence but
high commitment, a directive leadership approach
PROVIDING CLEAR is essential.
DIRECTION AND • I will provide clear instructions, detailed guidance,
S U P P O RT and necessary resources to support their learning
and development.
• Regular check-ins and feedback sessions will be
conducted to ensure understanding and progress.
• By offering targeted training and mentorship, I aim
to increase their competence while maintaining
their high level of commitment to the project.
FOSTERING • Strategy: Provide encouragement,
involve in decision-making, address
COMMITMENT
concerns.
THROUGH • Example: Regular one-on-one
SUPPORT meetings to discuss progress and
concerns, seeking input on project
decisions.
EMPOWERING • Strategy: Delegate tasks, provide
autonomy, set high expectations,
AND offer recognition.

MOTIVATING • Example: Assigning leadership roles

to experienced team members,
publicly recognizing their
contributions.
BUILDING A • Strategy: Regular check-ins, team-building
activities, open communication channels.
SUPPORTIVE • Example: Weekly team lunches to foster
TEAM camaraderie, anonymous suggestion box for
feedback.
ENVIRONMENT
 • In conclusion, applying Situational
Leadership principles to our scenario offers
CONCLUSION a strategic framework for addressing team
dynamics and achieving project success.
AND • By recognizing and adapting to varying
levels of competence and commitment
REFLECTION among team members, I can tailor my
leadership approach to provide the necessary
direction, support, and motivation.
• Let's remain committed to fostering a
collaborative and supportive team
environment, where every member feels
valued and empowered to contribute to our
collective success.
Q&A • Open floor for questions, comments,
and further discussion.
 • Images – Licensed Stock Images
REFERENCES
THANK YOU 