Kyle K. Walker
Path-goal theory intends to explain “how leaders can help followers along the path to their goals by selecting specific behaviors that are best suited to followers’ needs and to the situation in which followers are working” (Northouse, 2016, p. 116). Using element of path-goal theory, I have been able to help disengaged, “out-group” members become stellar performers by removing their obstacles, and helping them gain access to their goals.
At every unit I have worked at in the military, there has been the resident underachiever. The individual with the negative attitude that management seems to dislike. I worked with one such person (Fletch) while stationed in Cape Canaveral, Florida, and one day I decided to find out why he was so negative. Sitting down with Fletch, I began asking questions. I got to know who Fletch was, what he enjoyed doing in his off time, what his goals were in the military and beyond. I found myself becoming confused. Fletch seemed to be very bright, and when we weren’t discussing his job he seemed naturally upbeat and funny. I didn’t understand why he was seen as a the unit slouch.
Fletch had explained to me during our conversation that he was very interested in law enforcement, but that his supervisor wouldn’t allow him to train in law enforcement until he became a better performer. I realized that I had determined the root of Fletch’s unhappiness. I managed the unit law enforcement program at the time, so I decided to try an experiment. I asked Fletch’s supervisor if he would let Fletch begin training for the law enforcement team if he met a weekly goal. His supervisor agreed. Every week thereafter, I worked with Fletch to meet the goal’s of his supervisor, and in the evenings, I trained Fletch in the basics of law enforcement. Before long, Fletch had met all of the requirements to be on the unit’s law enforcement team, and had completely changed his reputation at the unit. Fletch soon became the “go-to guy” in his department.
My interactions with Fletch represent a successful application of path-goal theory, which has several components: leader behavior, follower characteristics, task characteristics, and motivation. Fletch’s characteristics (follower) were dissatisfaction, the need for affiliation and inclusion, and unhappiness because the task characteristics were repetitive, unchallenging, often undignified, and mundane. Fletch was unhappy with his position at the unit, and because he already had a reputation for having a bad attitude with his supervisor, he saw no way to meet any of his goals, thus he met his supervisor’s expectations. I helped him find his motivation (leader behavior) by applying a supportive leadership style, which is was described in Northouse (2016, p. 118) as “attending to the human needs of followers,” and removing the obstacles from his path. When Fletch saw the opportunity to reach his goals, he found the motivation to succeed.
References:
Northouse, P.G. (2016). Path-goal theory In Leadership: theory and practice (7th ed.). Thousand Oaks, CA: Sage Publications, Inc.