The Situational Approach & Scandal: Analysis of Olivia Pope
Olivia Pope
Photo retrieved from: http://www.examiner.com/article/scandal-season-3-spoilers-shonda-rhimes-teases-what-s-next
The new season 6 of “Scandal” started this past week and I am a huge gladiator. For those of you who have never seen the TV show “Scandal” it is an ABC Drama Series. It was created by Shonda Rhymes who is well known for creating the also very popular TV series Grey’s Anatomy. The show stars actress Kerry Washington as Olivia Pope, who after performing as the media consultant for the president opens her own crisis management firm. At Olivia’s crisis management firm (O.P.A for Olivia Pope & Associates) she takes in employees or consultants with dark pasts which all revolve around hidden secrets and scandals. As a side bar the management firm basically fixes people’s dirty political problems with Olivia as the leader of the pack.
Olivia Pope is an effective leader and is flexible enough to keep everything running smoothly in her business and beyond. I believe that her leadership situation fits well with the situational approach to leadership for this very reason. Throughout the show Olivia must fit and mold her leadership styles to fit certain situations and certain employees or followers needs. She definitely has a unique group of followers all on different developmental levels.
Olivia Pope alters her behavior and leadership styles to fit the different employees or followers depending on their specific needs. This includes the level of task behaviors (also called directive behaviors) and the level of relationship behaviors (also called supportive behaviors)(Commentary, 2016). Directive behaviors include behaviors that are just that directive. Telling followers what to do, how to do it, offering direction in tasks, and basically focusing on the task at hand make up directive behaviors. Meanwhile, supportive behaviors include offering emotional supporting, clarifying, building relationships, and other behaviors along that nature. These two behaviors can be ranked on a high or low scale and make up the four categories defining a leadership style: directing, coaching, supporting, and delegating (Commentary, 2016).
(Left: Quinn Perkins, Center: Huck, Right: Abby Whelan) — Photo retrieved from: http://scandal.wikia.com/wiki/File:5x06_-_Quinn-Huck-Abby_1.jpg
Huck is an employee at O.P.A (Olivia Pope & Associates Crisis Management Firm). Huck is the character that has emotional issues related to his very dark past and is very much used to being alone (not a follower). As a follower he is able to complete most of the tasks asked of him, but he is sometimes unwilling or not confident in his abilities. This able but unwilling and also lack of confidence places him in the Developmental Level Three (D3) according to the situational approach (Commentary, 2016). Olivia often has to step in and lead Huck by offering “Supportive” leadership style/behaviors. This means by offering high support (relationship building, emotional support, etc.) and low direction (what to do, how to do it, etc.). Eventually once a level of trust is established Huck moves into a different developmental level and Olivia changes her leadership style with Huck as a result.
Another employee at O.P.A in which Olivia leads is Abby Whelan. Abby takes direction easily and doesn’t need additional emotional support (such as Huck). Abby could be defined as a developmental level four (D4) follower because she is both able and confident to perform tasks asked of her (Commentary, 2016). She doesn’t need a lot of direction nor does she need a lot of support. Olivia is able to respond to Abby in a more “Delegating” leadership style because of her developmental level. Of course the show changes drastically and so does their leadership situation but, this is true for the beginning seasons.
The last major employee at O.P.A. is Quinn Perkins. Quinn is new at O.P.A. and in fact is new to having a law degree in general. This is her first big gig and as a result she is at a developmental level 2 (D2) during the first couple seasons when Huck is at D3 and Abby at D4 (Commentary, 2016). Quinn makes very many mistakes in dealing with clients and thus is unable to complete tasks. Quinn also lacks confidence and often doesn’t complete tasks because she is scared or timid (which changes drastically throughout the seasons). This means Olivia has to closely monitor her, unlike the other employees. Olivia has to offering Quinn a “Coaching” leadership style which is high in supportive behaviors and high in directive behaviors due to her developmental level. This quickly changes as Quinn gains more experience in the firm.
All in all Huck, Abby, and Quinn are all on different developmental levels as followers and are on an ongoing continuum. The analysis of their developmental levels is based on the earlier seasons of scandal (seasons 1-3). These different developmental levels mean that Olivia the leader must be flexible in her leadership styles and behaviors. For example some followers need more supportive behaviors than others. Different employees need different things from their leader. Olivia does an excellent job, overlooking the mental breakdowns and multiple glasses of wine, at leading her O.P.A team.
References
Commentary (2016). Psych 485: Part 2 Situational Approach. Pennsylvania State University World Campus. Pg. 14. Retrieved
from https://courses.worldcampus.psu.edu/sp16/psych485/001/content/05_lesson/04_topic/03_page.html