Have you ever taken a cruise, gone to a convention, planned a party or simply taken a class?  There are so many components to it from venue, itinerary, staff, guests, and food menu to registration and costs.  But have you ever wondered or witnessed what goes on behind the scenes?  That’s where all the magic (and tragedies) happens.  Some of the things that occur will amaze you and some will make you want to call the authorities.  In this week’s blog, I will be briefly discussing the Path-Goal Theory as it pertains to a trip I recently had taken. 

Two weeks ago, I had the pleasure of going on a 5-day cruise to Mexico with my husband and mother.  Trust me, it gets better.  There were all kind of things planned for us (and other passengers) on the ship from dinners, comedy shows, tournaments, excursions, seminars, and even classes such as painting and dance classes.  My mom and I love to dance (not with each other but just in general).  There was this “Beyonc�’s Single Ladies” dance class scheduled and we wanted to join.   We arrived a little early (an hour and don’t ask) at the auditorium and the dancers were practicing for the “Let’s Rock” dance show that was on schedule to be performed later that night so we sat in the back silently and watched.  Wow!  What a show it was.  It was better than the actual one.

Before I get ahead of myself and tell you too much, let me first set the stage and give you a little information on the Path-Goal Theory.  The Path-Goal Theory is all about motivation.  It emphasizes “how leaders motivate subordinates to accomplish designated goals” through the use of different leadership behaviors in appropriate situations. (Northouse, Pg. 137)  Such behaviors include directive, supportive, participative, and achievement oriented and they are dependent on a few internal structures – the subordinate’s characteristics (their job needs and attitudes) and the task characteristics (organizational atmosphere such as formal authority systems and polices, tasks, and group dynamics). (Pg. 141-2)  Each leadership style corresponds to a particular behavior and task that “best fits the needs of the subordinates” in order for the job to get done.  Let’s get back to the story and I will show you. 

The director was sitting in front of the stage watching as each performer and group danced.  Even though each dancer had their own personality, they still fit the molds or characteristics of:  the newcomer (needs support or affiliation), the goody two shoes (needs challenges), the control freaks (needs structure), and the prima donnas (needs autonomy or control).  When each danced, the director seemed to treat or instruct them according to such characteristics.  Let me tell you that EVERYBODY on the stage needed help. 

Let’s start with the new comers.  Because they were new to the bunch and did not know the choreography as well as some of the others, there was a sense of uncertainty so the director gave them more reassurance and support (Supportive Leadership Behavior).  Their confidence seemed stronger afterwards.  With the goody two shoes who danced perfectly all the time and loved challenges, the director was more strict and critical with them (Achievement Oriented Leadership Behavior) which made them try even harder.  The prima donnas, on the other hand, acted as if they owned the stage and did not need any critiquing.  The director was more informal with them and asking them for their opinions such as “How do you think you did?” and “Do you think there is anything that could be added to give you that extra pop?” (Participative Leadership Behavior) which gave them the control they needed in order to improve their performances.  Lastly, there were the control freaks who were always on time, formal, did not joke around during practice, and took everything seriously.  The director made sure to give them extra attention and direction as well as the space and time needed to practice.  For example, the director knew which girls and guys were the “control freaks” so she made them perform first and then she critiqued them immediately afterwards (Directive Leadership Behavior).  This was so that they could go to the private practice room next door where they had the space to process the critique and improve their performance in their own way. 

Seeing how things came together was amazing.  With all of the arguing, slips and falls, crying, and drama prior to the show, I didn’t think there was going to be a show that night to be honest.  It really proves that the appropriate leadership behavior during a situation is effective and gets results.