To direct, coach, support or delegate based on the commitment and competence of the team member in that situation, seems to work for me. Over the last couple of years I have consciously practiced situational leadership model with the teams I have led. My ultimate objective is to be able to delegate a slice of work and get quality output. Once there, the team member moves to higher challenges and we go through few of the other phases again. So far, I have had a little over 1 percent attrition. I guess some of this success could be owed to the situational leadership model.
Likewise, I feel more motivated when my manager is able to assess my level of commitment and competence for a given task and align his/her response accordingly.
Situational leadership model really seeks to analyze a given situation as a function of the person's will and capacity to perform the task. Because of this reason, this model finds its application outside the professional environment as well.