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According to Brent Braveman, the author of Leading & Managing Occupational Therapy Services (2022), leadership is defined as “a process of creating structural change wherein the values, vision, and ethics of individuals are integrated into the culture of a community as a means of achieving sustainable change (Braveman, 2022). Being an impactful leader involves portraying traits such as intelligence, openness, self-confidence, honesty, drive, integrity, initiative, etc., (Braveman 2022). As these traits are important to become a successful leader, there are a variety of leadership styles that use these traits within their style of leadership. One being the Path-Goal Leadership theory / style, will be of primary focus on this educational padlet.

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The Path-Goal Theory was developed by Robert House and is known as the most effective contingency approach to leadership (Alanazi et al., 2013). As a leader using this theory, the main objective is to provide guidance, support, and help when necessary, for the subordinates to achieve their own goals effectively besides the organizational goals (Alanazi, et al., 2013). This theory believes that managers can affect their teams performance by adapting their leadership style to fit the needs of their teams. There are four different types of leadership behaviors / traits that are used within the Path-Goal theory itself, being participative, supportive, directive, and achievement-oriented (Alanazi, et al., 2013). The path-goal leader is also considerate of the characteristics of the followers of the task which include needs for affiliation, preferences for structure, desires for control, and self-perceived ability to perform work tasks (Bravemen, 2022).  As this theory uses two hypotheses to guide this theory, these include one, that when the subordinates consider the behaviors of leaders as a source of satisfaction of their job, it is acceptable and achieves employee job satisfaction. And two, the second hypothesis focuses on the behavior of leaders that is a motive for the employees (if behavior is convenient -> leads to motivation of employees) (Alanazi et al., 2013). An effective path-goal leader gives their employees a clear path to follow to achieve goals and remove the challenges and obstacles.

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Path-goal leadership utilizes a flexible leadership style in order to guide others to accomplish specific organizational goals while also removing barriers and obstacles along the way. This is done by providing support, direction and motivation (Alanazi, et al., 2013). Path-goal leadership is very similar to the model of human occupation (MOHO)- a model occupational therapists (OTs) often use when working with patients.

MOHO includes three main person variables which influence occupational engagement and participation. These three person variables include volition (motivation, values and interests), habituation (roles, habits, and routines), and performance capacity (physical and mental skills and abilities)(Newell, 2023). This aligns with path-goal leadership which also heavily considers the individual needs of each person being led by taking into account their personal goals, abilities and motivations and aligning them with the tasks at hand (Alanazi, et al., 2013).

The path-goal style utilizes four main approaches to leadership. These approaches include directive, supportive, participative and achievement oriented. Any leader can use one of these approaches or even a combination of multiple approaches to lead individuals. Below are some examples of how OTs might utilize each approach to path-goal leadership with their patients.

Directive- This kind of leadership style helps provide structure and direction. According to Dare and Saleem, directive leadership style is an effective approach to take when dealing with “…authoritarian subordinates, confusing job requirements, unclear organizational regulations, and difficult tasks” (2022). This kind of leadership style is also appropriate for OTs to use when encountering new patients who are unfamiliar with occupational therapy.

Ex: An OT is assessing a new patient for the first time during an initial evaluation. This patient has never received occupational therapy services before and has never done the assessment the OT plans to use. A directive approach would be appropriate for the OT to utilize in this situation so the patient can have clear and concise expectations and directions to follow.

Supportive- This approach focuses on boosting morale by encouraging leaders to be approachable and friendly in order to create a supportive environment. Utilizing supportive leadership can be helpful in situations where tasks are regimented, unsatisfactory, repetitive, or difficult (Dare & Saleem, 2022). In occupational therapy, this approach may also be helpful when encountering low-functioning patients who may feel they are not reaching their goals.

Ex: An OT has a patient who exhibits poor fine motor skills which makes it difficult for them to self-dress. This patient is feeling discouraged because they still haven’t met their goal of independently dressing each morning. Using this approach, the OT could point out that the patient may not have met their overall dressing goal but that they have consistently been able to put on their shirt each morning at home- something the patient wasn’t able to do three weeks ago. This would help encourage the patient and help them see the progress they have made so far.

Participative- Participative leadership “…enables collaborative decision making in which followers' thoughts and proposals are taken into consideration” (Dare & Saleem, 2022). In other words, this approach allows followers to be more involved in the decision-making process. This approach to leadership may be helpful to utilize in occupational therapy when a patient feels a lack of autonomy or agency in their recovery process.

Ex: A young boy previously attended occupational therapy but was noted to be “unmotivated and uninterested” in participating in therapy sessions. When a different occupational therapist completed their initial evaluation of the boy, they notice the parents are speaking over the boy and answering most of the OT’s questions. The boy attempts to voice his own interests and goals for therapy but is consistently interrupted by his parents. Each time this happens the OT notices the boy appears to become more withdrawn. This gives the OT the idea of asking the parents to step out of the room for the last few minutes of the evaluation so the OT can see how the boy does without his parents around. During this time the OT makes sure to ask the boy again what his interests and goals for therapy are. This allows the OT the opportunity to get ideas from all parties involved so the OT can make a comprehensive list of goals for therapy that will also interest the child and motivate him to participate in future sessions.

Achievement-oriented- This type of leadership sets high standards and encourages team members to excel. Because of this, an achievement-oriented leadership style is most efficient when applied to followers who are highly skilled and competent. Utilizing this style typically increases workers’ self-esteem and motivation. It also “…encourages followers to believe that their hard work will pay off” (Dare & Saleem, 2022). For an OT, this kind of leadership style might be appropriate to use when dealing with a patient who underestimates their abilities and is hesitant to get out of their comfort zone.

Ex: An elderly woman recently fell and broke her hip while living at home alone. Since this injury, the woman has been overly cautious and has relied on her daughter to help her engage in many of the occupations she had previously done independently at home with little to no difficulty. One day, the daughter mentions that her mother decided to make dinner on her own in the kitchen. However, the woman still refuses to shower unless she is seated in a shower chair. This is the first time the OT has heard of the woman engaging in an occupation without her walker or cane. This leads the OT to conclude that if the woman can stand and make dinner for a half hour, then she can likely stand in the shower to bath for a few minutes. Using achievement-oriented leadership, the OT can point out to her patient the feats she has accomplished already and encourage the woman to apply these skills to showering. The first goal might be to take a 2-minute shower and over time, the OT will increase the difficulty until the patient can stand for 10 minutes, the time the patient needs in order to both wash her hair and body.

This leadership style is also applicable to other professions. As previously discussed, an example of this is the famous recording company, Columbia Records. This company utilizes path-goal leadership principles to motivate employees, increase performance, and increase employee satisfaction (Vandegrift & Matusitz, 2011). Other industries such as the IT industry has also found much success by adopting path-goal leadership styles, as discussed in an article by Redžović (2024). Lastly, schools in a variety of contexts found that path-goal leadership was an efficient leadership style (Saleem et al., 2021) as well as provided clear guidance during uncertainty, motivation in routine tasks, and fostered high performance and resilience (Saleem et al., 2021).

In conclusion, path-goal leadership is a versatile and flexible leadership style that allows leaders to cater to the needs of their followers. It has been used in a variety of professions and has even helped well-known and successful leaders like Satya Nadella, the CEO of Microsoft, build outstanding companies.

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Path-Goal Theory: When leaders increase personal payoffs for subordinates for goal attainment and make the path to these payoffs easier to travel by reducing obstacles, thereby improving performance (Braveman, 2022).

Contingency: The contingency approach is a management theory that suggests there’s no single best way to manage an organization. Instead, the most effective management style or organizational structure depends on the specific circumstances or context in which a company operates (AIHR, 2024).

Participative: Involves consulting with employees on important decisions related to work, task goals and paths to reach goals, and enabling the employee to be directly involved in decision making process (Indeed, 2024).

Supportive: The leader pays attention to the needs and well-being of employees and makes work pleasant for them by being friendly and empathetic (Indeed, 2024).

Directive: The leader provides employees with clear guidelines for the processes and expectations for them and how they should best carry out tasks (Indeed, 2024).

Achievement - Oriented: This type of leadership behavior focuses on encouraging excellence by setting challenging goals (Indeed, 2024).

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When using the Path-Goal Leadership Theory it is essential that:

Leader behavior is viewed in a positive way that will guide subordinates to see the behaviors as an immediate source of satisfaction or future satisfaction

Leader behavior will improve employee performance such as it will:

Serve as a role model for learning task behavior

Enhance motivation of members of work units

Enhance the abilities of the employees

Provide guidance / resources

Remove obstacles

Make satisfaction of employee needs and rewards contingent on performance\

Complements the work environment from providing structure, support, and rewards needed for good performance

Enhances the employees work tasks that promotes collaborative working relationships between the employees and organization

The Path-Goal theory is a functional approach to leadership in which functions need to be fulfilled in work environments for workers to be motivated and satisfied to perform at levels that are high.

(Braveman, 2022).

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Satya Nadella-  CEO of Microsoft

Satya Nadella demonstrates path goal leadership through various qualities, with a few being directive, supportive, participative, and achievement oriented. When taking over as Microsoft's CEO, Nadella provided a clear and focused direction for the company as a whole. He made a statement emphasizing that he would like Microsoft to shift from a “know it all” culture to a “learn it all” culture to promote innovation and learning. With that, he then narrowed down the main focus of Microsoft to give employees more clarity on organizational goals. Nadella also pushed for a more inclusive and collaborative workplace culture. This fostered an environment where employees feel valued and supported within the company. Another thing Nadella did was frequently seek feedback from employees, empowering them to contribute ideas and shape the direction of the company. Lastly, Nadella came to Microsoft with an achievement oriented approach. He immediately set high expectations of all employees to encourage creative thinking and ambition as well as set the standard. The reason this reflects path goal leadership is because he provided a direction, removed obstacles and created community, empowered employees, and set high goals.

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Shift from a know it all mindset to a learn it all mindset

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Satya Nadella’s Growth Mindset Revolution at Microsoft

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Aaron Hotchner from the TV series Criminal Minds serves as a compelling example of an effective leader in popular media. As the leader of a team of FBI agents specializing in behavioral analysis, Hotchner navigates a group of diverse individuals, each with unique strengths and challenges. When the team lacks clarity or direction, he steps up to make decisive choices, outlining clear roles and responsibilities to guide each team member toward their shared objective of capturing criminals. In moments when team members face personal struggles, Hotchner offers empathetic support, creating a sense of safety and approachability. He constantly adjusts his leadership approach to suit the emotional and physical needs of his team members, as well as the resources and constraints of the situation. Throughout the show, Hotchner values the input of his team members and fosters a collaborative work environment. He frequently asks for insights and feedback during case briefings, allowing for his team to feel empowered and involved in decision making. He sets high expectations for his team and challenges them to excel in their work. However in the end, Hotchner is very achievement oriented by inspiring confidence in team members abilities and encouraging them to solve complex cases.

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Setting: Schools

Population: Educational leadership- teachers/administrators

Findings: The article "Toward Success While Tackling the Change in A Pandemic Age: Path-Goal Theory Leadership as a Win-Win Gadget" explores the application of Path-Goal Theory (PGT) in educational leadership during the COVID-19 pandemic. It highlights how school leaders adapted directive, supportive, participative, and achievement-oriented leadership styles to address challenges like remote learning and staff motivation. During the pandemic, the article emphasizes the effectiveness of directive leadership in providing clear guidance amidst uncertainty. Supportive leadership was found valuable for maintaining motivation in routine tasks, while achievement-oriented leadership encouraged high performance and resilience. The article calls for future research on PGT's effectiveness across diverse populations and settings, affirming its role in navigating crises in educational environments (Dare & Saleem, 2022).

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Setting: Secondary schools in Pakistan

Population: Secondary school teachers

Findings: This study aimed to see which of the four types of path-goal leadership styles was most influential and effective for leading teachers. To do this, researchers used random sampling to pick participants. Researchers distributed paper questionnaires to teachers. A total of 2469 secondary school teachers from 785 private secondary schools in Pakistan completed and returned the questionnaires. The questionnaire included five elements for each of the four leadership behaviors, seven items for task characteristics, nine items for teacher characteristics, and seven items for intrinsic and extrinsic motivation. The questionnaire also included teaching items that looked at planning, monitoring and evaluation, classroom atmosphere, classroom organization and discipline, and teacher leadership. Findings indicated that directive leadership was the most influential and effective leadership behavior. This was particularly true when dealing with complex tasks and inexperienced teachers. The study also found that supportive leadership and achievement-oriented leadership behaviors were helpful to back up the directive behavior (Saleem et al., 2021).

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Setting: IT Companies

Population: Leadership roles within a company

Findings: The article "Path-Goal Leadership Styles and Project Success of IT Companies: A Theoretical Framework Proposition" examines the application of Path-Goal Theory (PGT) within the IT sector. It emphasizes the importance of aligning leadership styles—directive, supportive, participative, and achievement-oriented—with follower characteristics and environmental factors to enhance project success. The study highlights the dynamic nature of the IT industry, where adaptable leadership is crucial for navigating complex projects. By facilitating clear communication and setting achievable goals, leaders can effectively guide their teams through challenges. The article also discusses the significance of understanding individual and collective aspirations, fostering an environment conducive to productivity and innovation. It concludes by proposing a research model to further investigate the impact of PGT on project outcomes in IT companies, suggesting that empathetic and adaptable leadership is vital in this ever-evolving field (Redžović, n.d.).

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Setting: Music recording company

Population: Company executives and their staff

Findings: This article analyzes and discusses how executives and chairmen from a recording company, Columbia Records, applied path-goal theory which ultimately transformed this company into one of the most successful recording companies in history. This discussion also looks at how path-goal leadership theory allowed these leaders to inspire their employees to excel in performance, contentment, and motivation. Finally, it discusses how establishing well-thought-out plans to achieve goals, giving rewards for achieving these goals and removing obstacles ultimately leads to success in business ventures (Vandegrift & Matusitz, 2011).

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Alanazi, T. R., Alharthey, B. K., & Rasli, A. (2013). Overview of path-goal leadership theory. Sains Humanika, 64(2).

Braveman, B.(2022). Leading and managing occupational therapy services: An evidence-based approach (3rdEd). Philadelphia PA : F.A Davis Company

Contingency approach. AIHR. (2024, September 10). https://www.aihr.com/hr-glossary/contingency-approach/

Dare, P. S., & Saleem, A. (2022). Toward Success While Tackling the Change in A Pandemic Age: Path-Goal Theory Leadership as a Win-Win Gadget. Frontiers in Psychology, 13, 944145. https://doi.org/10.3389/fpsyg.2022.944145

Newell, A. (2023). Model of human occupation: MOHO overview, volition & habituation. Study.com. https://study.com/academy/lesson/model-of-human-occupation-moho-definition-elements.html

Redžović, A. (n.d.). PATH-GOAL LEADERSHIP STYLES AND PROJECT SUCCESS OF IT COMPANIES: A THEORETICAL FRAMEWORK PROPOSITION.

Saleem, A., Wu, L., Aslam, S., & Zhang, T. (2021). Spotlight on Leadership Path-Goal Theory Silos in Practice to Improve and Sustain Job-Oriented Development: Evidence from Education Sector. Sustainability, 13(21), 12324. https://doi.org/10.3390/su132112324

Spotlight on Leadership Path-Goal Theory Silos in Practice to Improve and Sustain Job-Oriented Development: Evidence from Education Sector. (n.d.). Retrieved January 21, 2025, from https://www.mdpi.com/2071-1050/13/21/12324

The path goal theory of leadership: Meaning and strategies | indeed.com. (2024). https://www.indeed.com/career-advice/career-development/path-goal-theory

Vandegrift, R., & Matusitz, J. (2011). Path-Goal Theory: A Successful Columbia Records Story. Journal of Human Behavior in the Social Environment, 21(4), 350–362. https://doi.org/10.1080/10911359.2011.555651