a concept of understanding leadership that focuses on the dynamic relationship between the characteristics of a leader and the characteristics of the situation or environment in which he operates. According to this theory, the effectiveness of leadership or the behavior of a leader cannot be evaluated on the basis of personal qualities alone. It is necessary to take into account the leader’s interaction with situational variables such as the nature of the task, the size of the team, the level of experience of the participants, and environmental pressures. In other words, effective leadership is the product of a constant balance between the characteristics of the leader and the needs of the situation and the group. From a psychological point of view, the theory states that a leader’s behavior is shaped by the interaction between his motivation, leadership skills and styles, the character of the people he leads, and the conditions of the social or organizational context. For example, a relationship-oriented leader may be effective in a group environment that requires increased cooperation and psychological support, but he may need to adjust his style to become more directive and authoritative in situations that require precise task execution or haste. From a social and organizational perspective, the theory explains that leadership success depends on the ability to adapt to the needs of group members and the entire group, and to provide the necessary guidance at the right time, while taking into account external factors such as available resources, expectations of top management, and organizational culture. The theory also places great importance on feedback between the leader and the members of the group, as constant interaction adjusts the leader’s behavior to achieve better results, ensure individual satisfaction, and achieve the goals of the organization.