When a leader is leading a team it’s important to recognize that one leadership style does not fit all situations and we need to adapt our style based on the readiness level of our team members.

Research conducted by Paul Hersey & Ken Blanchard pioneers of the ‘Situational Leadership’ theory, suggests that employees need different levels of DIRECTION and SUPPORT depending on their level of competence and commitment.

However, most managers use only one leadership style—and the results are costly: turnover, disengagement, diminished productivity, missed opportunities, and more.

WHEN we are more Directive, we tell What to do, Why to do, When to do & How to do

WHEN we are more Supportive, we Listen for Concerns, Ask questions & Provide Feedback

SO, how can leaders change their leadership style depending on the needs of team members? It’s simple. They can use

👉 A ‘DIRECTING’ style when a team member is low in competence but high in commitment –  In this style, you can provide specific instructions and closely supervises the team member’s work

Situations like – When a person has newly joined the team, or some team members lack experience, or some task is complex or in an emergency situation.
 
👉 A ‘COACHING’ style when a team member is moderate in both competence and commitment – In this style, you can provide guidance and support while also encouraging the team member to take ownership of their work

Situations like – When doing a developmental conversation with your team member, when providing feedback, when you want the team to gain a new perspective.
 
👉 A ‘SUPPORTING’ style when a team member is high in competence but low in commitment –  In this style, you can praise, give recognition, and emotional support to encourage the team member’s continued growth and development.

Situations like – When a team member generally is very good but is struggling in one particular project or area, or lacks motivation and a sense of belonging.
 
👉 A ‘DELEGATING’ style when a team member is high in both competence and commitment –  In this style, you provide minimal guidance and supervision, allowing the team member to take ownership of their work and make decisions independently

Situations like – When you believe your team member is capable of handling tasks independently, has the expertise, does not need any direction

Finally, remember as the situation changes, so do the developmental needs of team members.