Choosing the Right Leadership Style

Effective leaders do not rely on one leadership style. They adjust their approach based on the competence and commitment of each person and each situation.

Leadership expert Dr. Ken Blanchard's situational leadership model describes four (4) core styles:

• Directing - High direction, low support, best when someone is new to a task and needs clarity on what to do, how to do it, and what success looks like.
• Coaching - High direction, high support, ideal when someone is gaining skill but still needs guidance, encouragement, and help thinking through challenges.
• Supporting - Low direction, high support, effective when someone can perform the work but needs confidence and involvement in decisions.
• Delegating - Low direction, low support, appropriate when someone is both capable and confident and ready to own the work.

This Week's Practice 

Think of one person you lead. Ask yourself:

• Are they new and unsure, growing but still needing guidance, capable but hesitant or capable and confident?
• Which leadership style, directing, coaching, supporting or delegating best fits their current needs?
  
  

Choose one concrete adjustment in your leadership this week to better match their  development level.

DISC Insight - Situational and DISC Leadership Combined

Situational leadership helps you choose what styles to use; DISC helps you decide how to communicate that style in a way that lands well.

When applying situational leadership, consider both the person's development level and their DISC personality style. Personality does not  determine the leadership style required, but it can guide how you communicate direction, coaching, support, or delegation.

D - Dominance (Results - Focused)

When directing or coaching a Dominant personality, focus on the goal and expected results rather than excessive explanation. As competence grows, move more quickly towards delegation, giving them ownership and freedom to achieve the outcome. 

I - Inspiring  (People - Focused) 

When coaching or supporting an Inspiring personality, combine guidance with encouragement and dialogue. They tend to respond best when leadership includes collaboration, recognition, and connection to the broader purpose.

S - Support (Stability - Focused)

When directing or coaching a Supportive personality, provide clarity while also offering reassurance and patience as confidence develops. As confidence increases, shift toward a supportive style that involves them in the decisions and affirms their steady contribution.

C- Cautious (Quality - Focused)

When directing or coaching a Cautious personality, provide clear expectations, structure and standards of high of quality. As they gain mastery, gradually move towards delegation while respecting their desire for accuracy and thoughtful analysis.

Bottom Line:

Effective leaders don't rely on one's style; they shift intentionally between directing, coaching, supporting, and delegating based on each person's competence and commitment in the moment. By matching style to need, they help people grow faster and expand overall leadership capacity.