Leadership Styles
HIGH
To choose the right leadership style, you must first assess where your team member stands for a specific task.
We look at two factors:
- Competence (Skill)
- Commitment (Confidence/Motivation)
Supportive behaviour
Different versions of this model refer to this as either development level or readiness. Both can be useful.
Developing (D1–D4)
This focuses on growth. It recognises that people learn and improve their skills over time as they gain experience.
HIGH
LOW
Directive behaviour
Readiness
DEVELOPED
DEVELOPING
This term focuses on the "now". It asks: "Is this person ready to handle this specific task today?".
D3
Able but insecure or unwilling
D2
Unable and insecure or unwilling
D4
Able and confident and willing
D1
Unable but confident or willing
We'll use developing for this course.
Click each one to learn more.
facilitate
support
guidance
reliance
D2: The disillusioned learner
Commitment
EXAMPLE
Competence
Low to some
Low
A team member trying to learn a new software who feels "stuck" and discouraged after their first few attempts.
They have started to learn the skills, but they haven't mastered them yet.
This often happens when the task is harder than expected or they have "plateaued".
D3: The capable but cautious performer
Commitment
EXAMPLE
Competence
High
Variable
An experienced team member who knows how to lead a meeting but asks you to attend "just in case" something goes wrong.
Their confidence is shaky. They might be "unwilling" to take full responsibility or may be nervous about performing the task without the manager present.
They have the skills and have demonstrated they can do the task.
D1: The enthusiastic beginner
Commitment
EXAMPLE
Competence
LOW
High
An individual is excited to lead their first project, but has never led a project before.
They are new to the task and lack the specific skills or experience to do it correctly.
They are eager to learn, curious, and motivated to get started.
D3: The capable but cautious performer
Commitment
EXAMPLE
Competence
High
Variable
An experienced team member who knows how to lead a meeting but asks you to attend "just in case" something goes wrong.
Their confidence is shaky. They might be "unwilling" to take full responsibility or may be nervous about performing the task without the manager present.
They have the skills and have demonstrated they can do the task.
D4: The self-reliant achiever
Commitment
EXAMPLE
Competence
High
High
A team member who manages a complex monthly task perfectly every time and requires no supervision.
They are experts at the task and consistently deliver high-quality work.
They are inspired, confident, and take full ownership of the results.
D1: The enthusiastic beginner
Commitment
EXAMPLE
Competence
LOW
High
An individual is excited to lead their first project, but has never led a project before.
They are new to the task and lack the specific skills or experience to do it correctly.
They are eager to learn, curious, and motivated to get started.
D2: The disillusioned learner
Commitment
EXAMPLE
Competence
Low to some
Low
A team member trying to learn a new software who feels "stuck" and discouraged after their first few attempts.
They have started to learn the skills, but they haven't mastered them yet.
This often happens when the task is harder than expected or they have "plateaued".
D4: The self-reliant achiever
Commitment
EXAMPLE
Competence
High
High
A team member who manages a complex monthly task perfectly every time and requires no supervision.
They are experts at the task and consistently deliver high-quality work.
They are inspired, confident, and take full ownership of the results.
D3
Elise Brewster
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Transcript
Leadership Styles
HIGH
To choose the right leadership style, you must first assess where your team member stands for a specific task.
We look at two factors:
Supportive behaviour
Different versions of this model refer to this as either development level or readiness. Both can be useful.
Developing (D1–D4)
This focuses on growth. It recognises that people learn and improve their skills over time as they gain experience.
HIGH
LOW
Directive behaviour
Readiness
DEVELOPED
DEVELOPING
This term focuses on the "now". It asks: "Is this person ready to handle this specific task today?".
D3
Able but insecure or unwilling
D2
Unable and insecure or unwilling
D4
Able and confident and willing
D1
Unable but confident or willing
We'll use developing for this course.
Click each one to learn more.
facilitate
support
guidance
reliance
D2: The disillusioned learner
Commitment
EXAMPLE
Competence
Low to some
Low
A team member trying to learn a new software who feels "stuck" and discouraged after their first few attempts.
They have started to learn the skills, but they haven't mastered them yet.
This often happens when the task is harder than expected or they have "plateaued".
D3: The capable but cautious performer
Commitment
EXAMPLE
Competence
High
Variable
An experienced team member who knows how to lead a meeting but asks you to attend "just in case" something goes wrong.
Their confidence is shaky. They might be "unwilling" to take full responsibility or may be nervous about performing the task without the manager present.
They have the skills and have demonstrated they can do the task.
D1: The enthusiastic beginner
Commitment
EXAMPLE
Competence
LOW
High
An individual is excited to lead their first project, but has never led a project before.
They are new to the task and lack the specific skills or experience to do it correctly.
They are eager to learn, curious, and motivated to get started.
D3: The capable but cautious performer
Commitment
EXAMPLE
Competence
High
Variable
An experienced team member who knows how to lead a meeting but asks you to attend "just in case" something goes wrong.
Their confidence is shaky. They might be "unwilling" to take full responsibility or may be nervous about performing the task without the manager present.
They have the skills and have demonstrated they can do the task.
D4: The self-reliant achiever
Commitment
EXAMPLE
Competence
High
High
A team member who manages a complex monthly task perfectly every time and requires no supervision.
They are experts at the task and consistently deliver high-quality work.
They are inspired, confident, and take full ownership of the results.
D1: The enthusiastic beginner
Commitment
EXAMPLE
Competence
LOW
High
An individual is excited to lead their first project, but has never led a project before.
They are new to the task and lack the specific skills or experience to do it correctly.
They are eager to learn, curious, and motivated to get started.
D2: The disillusioned learner
Commitment
EXAMPLE
Competence
Low to some
Low
A team member trying to learn a new software who feels "stuck" and discouraged after their first few attempts.
They have started to learn the skills, but they haven't mastered them yet.
This often happens when the task is harder than expected or they have "plateaued".
D4: The self-reliant achiever
Commitment
EXAMPLE
Competence
High
High
A team member who manages a complex monthly task perfectly every time and requires no supervision.
They are experts at the task and consistently deliver high-quality work.
They are inspired, confident, and take full ownership of the results.