Warning: One Style Doesn’t Fit All: A Lesson in Situational Leadership

6 hours ago
4 min read

Joanne was one of my direct reports, a capable and experienced HR professional. Part of her role involved managing performance conversations and drafting formal warning letters. Like any good leader, I reviewed her letters before they went out—checking for tone, clarity, and accuracy. I’d often make small edits: tightening up a sentence, changing a word, adjusting the structure to be more

formal or succinct.

But one day, Joanne gave me feedback I wasn’t expecting. She told me she felt disappointed, deflated—even undermined. In her words, I was being nit-picky. She didn’t feel trusted, and it was impacting her confidence.

At first, I was surprised. I wasn’t trying to micromanage—I thought I was helping. After all, I had received similar guidance early in my HR career. I remembered when I was new to formal letter writing, and my manager would edit my drafts heavily. I appreciated the direction. I needed it. But the key difference? I was still learning. Joanne, on the other hand, had the core skills. The corrections I was making were minor—and they weren’t changing the substance of her message.

What hit me was this: I hadn’t adjusted my leadership style as Joanne’s capability grew. I was stuck in a directive or coaching mode, even though she no longer needed that level of input. What she needed was more autonomy, more trust. By continuing to “help,” I had crossed into micromanagement.

It was a powerful reminder: Leadership isn’t about doing what’s always worked—it’s about meeting people where they are.

Why Situational Leadership Matters Now More Than Ever

In today’s fast-paced, complex, and hybrid work environment, one-size-fits-all leadership simply doesn’t work. Organizations are under pressure to retain top talent, navigate constant change, and deliver results—all while building trust in an environment where it’s rapidly declining.

Recent research highlights the challenge:

77% of organisations lack sufficient leadership depth across levels (DDI, 2023)
Trust in managers has dropped from 46% to 29% between 2022–2024 (Edelman Trust Barometer, 2023)
54% of leaders still use only one leadership style, regardless of the situation (Hersey-Blanchard)
4 out of 10 workers lose engagement if no feedback is given (Officevibe, 2020)

These numbers tell a story: leaders aren’t adapting, and it’s costing us. When we don’t tailor our leadership approach:

Tasks take longer, and quality drops due to mismatched direction or support.
High performers feel micromanaged and lose motivation.
Team members hesitate to take initiative or make decisions.
Trust weakens, and psychological safety erodes.
Disengagement rises—and so does turnover.

What Is Situational Leadership?

Situational Leadership is a practical, flexible framework that helps leaders adjust their style based on two key factors:

Competence – Does the person have the knowledge, skills, and experience to complete the task?
Commitment – Are they motivated and confident to take ownership?

Using these two factors, we diagnose where someone is at, then flex our leadership style accordingly:

S1: Directing – High direction, low support. Best for new or inexperienced team members (low competence, high commitment).
S2: Coaching – High direction, high support. Ideal for those with some experience but low confidence or inconsistent performance.
S3: Supporting – Low direction, high support. Used when someone is capable but may need encouragement or recognition.
S4: Delegating – Low direction, low support. For highly competent, confident, and motivated individuals.

It’s not about labelling the person—it’s about matching your approach to their readiness for the task at hand.

Situational Leadership Is Like Driving a Manual Car

If you’ve ever driven a manual car, you’ll understand this. You shift gears depending on the terrain—accelerating, slowing down, or climbing hills. The gear that gets you going on a steep incline isn’t the same one you use to cruise down a freeway.

Use the wrong gear? You stall, struggle, or burn out the engine.

Use the right gear? You move forward with smooth, purposeful momentum.

Leadership works the same way. When you adjust your approach to match the situation and the person, you keep things moving forward with less friction and more impact.

The Power of Getting It Right

When leaders take the time to assess and adapt, the benefits are tangible—both practically and emotionally:

Improves task performance – because direction and support match real needs.
Reduces confusion and rework – by providing clarity at the right time.
Accelerates capability growth – through tailored, relevant guidance.
Builds confidence – people feel supported, not judged.
Increases motivation – individuals feel seen, understood, and trusted.
Strengthens trust and psychological safety – by showing up with empathy and intention.

And importantly, it reduces the invisible but costly impacts of leadership mismatch—like what

happened with Joanne.

This Takes Practice—and That’s Okay

If you’re a leader reading this and realising you may be over-supporting some and under-supporting others—you’re not alone. Situational Leadership isn’t something you master overnight. It takes intention, practice, and reflection. It’s a skill that sharpens over time, especially when you’re willing to listen, adjust, and learn from your missteps.

You don’t need to get it perfect—you just need to stay curious and open. When we lead with awareness and humility, people feel it. And they respond.

Questions Every Leader Should Be Asking

To lead effectively in today’s world, we must pause and reflect:

Am I using a one-size-fits-all approach—or flexing based on the task and the person?
How committed is my team to completing their tasks, and what might be getting in the way?
Am I skilled at asking questions that build confidence and ownership—or do I default to giving answers?
What signs tell me that my team is getting the right level of support and challenge from me?

Situational Leadership isn’t about doing more—it’s about leading smarter. It’s about knowing when to guide, when to support, and when to shift gears so your people—and your performance—keep moving forward.

And if you're a leader navigating this space and wanting to grow your coaching capability, let's talk. You're not alone—and you've got this.

formal or succinct.

But one day, Joanne gave me feedback I wasn’t expecting. She told me she felt disappointed, deflated—even undermined. In her words, I was being nit-picky. She didn’t feel trusted, and it was impacting her confidence.

It was a powerful reminder: Leadership isn’t about doing what’s always worked—it’s about meeting people where they are.

Why Situational Leadership Matters Now More Than Ever

In today’s fast-paced, complex, and hybrid work environment, one-size-fits-all leadership simply doesn’t work. Organizations are under pressure to retain top talent, navigate constant change, and deliver results—all while building trust in an environment where it’s rapidly declining.

Recent research highlights the challenge:

77% of organisations lack sufficient leadership depth across levels (DDI, 2023)

Trust in managers has dropped from 46% to 29% between 2022–2024 (Edelman Trust Barometer, 2023)

54% of leaders still use only one leadership style, regardless of the situation (Hersey-Blanchard)

4 out of 10 workers lose engagement if no feedback is given (Officevibe, 2020)

These numbers tell a story: leaders aren’t adapting, and it’s costing us. When we don’t tailor our leadership approach:

Tasks take longer, and quality drops due to mismatched direction or support.

High performers feel micromanaged and lose motivation.

Team members hesitate to take initiative or make decisions.

Trust weakens, and psychological safety erodes.

Disengagement rises—and so does turnover.

What Is Situational Leadership?

Situational Leadership is a practical, flexible framework that helps leaders adjust their style based on two key factors:

Competence – Does the person have the knowledge, skills, and experience to complete the task?

Commitment – Are they motivated and confident to take ownership?

Using these two factors, we diagnose where someone is at, then flex our leadership style accordingly:

S1: Directing – High direction, low support. Best for new or inexperienced team members (low competence, high commitment).

S2: Coaching – High direction, high support. Ideal for those with some experience but low confidence or inconsistent performance.

S3: Supporting – Low direction, high support. Used when someone is capable but may need encouragement or recognition.

S4: Delegating – Low direction, low support. For highly competent, confident, and motivated individuals.

It’s not about labelling the person—it’s about matching your approach to their readiness for the task at hand.

Situational Leadership Is Like Driving a Manual Car

If you’ve ever driven a manual car, you’ll understand this. You shift gears depending on the terrain—accelerating, slowing down, or climbing hills. The gear that gets you going on a steep incline isn’t the same one you use to cruise down a freeway.

Use the wrong gear? You stall, struggle, or burn out the engine.

Use the right gear? You move forward with smooth, purposeful momentum.

Leadership works the same way. When you adjust your approach to match the situation and the person, you keep things moving forward with less friction and more impact.

The Power of Getting It Right

When leaders take the time to assess and adapt, the benefits are tangible—both practically and emotionally:

Improves task performance – because direction and support match real needs.

Reduces confusion and rework – by providing clarity at the right time.

Accelerates capability growth – through tailored, relevant guidance.

Builds confidence – people feel supported, not judged.

Increases motivation – individuals feel seen, understood, and trusted.

Strengthens trust and psychological safety – by showing up with empathy and intention.

And importantly, it reduces the invisible but costly impacts of leadership mismatch—like what

happened with Joanne.

This Takes Practice—and That’s Okay

You don’t need to get it perfect—you just need to stay curious and open. When we lead with awareness and humility, people feel it. And they respond.

Questions Every Leader Should Be Asking

To lead effectively in today’s world, we must pause and reflect:

Am I using a one-size-fits-all approach—or flexing based on the task and the person?

How committed is my team to completing their tasks, and what might be getting in the way?

Am I skilled at asking questions that build confidence and ownership—or do I default to giving answers?

What signs tell me that my team is getting the right level of support and challenge from me?

Situational Leadership isn’t about doing more—it’s about leading smarter. It’s about knowing when to guide, when to support, and when to shift gears so your people—and your performance—keep moving forward.

And if you're a leader navigating this space and wanting to grow your coaching capability, let's talk. You're not alone—and you've got this.

Comments