Steps for adapting your leadership style to individual needs

1. Determine the individual's developmental level in relation to the task at hand.Work with employees to identify their developmental level related to the task you have assigned them. An employee's developmental level can be assessed by examining two factors:
   • Competence: The person's task-specific knowledge and any transferable skills that could be applied to the task
   • Commitment: The combination of the individual's motivation and confidence to perform the task
2. After you have assessed the employee's developmental level, choose a leadership approach that will best meet his or her needs.In general, there are four different leadership approaches that you will employ when working with employees. They are directive, coaching, supporting, and delegating.
3. For those who are learning new skills, be directive.People who are in this stage need very specific instructions and ongoing feedback. As a leader, your responsibilities include:
   • Defining tasks clearly and in sufficient detail
   • Orienting the individual to the task
   • Checking and monitoring progress to make sure the person is not faltering
4. For those who are learning skills, but are still gaining experience, provide coaching.While these people may still need a certain level of direction, they also need the freedom to make some mistakes, and encouragement to keep going. As a leader, your responsibilities include:
   • Explaining tasks
   • Clarifying issues if necessary
   • Redirecting if the person goes astray
5. For those who may be highly competent, but who may lack self-confidence, offer support and encouragement.Use positive reinforcement to help these people recognize their developing abilities. As a leader, your responsibilities include:
   • Facilitating their progress, if necessary
   • Collaborating on issues
   • Reassuring them that they are doing a good job
6. With highly motivated and experienced employees, you delegate tasks.Don't just delegate work that you find unpleasant. Determine whose expertise or personal experience is suited to a "stretch" assignment, then give that person the freedom and support she needs to succeed. As a leader, your responsibilities include:
   • Affirming that the person is doing a good job
   • Challenging her to do her best
   • Empowering her to take on new tasks and responsibilities