Marie G. McIntyre, Ph.D.

All material on yourofficecoach.com is copyrighted to Marie G. McIntyre.  All rights reserved.

 May be reproduced for non-commercial use with copyright and attribution to www.yourofficecoach.com.

Commercial use requires permission: email mmcintyre@yourofficecoach.com .

Just as we each have individual personality characteristics, each manager has his or her own leadership style.  You may not have given much thought to your leadership style, but your employees could definitely describe it!   However, successful managers are not locked in to a single approach, but have learned to adapt their style to the needs and abilities of each employee. 

All managers must exercise Control and encourage Engagement.  These two factors may sound contradictory, but they actually are not.  The basic Control and Engagement behaviors are described below.

Knowing when to use each of these behaviors appropriately is one of the keys to being an effective manager.  By using different combinations of Control and Engagement behaviors, you can easily learn to shift your leadership style. 

The Developmental Leadership Model combines Control and Engagement behaviors into four different leadership styles.  All four styles are useful – the key is using the right style, at the right time, with the right person.  The four styles are shown in the table below.

Rank the four styles according to your level of comfort with each one.  Give a 4 to the style with which you are most comfortable, a 3 to the next most comfortable, and so on.  Then consider these questions . . .

• Why do you think that you prefer your highest-ranked style? 

• When is that style appropriate?  When does it not work as well?

• Why do you tend to avoid your lowest-ranked style?

• When would it help you to use that style?

Successful managers know that they must treat their employees both the same and differently!  You want to be consistent and not show favoritism, but at the same time you need to change your leadership style to meet each employee’s individual needs. 

Employees differ in the amount of control and engagement they want from their manager, so one factor influencing your style may be the employee’s preference.  A highly interpersonal employee, for example, may want to interact more frequently than someone motivated largely by achievement. 

Another critical factor in determining the appropriate leadership style is the employee’s degree of reliability.  This is the primary factor used in the Developmental Leadership Model.

To use the Developmental Leadership Model, you must shift your style based on both the circumstances and the reliability of each employee.   To determine the employee’s reliability in any given set of circumstances, you must consider several factors.

Use these questions to assess reliability.

As a manager, one of your most important tasks is to help employees become fully competent in their jobs.  They need to acquire the skills, abilities, and knowledge necessary for success.  The leadership style that you use can either help or hinder an employee’s development. 

Using Developmental Leadership can help you effectively coach employees through a learning curve.  When the job, organization, or assignment is new to them, a Supervising or Consulting style may be needed.  Then, as they learn, you can gradually increase their autonomy by shifting to a Collaborating style.  Finally, when they are fully competent, you can avoid micromanaging by adopting an Entrusting style.

By gradually shifting from higher control and engagement to lower control and engagement, you encourage employees to become more independent and self-sufficient. 

However, if problems arise or circumstances change, you may need to move backwards through the style curve and become more involved.

Interested in Phone Coaching?

In a phone coaching session, you can discuss any workplace concern with Dr. Marie McIntyre.  Common problems include management challenges, difficult bosses, frustrating coworkers, career concerns, and job search skills.

If you like, you can send a complete description of your situation before the call.  Marie will study it in advance, in order to make the best use of your time.

Phone coaching sessions typically last 30 or 60 minutes.  The cost is $49 per half hour.  If you do not find the session helpful, we will gladly process a refund.  For more information or to schedule an appointment, just send us an email.

All material on yourofficecoach.com is copyrighted to Marie G. McIntyre.  All rights reserved.

 May be reproduced for non-commercial use with copyright and attribution to www.yourofficecoach.com.

Commercial use requires permission: email mmcintyre@yourofficecoach.com .