Hersey-Blanchard Situational Leadership Model
So far, we’ve spoken about what makes leadership style adaptability important and the four key styles. How to choose the best style is what we’ll discuss today (a longer post, get comfortable).
We’ll use the Hersey-Blanchard Situational Leadership Model to help decide the best style. The Hersey-Blanchard Situational Leadership Model is a framework that helps leaders adapt their style to the development level of the people they are leading. It emphasizes that no single leadership style is best; instead, the right style depends on the task maturity (competence and commitment) of the follower and suggests adapting your style based on your team’s:
Competence (skills and experience)
Commitment (motivation and confidence)
Core Components of the Model
The model defines four leadership styles based on the balance of directive (task) and supportive (relationship) behavior:
Leadership Styles (S1 – S4):
Style Name Leader Behavior Use When Followers Are...
S1 Directing High directive, low supportive Inexperienced but enthusiastic (low competence, high commitment)
S2 Coaching High directive, high supportive Learning but lacking confidence (some competence, low commitment)
S3 Supporting Low directive, high supportive Competent but insecure or unwilling (high competence, variable commitment)
S4 Delegating Low directive, low supportive Skilled and self-motivated (high competence, high commitment)
Follower Development Levels (D1–D4)
These describe where the individual or team is in terms of competence and commitment:
Level Development Level Characteristics
D1 Low competence, high commitment Eager but inexperienced
D2 Some competence, low commitment Learning, facing challenges or setbacks
D3 High competence, variable commitment Capable but not fully confident or engaged
D4 High competence, high commitment Experienced and motivated
To use this model:
Assess the follower on the specific task or responsibility (they may be D4 in one area and D1 in another).
Match your style (S1–S4) to their development level (D1–D4).
Shift as they grow. As competence and commitment evolve, adjust your style accordingly.
Tips to adapt effectively:
Assess the individual and the task, not just one or the other.
Listen and observe closely. Look for cues in behavior, motivation, and engagement.
Be willing to switch styles. What worked last month may not work today.
Maintain core values. Adaptability doesn’t mean inconsistency in values or expectations.
Here’s a quick reference for you:
Follower Readiness Leadership Style Needed
Low competence, high commitment Directing (high task, low relationship)
Some competence, low commitment Coaching (high task, high relationship)
High competence, variable commitment Supporting (low task, high relationship)
High competence, high commitment Delegating (low task, low relationship)
Need help with this, schedule a time.
