Course Objective & Scope
Applying a single management style to every person and task leaves senior contributors feeling micromanaged while newcomers feel abandoned. This course adapts the Situational Leadership framework to modern hybrid teams: diagnosing task-specific development levels (competence and commitment) rather than labelling people globally, and flexing across directing, coaching, supporting and delegating styles.
Participants map real tasks and team members from their own units, practising how to correct over-supervision and under-supervision through live role-play simulations.
Who Should Attend?
- Team leads and managers leading people with mixed seniority and skill levels
- Newly promoted managers and leaders of scaling teams
- HR business partners (HRBPs) and organisational development specialists
- No technical prerequisites
Key Takeaways
- Assess task-specific competence and commitment rather than relying on overall seniority labels
- Diagnose D1–D4 development stages using observable behavioural signals
- Flex across S1–S4 leadership styles beyond their personal default style
- Handle performance regression constructively without slipping into punitive micromanagement
- Partner transparently with team members to agree on the right support level per task
Curriculum
The One-Size-Fits-All Trap and the Situational Mindset
- Identifying a manager's default leadership style and blind spots
- The hidden costs of over-supervision versus abdication
Diagnosing Task-Specific Development Levels (D1–D4)
- Analysing competence (job-specific and transferable skills) and commitment (motivation and confidence)
- Behavioural signals from enthusiastic beginner (D1) and disillusioned learner (D2) to self-reliant achiever (D4)
Four Leadership Styles: Directing, Coaching, Supporting, Delegating (S1–S4)
- Calibrating directive and supportive leadership behaviours
- Matching communication language and check-in cadence to each development stage
Style Mismatch, Regression and Role-Play Simulations
- Managing senior experts who temporarily return to D1/D2 during AI or technology shifts
- Live role-plays on repairing style mismatches and handling performance dips
Team Diagnostic Matrix and Action Plan Workshop
- Mapping real tasks and individuals across the manager's own team
- Building a 60-day development progression plan for each team member
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