Leadership Skills for Supervisors: Communication, Coaching and Conflict

Leading Differently in Different Situations One of the most practical leadership frameworks you can apply is the **Situational Leadership II® Model**, developed by Paul Hersey and Ken Blanchard. The core insight is simple but powerful: **the best leadership style depends on the situation and the employee's current level of development**. The Four Situational Leadership Styles **1. Director's Style** Ideal for new employees who need clear instructions, defined processes, and regular check-ins. This style has a high emphasis on directing tasks with strong accountability for results. Think of it as the "here's what to do and how to do it" approach. **2. Coach's Style** Once an employee understands expectations but still needs support to act independently, coaching bridges the gap. It combines a high degree of task direction with equally high people support. You are guiding *and* encouraging. **3. Supporter's Style** As employees grow in confidence and competence, you step back from directing and focus on providing tools, resources, and encouragement. This style is low on task direction but high on people support — you are empowering them to solve their own problems. **4. Delegator's Style** For highly skilled, experienced employees who can operate independently. You delegate responsibility for outcomes while trusting them to find their own resources. Both task direction and people support are low — they do not need