How Is Everyone Setting Their Goals and “Achieving” Them? Part 2

This week we will learn about the main 4 leadership styles and how to improve ourselves as a leader. With this chapter we will finish our topic: “How is everyone setting their goals and ‘achieving’ them?”

The Four Leadership Styles

Style 1 - Directing

High Directive Behavior and Low Supportive Behavior. The leader provides specific direction about goals, shows and tells how, and closely monitors the individual’s performance in order to provide frequent feedback results.

Style 2 - Coaching

High Directive Behavior and High Supportive Behavior. The leader continues to direct goal or task accomplishment but also explains why, solicits suggestions, and begins to encourage involvement in decision making.

Style 3 - Supporting

Low Directive Behavior and High Supportive Behavior. The leader and the individual make decisions together. The role of the leader is to facilitate, listen, draw out, encourage, and support.

Style 4 - Delegating

Low Directive Behavior and Low Supportive Behavior. The individual makes most of the decisions about what, how, and when. The role of the leader is to value the individual’s contributions and support his or her growth.

Now that we have learned the 4 Styles of leadership, let’s see how a perfect leader should communicate with his/her people, and which style is used for each development level.

Directing (Style 1) is for enthusiastic beginners who lack competence but are enthusiastic and committed (D1). They need direction and frequent feedback to get them started and to develop their competence.

Coaching (Style 2) is for disillusioned learners who have some competence but lack commitment (D2). They need direction and feedback because they’re still relatively inexperienced. They also need support and acknowledgement to build their self-confidence and motivation, and involvement in decision making to restore their commitment.

Supporting (Style 3) is for capable but cautious performers who have competence but lack confidence or motivation (D3). They do not need much direction because of their skills, but support is necessary to bolster their confidence and motivation.

Delegating (Style 4) is for self-reliant achievers who have both competence and commitment (D4). They are able and willing to work on a project by themselves with little direction or support.

Now, there are 3 types of conversations you can have with your people:

First are Alignment Conversations, where you get on the same page with the person’s goals and development levels, as well as your leadership style on each goal or task. These meetings happen when goals are set in performance planning or when a new project, goal, or task is assigned.

Next are the four types of Style Conversations--- S1, S2, S3, and S4.During these conversations you follow through and provide the leadership style you agreed to in an alignment conversation. These can be scheduled meetings or impromptu conversations.

Finally, there are One-on-One Conversations. These scheduled conversations permit you and your team members to bring up whatever is on their minds--- whether it’s personal or professional. These conversations allow team members to request the leadership response they want from you, be it direction, coaching, support--- or maybe they just need to keep you in the loop.

This is basically how you can teach yourself to become a good leader and plan what you are going to do in order to “achieve” your goal.


Ali Yetgin