PART A: Strategy for Each Style
Strategy for DIRECTIVE Style
- Responses to questions – who, what, when, where, why, and how
- Command – if it is an instruction (explain)
Examples:
- Give obvious and specific instructions
- Show a new system or process that he/she doesn't know yet. Watch how he/she works with it
- Use morning meetings to make sure that all of them get the exact instructions and do their work well
When the instructions are not appropriate:
- If the employee's attitude isn't accommodating and he/she doesn't want to do the task
- The employee thinks the task isn't important
- He/she doesn't trust in his/her skills
- He/she knows how to do it
Strategy for PARTICIPATIVE Style
The employee doesn't do his/her best if the task is optimal according to his/her skills and knowledge – it is medium-hard.
Examples of how to coach during a challenging task:
- Work in the area of task's structure and relations (emotions)
- It's a combination of support and instructions
- Plan the steps with a gradual development of an employee
- Be ready to modify the task according to the situation
Strategy for SUPPORTIVE Style
- Keep in mind the employee's attitude and be empathetic
- Listen to others
- Most of the people appreciate friendly dialog offering a helping hand
Examples:
- Encouragement – you will assure they take the task seriously
- Use morning meetings to monitor the process and get new ideas and proposals
Strategy for DELEGATIVE Style
-
Benefit for managers – the employees need less support
-
Benefit for an employee – the trust of a manager that support his/her growth
- Still keep in touch with an employee
Examples:
- Planed meetings are less often, employees plan their activities by themselves
- Employees will get higher responsibility
- Let them train other colleges new things
- Agree the goals with the employees