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)


  • 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


  • 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


  • 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