For as long as there have been leaders, there’s been a debate about which is better: a hands-on approach or a hands-off approach?
However, through our experience with Situational Leadership®, we know every employee is different and has different needs depending on the task they’re performing and their ability and willingness to perform the task. While one employee may thrive under direct supervision for a given task, another may find it hinders their ability to perform. So the question shouldn’t be about which approach is better; it should be about knowing when to use which one.
What Are Leader-Directed and Self-Directed Leadership Styles?
The terms “leader-directed” and “self-directed” are used to describe a leadership style based on who is leading the conversation and decisions around a task—the leader or the follower.
We use these terms to describe the various leadership styles within the Situational Leadership® Model.
Leader-Directed vs. Self-Directed: What’s the Difference?
The difference between a leader-directed leadership style and a self-directed leadership style boils down to just one thing: the level of involvement of the leader in a task. Does the leader control more of the discussion and direction of the task or does the follower?
Leader-Directed Styles
The leadership styles we refer to as S1 (the “Telling” style) and S2 () are both placed on the right side of the model, otherwise known as the “leader-directed” side of the model. This is due to the fact that both leadership styles are meant to support team members who are unable to perform a task independently and, therefore, require high task behavior, meaning more involvement and direction from their leader to accomplish the task.
As such, these leader-directed styles will see a leader being more hands-on. However, how they will go about this will depend on the amount of relationship behavior the follower needs, which is determined by their level of confidence, commitment and motivation to perform the task.
S1: I Talk, I Decide
The S1 leadership style works best for a follower who is new to a task and exhibits low confidence, commitment and motivation. This means they may show signs of being apprehensive or avoidant. For the specific task they’ve been assigned, there may be little to no progress made upfront. The leader will step up to guide the follower, directing the conversation and providing clear instructions of what the follower should do when. The leader will make the decisions.
S2: We Talk, I Decide
Contrary to the S1 leadership style, the S2 leadership style will accommodate a follower who is new to a task but exhibits high confidence and willingness for the task. They may appear enthusiastic and self-assured, eager to learn and open to receiving feedback. The follower will be more actively involved in the conversation, but ultimately, it’s the leader who will make decisions and provide instructions for the task.
Self-Directed Styles
The other two leadership styles, S3 (the “Participating” style) and S4 (the “Delegating” style), are both placed on the left side of the model, otherwise known as the “self-directed” side of the model. Both of these leadership styles are designed to accommodate team members who are able to perform a task independently and, therefore, require low task behavior, meaning they require less direction from the leader to accomplish the task.
As a result, a self-directed leadership style will see a leader being more hands-off, allowing the follower to make decisions.
S3: We Talk, You Decide
The S3 leadership style works best for a follower who has the knowledge, experience and skill to perform the task but is lacking in confidence, commitment and motivation. They may seem hesitant or self-doubting or express a need for reinforcement. The follower will engage in a two-way conversation about the task with the leader and is responsible for making decisions about the task themselves.
S4: You Decide, I Trust You
While the S3 leadership style shows leaders still being a part of the conversation, the S4 leadership style shows leaders taking a step back. This approach has the highest probability of success with followers who have the knowledge, experience and skill for a task as well as the confidence, commitment and motivation. They appear self-assured and self-reliant, willing to take initiative and demonstrate their expertise. As such, they’re able to take on the responsibility of executing the task from beginning to end on their own, keeping the leader informed along the way.
Which Style Should You Use: Leader-Directed or Self-Directed?
When it comes to deciding which leadership style to use, we like to use the vehicle analogy.
Think of a task as a vehicle. Before going on a drive, a leader should determine where it’d be most effective for them to lead from: the driver’s seat or the passenger’s seat.
In the driver’s seat (or using a leader-directed approach), they’ll have more control and direction over the task. In the passenger’s seat (or using a self-directed approach), they’ll have less control, though they can still help guide the follower as they drive the task. Where you sit will depend on what your follower needs to get to their destination (aka task completion).
So, to determine whether you should use a leader-directed or self-directed approach, take a closer look at what your follower requires from you to get them where they need to be. Their needs will help steer you in the right direction.
Learn How to Apply the Right Approach With CLS
Knowing which leadership approach you should use is hard enough—but knowing how to actually apply that approach effectively? That can stump even the most experienced leaders. So let The Center for Leadership Studies (CLS) give you the roadmap to effective leadership. Our flagship program, Situational Leadership® Essentials, will teach you how to identify, understand and anticipate your team’s needs so you can apply the leadership style that not only suits them best but provides the most ideal path to success for them.