Basic Leadership 101 part3| Leadership Styles
May 5, 2025 | by Teacher Michael Carter
Leadership Styles - Consider these four basic leadership styles
Everyone that you lead is not at the same place. Your ability to assess and serve them with the appropriate leadership style may gain the best result for all. As a good Godly leader, you must be able to assess which leadership style is appropriate for them. You’re assessing how well they pick up the training and understand the job and how to do it effectively.
Yes, in some cases training has a preparation window. And that’s understandable. However often this is where some organizations drops the ball. They release people into jobs or task that they are not completely prepared to do effectively. The person is frustrated as well as the organization. A Godly leader’s ability to assess and apply the appropriate leadership style helps mitigate that and better serves the person and the organization.
Your assessment should be about their efficiency.
Assess them and use the appropriate correct leadership style until they prove that there needs to be a change. The goal is accomplish organizational goals while developing them as a leader. This is impacted by applying the right leadership style. Let’s take a look at the separately.
Direct leadership
Initially, this is the best leadership style to apply because it provides a baseline understanding of the job and what it looks like when done effectively. When applying a direct leadership style, you are doing all the work, they are simply shadowing you. In this style, you are providing them the concept of what, why and how to do the job as well as the consequences of their actions. At this stage, they have no culpability, it's all on you as their leader.
Keep in mind, at this stage, if you expect a new person to do the task effectively, you will be disappointed. That's your fault, not theirs.
They simply were not prepared and you used the wrong leadership style. There is a very good chance the information dots may not be connecting just yet, so effective application will not be there. Therefore, you continue with this style of leadership until they are able to demonstrate to you that they understand and have a working knowledge of the task, how it’s done, why it’s done in that manner and the outcomes of their actions. When they can connect concept with action, consider the next leadership style.
Supportive leadership
Now they are given the opportunity to actually do minor parts of the task. Now they are being held responsible and are culpable for their choices. They are doing the job, while you are there providing detailed direct instructions and approbation to correct and encourage their growth. This is a critical stage because you are still close, but them more responsibility. Your are still hands, yet they are assuming more and more of the task, building their confidence. Your correcting is not as stern as you were in the Direct leadership style, but more supportive.
But don’t be too quick to leave them on their own. They must show you that they can do the task effectively. And don’t expect perfection at this stage; they may still be putting it all together. So they will make mistakes, have oversights and have challenges. As a Godly leader, be supportive.
You are correcting them, yet encouraging them. And always pointing out what they did do right. It encourages them and builds confidence. Be mindful of what you give them at this stage. Giving them more than they can handle can hinder growth because their confidence can be damaged. They may think they have it, and may not like your closeness, but it’s for their growth and betterment. They have to show that they understand the information and concepts and are able to connect the dots with their actions and application. And understand the consequences.
Coaching leadership
At this stage they have proven to you that they understand the job from a concept perspective and are doing the job effectively and completely. You have given them much of the responsibilities. They are doing most of the job; you may be doing the more intense major or detailed portions. But they are practically doing it all. You are at a distance, shadowing them. At this stage your leadership style is that of a coach. They are assuming all of the task and its culpabilities and responsibilities. They have demonstrated to you that they understand the consequences to their action.
You are there for them, yet stepping away like a parent, encouraging their child to walk on their own. Yet, you’re still providing instructions advice and encouragement, but more as a coach. Opposed to initiating instruction in the direct leadership style, or being more hands on in the supporting style, you are simply making yourself available.
This way, they have space to grow into the job without you being so close. Yet, they still know that you are there for them, and have their best interest in mind. You are now their proud coach. They are doing the entire task effectively; they have come to need you less. Using the direct style of leadership will only tax their confidence and cause them to be unsure of themselves. While the coaching leadership style gives them a little more space, you are steadily increasing that distance to the point that they no longer need you. They are ready for the next style of leadership.
Delegation leadership
When applying this style of leadership you have given them the task and left them to it. You are no longer initiating your points on how to do the job, why do it that way and instructing them on the outcomes. They know all of that from a concept point of view and application. They know the job and have demonstrated the ability to do it effectively. It’s time let them go.
Delegating leadership is giving them the task and leaving them to it to complete or do on their own. Yes, you are still available, but at a distance. Yes you are still their coach, but at a distance. You still are there for them, but more so proving the aspirin when they bump their heads. Although you still available to coach them, applying a directive style of leadership will frustrate them, as they already know how to do the job. This happens often as leaders apply the wrong leadership style.
At this stage, you’re moving them towards leadership. You are pointing out things from your perspective as a supervisor. The more they know and understand things from your perspective the higher their understanding of the overall organizational concepts and structure will rises. This causes them to grow and strengthens the organization. This causes transformational growth. And remember, good leaders produce leaders. So, ultimately you are preparing them to become a leader.
Leadership is an inexhaustible subject
Yet, it is one of the most important subject to personal and organizational growth. There are as many concepts, ways and leadership styles as there are in a crayon box. But as in the crayon box, they have their own distinct color or approach. This leadership outline points out some basic leadership styles that will assist in how you approach and execute leadership. It starts with Direct, then Supportive, then Coaching and finally delegation. When applied correctly, those you lead are better prepared for the task and the organization is impacted positively.
From an individual perspective, we all are born with a leadership spirit. It must be provoked and given a purpose or task to be awakened and developed. Godly leadership must be developed in a manner that reflects God’s moral compass and traits. And certainly a sign of good Godly leadership is their ability to produce willing leaders.
From any organization, its effectiveness rises and falls on the shoulders of their leaders.
This makes leadership development paramount to our personal growth as well as organizational growth and development. Every organization needs to develop a comprehensive leadership growth program. It impacts individuals and the organization in a positive way. It’s all impacted by the effectiveness of Godly leaders. The success of any organization rises and falls on the shoulders of leadership.