How can you adapt your leadership style using the Hersey-Blanchard model?

The Hersey-Blanchard Leadership Model is a framework that I find quite insightful, especially in my role as a Quality Strategy Lead where I often navigate the dynamics of leading a diverse team in the digital quality and data science sectors. The model essentially suggests that there is no single "best" style of leadership. Instead, it proposes that effective leadership is task-relevant, and the most successful leaders are those who adapt their leadership style to the maturity (i.e., the level of readiness and competence) of the individual or group they are attempting to lead or influence. Applying this model in my leadership role has been a journey of understanding not only my team's evolving needs but also my own growth as a leader.

Assessing your team's readiness in a dynamic field like R&D involves a blend of techniques. First, evaluate their technical skills through performance reviews or skills testing. Secondly, gauge their confidence and commitment through one-on-one meetings, noting their attitude towards tasks and challenges. Peer feedback is also invaluable, offering insights into team dynamics and individual strengths. Also, reviewing past project performances can highlight patterns in their abilities. Encouraging self-assessment promotes self-awareness and responsibility. Lastly, regular observation and interaction in both formal and informal settings provide a real-time understanding of their readiness, helping you to adapt your leadership approach.

It requires adaptability and keen observation. For team members new or lacking in confidence, adopt a Directing style with clear instructions and close supervision. As they develop skills but still need encouragement, shift to a Coaching style, offering guidance while fostering their decision-making abilities. When the team shows competence but needs motivation, use a Supporting approach, encouraging collaboration and offering feedback. For highly skilled and motivated members, a Delegating style works best, where you provide oversight but entrust them with autonomy. Regularly assess their progress and readiness, and be ready to adjust your approach as their skills and confidence evolve.

To match your leadership style to your team's readiness level, start by assessing their competence and commitment. When team members are inexperienced but willing, adopt a more directive approach, providing clear instructions and guidance. As your team gains competence but may still lack confidence, shift towards a coaching style. Offer support fostering a collaborative environment. When team members are both competent and committed, embrace a delegating style, empowering them to take ownership of tasks. Continuously evaluate your team's readiness and adjust your leadership style accordingly. Adapting to their evolving needs fosters a dynamic and effective leadership approach, enhancing team performance and achieving organizational goals.

To adopt model effectively, Personalise the implementation through Standardisation. This will ensure that all needs and expectations are catered to while meeting the end objective.