How can you use a directive leadership style to provide clear guidance?

1 What is a directive leadership style?

A directive leadership style is one of the four styles identified by the situational leadership theory, which proposes that leaders should adapt their style to the maturity and competence of their followers. A directive leader is characterized by high task orientation and low relationship orientation, meaning that they focus more on telling their followers what to do, how to do it, and when to do it, rather than on building trust, rapport, or collaboration. A directive leader is also assertive, decisive, and authoritative, and expects their followers to comply with their instructions and rules.

2 When to use a directive leadership style?

A directive leadership style is most effective when your followers are inexperienced, unskilled, or uncertain about their roles and responsibilities. In these cases, your followers need clear and specific guidance from you to perform their tasks correctly and confidently. A directive leadership style can also be beneficial when you are dealing with a crisis, a change, or a high-risk situation that requires quick and consistent action from your team. In these cases, your followers need your direction and supervision to cope with the challenges and avoid mistakes.

3 How to use a directive leadership style without micromanaging?

One of the potential drawbacks of using a directive leadership style is that you may end up micromanaging your team, which means that you interfere too much in their work, control every detail, and undermine their autonomy and creativity. To avoid this, you should use a directive leadership style selectively and temporarily, and only when it is necessary and appropriate for the situation and the followers. You should also communicate your expectations and rationale clearly and respectfully, and explain why you need to be more involved and directive. Additionally, you should balance your task focus with some relationship focus, and show appreciation, recognition, and support to your team members.

4 How to use a directive leadership style without demotivating?

Another potential drawback of using a directive leadership style is that you may demotivate your team, especially if they are more experienced, skilled, or confident in their work. In these cases, your followers may perceive your style as too rigid, restrictive, or condescending, and feel that you do not trust or value their input or initiative. To avoid this, you should use a directive leadership style sparingly and gradually, and only when it is justified and beneficial for the team's performance and goals. You should also solicit feedback and suggestions from your team members, and acknowledge their contributions and achievements. Furthermore, you should provide opportunities for growth and development, and encourage your team members to take on more responsibility and autonomy as they progress.

5 How to use a directive leadership style without alienating?

A third potential drawback of using a directive leadership style is that you may alienate your team, especially if they have different values, preferences, or personalities from you. In these cases, your followers may resent your style as too harsh, insensitive, or authoritarian, and feel that you do not care about their feelings, needs, or opinions. To avoid this, you should use a directive leadership style tactfully and flexibly, and only when it is compatible and respectful with the team's culture and diversity. You should also communicate your vision and purpose clearly and persuasively, and explain how your style serves the team's best interests and outcomes. Moreover, you should build rapport and trust with your team members, and demonstrate empathy, compassion, and fairness to them.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?