Adapt Your Management Style to Lead Better

When I interview candidates for management roles, I ask them about their management style. If they mention a specific style as "their way" of managing, I usually pass on them. Why? Because you can't manage everyone in the same way. Managing people is like dating—your approach needs to adapt based on the individual to provide the best support for their success and, in turn, the success of the team.

One framework that managers can use as a guide to tailor their management style is the Will vs. Skill framework.

What is the Will vs. Skill Framework?

The Will vs. Skill framework helps managers assess their team members based on two key dimensions:

1. Skill: Their ability, experience, and competence in performing a task.
2. Will: Their motivation, enthusiasm, and commitment to performing a task.

By understanding where each team member stands on these two dimensions, you can better tailor your management approach to support and develop them.

The Four Quadrants:

1. High Skill, High Will: Delegate

These team members are self-driven and capable, so the focus is on delegating tasks and empowering them with autonomy.

2. High Skill, Low Will: Motivate

These individuals have the skills but lack motivation. The key here is to find ways to reignite their passion and engagement.

3. Low Skill, High Will: Teach

Eager to learn but lacking the necessary skills, these team members benefit from coaching, training, and mentorship to grow their capabilities.

4. Low Skill, Low Will: Direct

With low skill and low motivation, these team members require clear guidance, structure, and close supervision to help them move forward.

Why Use This Framework?

The Will vs. Skill framework is a great starting point for new managers as a guide to understanding how to approach different team members. However, it’s just a framework—real-life management involves much more depth and complexity. By paying close attention to your team members’ unique styles, situations, ambitions, goals, and fears, you can support them more effectively, not just in their careers but as whole individuals.

By exploring ways to better support your team, you’re already taking steps toward becoming a great leader. Keep learning, stay curious, and good luck on your leadership journey!