Personalized Leadership: Tailoring Leadership Styles to Individual Needs and Contexts

” Personalized Leadership is follower-centered leadership because it focuses on the needs and characteristics of the followers. “

Atip Muangsuwan
CEO Coach and Coach Supervisor

In the ever-evolving landscape of leadership, one size does not fit all. Recognizing this, I’ve introduced the “Personalized Leadership” model, an adaptation of the renowned Situational Leadership Framework developed by Ken Blanchard.

This revised model emphasizes the importance of customizing leadership styles to match the unique needs of each follower or subordinate, considering who they are, what they need, and the relevant context at that particular time.

Understanding the Original Situational Leadership Model

The Situational Leadership Model, created by Ken Blanchard, is a flexible framework that helps leaders adjust their style to the needs of their team or employees. The model is described in Blanchard’s book, Management of Organizational Behavior. It operates on the principle that leaders should consider the needs of their followers and the factors that impact the work environment, matching their leadership behaviors to the performance needs of their followers. The model outlines four distinct leadership styles:

1. S1: Directing/Telling – High directive, low supportive
2. S2: Coaching/Selling – High directive, high supportive
3. S3: Supporting/Participating – Low directive, high supportive
4. S4: Delegating – Low directive, low supportive

Revising the Terms: From Coaching to Mentoring and Supporting to Coaching

I propose a revision to the terms used in the Situational Leadership Model to better align with contemporary definitions and practices. Specifically, I suggest renaming S2 from “Coaching” to “Mentoring” and S3 from “Supporting” to “Coaching.” This change is based on the understanding that coaching, as defined by the International Coaching Federation (ICF), is not a directive approach, whereas mentoring involves a higher degree of direction and support.

The Revised Personalized Leadership Model

The revised model, now termed the “Personalized Leadership” model, includes the following leadership styles:

1. P1: Directing/Telling – High directive, low supportive
2. P2: Mentoring – High directive, high supportive
3. P3: Coaching – Low (Non) directive, high supportive
4. P4: Delegating – Low directive, low supportive

When to Use Each Style

• P1: Directing/Telling – Best suited for inexperienced or developing members who need clear instructions and close supervision.
• P2: Mentoring – Ideal for individuals who have some skills but are not yet at an adequate level, requiring both direction and support to develop further.
• P3: Coaching – Appropriate for competent team members who may lack motivation or confidence, providing support and encouragement without heavy direction.
• P4: Delegating – Suitable for highly skilled, confident, and motivated members who can work independently with minimal supervision.

Remarks: When using this model, leaders should consider who their followers are, what they need, and the relevant context at that particular time. For example, even newly joined and young employees like Gen Z staff, they could be an expert in a particular subject such as AI (Artificial Intelligence). So, for this case, a leader applying P1 and/or P2 leadership style to this person might not be suitable. The more suitable leadership style could be P3 and/or P4. That’s why leaders need to consider the context (subject or topic in this example) in addition to who their followers are and what they need.

Emphasizing Personalization in Leadership

The essence of the Personalized Leadership model lies in its adaptability. Leaders are encouraged to assess the individual needs of their team members and adjust their leadership style accordingly. This personalized approach ensures that each follower receives the guidance and support they need to thrive, fostering a more dynamic and responsive leadership environment.

By adopting the Personalized Leadership model, leaders can create a more inclusive and effective workplace, where each team member feels valued and empowered to reach their full potential.

About Atip Muangsuwan: Atip Muangsuwan is the Founder & CEO of The Best Coach International Co., Ltd. He is a CEO & UHNWI Coach, Certified Mentor & Supervisor for global executive coaches, Holistic Life Transformation Expert, Business & Life Strategist, and Corporate Facilitator/Trainer. With a proven track record of helping clients achieve their career goals and job promotions, Atip is dedicated to supporting individuals in their personal and professional growth.