Unlike the chameleon, one of the biggest mistakes managers make is 
not adjusting their management style to fit the situation. Most managers have a management style that they are comfortable with, and that’s what they use in almost every situation. But different situations call for different measures, and once a manager understands the benefits of making those adjustments, productivity increases while stress decreases.
Most of us would agree that we’d like to be able to delegate and trust that the job gets done right, and on time. Most of us would also agree that this rarely happens! The reason our expectation is not met is usually because of a misunderstanding along the way. It all starts with understanding our employees’ maturity levels.
There are two factors to consider when assessing an employee’s maturity level: ability and willingness. Can the person do it, and will they do it? The first, ability, is knowing if they have the required skill set and experience. The second, willingness, can consist of attitude or confidence. A person may lack confidence in a task and this can cause them to be unwilling to participate. Or, a person’s attitude can get in the way. Either way, it’s not about the skill that it takes; it’s the willingness that’s missing.
When we clearly understand these two components, we are able to adjust our management style to one that will produce results. For example, when a person’s ability is low, and their willingness is high, they are eager to be trained, or directed¹. It’s the manager’s job to make sure they have this opportunity. At the same time, it’s the manager’s responsibility to decide if the employee is not capable, if there is another “seat on the bus,” or if they need another bus altogether.
Consider the other three management styles; when a person’s ability is lower and/or their willingness is higher, they need coaching, or guiding². As their willingness and ability increases they need support³. And finally, when their willingness and ability are high, they are ready for delegation . Each of these management styles takes a different approach, and a different amount of time.
You may have guessed already, but the latter two, support and delegation, require less of a manager’s time. The first two, directing and coaching, require more time. If we want to free up more of our time, it’s imperative we learn to effectively coach so we can move people to the delegation stage even faster. A chameleon changes to match the environment to survive. Think of your survival – learn to adjust to each situation.
Posted by lauriejoslin 
