Strengths and Situational Leadership

Adaptability is one of the most in-demand, essential leadership skills of today.

Between rapidly shifting markets, adjusting teams, technological disruptions, and inevitable moments of uncertainty, the pressure falls on leaders to pivot quickly and adapt.

Due to the demand for fluidity, this type of leadership can’t be one-size-fits-all.

That’s why the Situational Leadership model, originally developed by Dr. Paul Hersey and Ken Blanchard, is so enduring. It’s built on a simple yet powerful idea: the most effective leaders adjust their style based on the readiness of the person they’re leading.

Sometimes, that means offering clear, direct guidance. Other times, it’s about stepping back and empowering others to take the lead.

But here’s a question I hear often in coaching sessions:

“How do I flex my leadership style while staying true to who I am?”

That’s where the power of CliftonStrengths® comes in.

The Equation: Strengths and Situational Leadership

Strength wisdom doesn’t tell you what kind of leader you should be. It reveals the unique way you already are a leader. Your natural patterns of thinking, feeling, and behaving are your superpowers.

When used intentionally, these natural talents of yours amplify every leadership style you lean on.

Here’s how your Strengths can support each of the four leadership approaches:

The Situational Leadership II Framework

Situational Leadership II, is based on the idea that leaders should adapt their style based on two key factors: Wording and terms have been updated.

1. Competence – how skilled and experienced a team member is

2. Commitment – how confident and motivated they are

Team members typically fall into one of four development levels:

– D1: Enthusiastic Beginner – Low competence, high commitment

– D2: Disillusioned Learner – Some competence, low or inconsistent commitment

– D3: Capable but Cautious Performer – High competence, variable commitment

– D4: Self-Reliant Achiever – High competence, high commitment

Each level calls for a different leadership style:

– S1: Directing – High direction, low support

(Best for D1: They’re eager, but lack skills and need structure.)

– S2: Coaching – High direction, high support

(Best for D2: They need both encouragement and training.)

– S3: Supporting – Low direction, high support

(Best for D3: They know what to do but may need confidence.)

– S4: Delegating – Low direction, low support

(Best for D4: They’re skilled and motivated—just let them run with it.)

The goal is to match your leadership approach to the person’s current development level so they feel supported, challenged, and empowered.

1. Directing (S1): Providing Clear Structure and Firm Guidance

Best for: D1 – Enthusiastic Beginner

Helpful Strengths: Command®, Focus®, Achiever®, Discipline®

These Strengths bring urgency, structure, and confidence—exactly what’s needed when someone is new or unsure.

Coaching Questions:

– Which of my Strengths help me make quick, confident decisions?

– How can I offer clarity without micromanaging?

– What excites you most about this role or task?

– What specific training or guidance would help you feel more confident?

– Which of your Strengths could you lean on as you learn?

“If the trumpet does not sound a clear call, who will get ready for battle?” – 1 Corinthians 14:8

2. Coaching (S2): Motivating While Teaching

Best for: D2 – Disillusioned Learner

Helpful Strengths: Communication®, Woo®, Developer®, Individualization®

These Strengths build relationships and spark insight—great for people who need both direction and encouragement to grow.

Coaching Questions:

– How can I personalize my leadership for this person?

– Which Strengths help me motivate while developing skills?

– What’s been most challenging for you lately?

– How are your Strengths helping—or getting in your way—right now?

– How can I support you in both mindset and skill?

“The purposes of a person’s heart are deep waters, but one who has understanding (insight) draws them out.” – Proverbs 20:5

3. Supporting (S3): Empowering While Staying Engaged

– “What might feel unsafe for them?”

– “How can I show value, even

Best for: D3 – Capable but Cautious Performer

Helpful Strengths: Empathy®, Positivity®, Harmony®, Adaptability®

These Strengths offer emotional intelligence and relational support—ideal for helping competent team members overcome confidence dips.

Coaching Questions:

– What’s holding this person back from full ownership?

– How can I use my Strengths to increase their belief in themselves?

– What’s holding you back from owning this project?

– Where do you need more autonomy or support?

– Which of your strengths can help you trust yourself more?

“Therefore encourage one another and build each other up, just as in fact you are doing.” – I Thessalonians 5:11

4. Delegating (S4): Trusting and Letting Go

Best for: D4 – Self-Reliant Achiever

Helpful Strengths: Strategic®, Maximizer®, Responsibility®, Belief®

These Strengths help you zoom out, empower high performers, and stay values-driven.

Coaching Questions:

– Which Strengths help me trust others and step back?

– How do I maintain alignment and accountability from a distance?

– What would you like to take full ownership of?

– What’s one area you’d like to innovate or improve?

– How can I champion your growth or visibility?

“And the things you have heard me say in the presence of many witnesses entrust to reliable people who will also be qualified to teach others.”. – II Timothy 2:2

Combining Strengths and Situational Leadership Doesn’t Lock You In—It Launches You Forward

Remember, your Strengths don’t limit you to one leadership style. By using them intentionally and clearly identifying your natural talents to lean on in the right situation, you’re empowering yourself to adapt in way that feels real to you. Your impact will be genuine.

For example:

– A leader with Empathy® might naturally prefer Supporting, but can still step into Directing when necessary—with care and sensitivity.

– Someone with Strategic® may gravitate to Delegating but knows when to pause and coach if a teammate is stuck.

You don’t have to be everything to everyone in these situations either. The key is knowing how you lead best given what the moment calls for. It’s rising to the occasion as your authentic, powerful self.

Coaching Questions:

What leadership situation do you have now to practice adapting?

How will you regulate your Strengths to navigate the situation?

Want to integrate CliftonStrengths® into your leadership approach? Let’s explore those questions together.