Lead the Situation (Skill/Will - 4D's) – Match Your Style (4S's) to the Task
Effective leaders don’t lead one way—they lead the right way for the task. Match your leadership style to the development level of the person for that specific task. It’s the smartest way to maximize impact—and your time.
We All Ride Through the Learning Curve
Imagine learning to ride a bike. At first, you're thrilled. Then you crash. Then you doubt. Then, eventually, you're racing down the street hands-free. That’s not just bike riding — that’s how we learn any skill.
Whether it’s public speaking, using a new tool, or leading a project — people go through the same curve of Skill vs. Will (= Motivation). And that curve explains the 4 development levels.
The development curve: Will often dips before mastery kicks in. Don’t give up in the middle!
| Phase | Skill | Will | What They’re Thinking | Key Challenge |
|---|---|---|---|---|
| D1 – New & Excited | Low | High | "This looks fun!" | Overconfidence, blind spots |
| D2 – Struggling | Improving | Dipping | "This is harder than I thought." | Frustration, fear of failure |
| D3 – Cautiously Capable | High | Unstable | "I think I can… maybe." | Imposter syndrome, hesitation |
| D4 – Confident Pro | High | High | "I’ve got this." | Complacency or boredom |
Everyone goes through this curve when learning something new.
It’s not about personality — it’s about the phase they’re in for the task.
As a leader, your job is to recognize it and respond with the right style.
Each task requires a tailored leadership style. Don’t lead everyone the same—lead based on the task at hand.
The 4 D’s and 4 S’s – What to Do & When
| Development Level | What it Means | Style to Use | What You Do |
|---|---|---|---|
| D1 – New & Excited | Low skill, high enthusiasm | S1 – Direct |
High time investment. Give step-by-step guidance, set clear goals, and check in daily or closely. They need structure to succeed. |
| D2 – Struggling | Some skill, but confidence drops | S2 – Coach |
Moderate-high time investment. Explain the why, stay involved, motivate, and check progress frequently (e.g. every 1–2 days). They need direction and support. |
| D3 – Capable but Cautious | Skilled, but uncertain or hesitant | S3 – Support |
Moderate-low time investment. Listen more than tell. Ask good questions, offer encouragement, and check in periodically (e.g. weekly). Let them step up. |
| D4 – Confident Pro | High skill, high motivation | S4 – Delegate |
Low time investment. Trust them to run with it. Give full ownership, and just check in occasionally or at milestones. Focus your time elsewhere. |
Why This Model Works
- Per Task: A person can be D4 on one task and D1 on another
- Per Person: Not everyone grows at the same pace
- Per Time Use: Spend more time where it’s needed—not where it’s easy
- Per Growth: As people grow, your style should shift with them
Common Mistakes to Avoid
- Leading everyone the same way
- Assuming motivation = capability
- Micromanaging skilled people
- Leaving new or struggling team members unsupported
What If You Get It Wrong? – Mismatch Matrix
Using the wrong leadership style for someone’s development level leads to frustration, wasted time, and underperformance. Here's what happens when there’s a mismatch:
| If You Use This Style | With This Level | What Happens |
|---|---|---|
| S1 – Direct | D3 or D4 (Skilled people) | They feel micromanaged. Motivation drops. You waste time. |
| S2 – Coach | D4 (Confident pro) | They feel patronized. Trust erodes. They disengage. |
| S3 – Support | D1 or D2 (New or struggling) | They feel lost. They make mistakes. You lose momentum. |
| S4 – Delegate | D1 or D2 (Not yet ready) | They flounder. Performance drops. You clean up the mess later. |
Bottom line: The wrong style wastes time, lowers motivation, and leads to poor results.
Leading the right way is not just smart—it’s essential.
One Rule to Lead Better
Match your leadership style to the task—not the person.
Ask yourself: What’s their development level on this task?
Are you giving the right kind of support or direction?
This is how leaders multiply impact—by adjusting wisely.
Now It’s Your Turn: Start Smart and Apply It
Understanding the model is one thing — applying it is where the impact begins.
Take 10 minutes to do this for each person you lead:
Make an overview of all the key tasks for each person you lead.
Then, for each task, ask yourself:
– Do they have the skills?
– Are they confident and motivated?
This helps you assign a D-level per task, not just per person.
Ready to put this framework into practice? Save it to your Playbook and start your path to mastery.
Each apply gets you closer to 12/12 mastery 💪 — small steps, big impact.
🔗 Go to My Playbook to see all your saved frameworks.
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