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 – D1 to D4: Skill vs. Will

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.
The 4 D’s and 4 S’s – This Is All You Need to Remember

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 Toolbox and start your path to mastery.

0
0/12

Each apply gets you closer to 12/12 mastery 💪 — small steps, big impact.

Rate this page!

How likely are you to recommend this page to family or friends? Mention your thoughts or any improvements to this page below!