Let’s be honest—managing people isn’t about having all the answers. It’s about knowing how to meet someone where they are, especially when they're learning something new.

That’s exactly what came up in Tyler’s conversation with executive coach Mike Lemire on the What Worked podcast. Mike shared one of the most impactful tools he uses with teams and leaders: Situational Leadership.

If you’re leading a team (or want to), this is a framework worth knowing.

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What’s Situational Leadership?

Situational leadership is a simple but powerful idea: your leadership style should shift depending on the specific skill someone is developing, not who they are overall.

Mike, who now runs Harmonic Leadership, learned this firsthand while leading teams at companies like HubSpot and Toast. At first, he thought it was just another management buzzword. But once he applied it with his team, it clicked. Leadership got easier. Results got better. And he’s been teaching it ever since.

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The Four Styles (aka: This Isn’t Micromanagement—It’s Match Management)

The model is built around a matrix using two variables:

1. Competence – How much skill do they have for this task?
2. Commitment – How motivated or confident are they in doing it?
   
   

Then, based on where someone lands for a specific skill, you apply one of four styles:

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🟦 S1: Directing

Low competence, high commitment.
They’re excited, but they’ve never done this before. Think: a top performer asked to lead a cross-functional project for the first time. They don’t know what good looks like yet.

Your job: Give structure. Be clear. Lay out the steps. This is where over-communicating isn’t a problem—it’s a gift.

Mike shared that when his CEO once asked him to find office space in Boston, he had zero real estate experience. All the motivation, no clue where to start. He needed direction.

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🟨 S2: Coaching

Some competence, dipping commitment.
They’ve tried the task. They’re learning. But reality has set in—it’s harder than they thought.

Your job: Be hands-on with both guidance and encouragement. Help them understand what “good” looks like, and remind them they’re not failing—they’re building muscle.

This is where a lot of managers give vague feedback like “be more strategic.” Mike breaks that down into actions: how to plan, how to analyze, and how to influence. It’s coaching, not just cheering.

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🟩 S3: Supporting

High competence, low motivation or confidence.
They know how to do the job, but something’s off. Maybe they’re burned out, maybe they don’t feel seen, maybe they’re questioning their impact.

Your job: Spotlight their strengths. Make sure others see it too. Ask what’s missing and how you can help. Sometimes, motivation follows recognition.

Mike talked about helping someone reconnect their work to impact, or even helping them see that another role might suit them better.

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🟪 S4: Delegating

High competence, high motivation.
This is the sweet spot. They’ve got it. They own it. Let them run.

Your job: Get out of the way. Celebrate their work. Find more opportunities for them to lead and stretch.

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It Only Works If You Talk About It

Mike does one thing that most leaders don’t: He makes the framework visible.

When coaching or managing, he tells the person: “I’m treating you as an S1 for this. How does that feel?”

This opens up honest conversation and gives the person a voice. They can say, “I think I’m ready for more ownership,” or “Actually, I need more support than you're giving me.”

It builds trust. It reduces second-guessing. It shows you’re invested not just in the work, but in how they grow into it.

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Real Talk for Managers

If you’ve ever felt like:

• I’ve explained this 3 times, why isn’t it sticking?
• This person is so talented, but something’s missing.
• I want to delegate, but I don’t know if they’re ready…
  
  

Situational leadership gives you a lens. Not a label for the person, but a diagnosis for the moment. And a playbook on what to do next.

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Final Take

The best managers don’t treat everyone the same: They treat people based on what they need to grow.

Situational leadership helps you do just that—skill by skill, moment by moment. It’s not rigid. It’s responsive. And it helps you lead with clarity, not guesswork.

And that’s what leadership’s really about.