Framework 1: Situational Leadership for new managers

The core idea

Situational Leadership is a practical reminder that people need different kinds of support depending on their skill level and confidence in the task at hand.

A new manager usually fails in one of two directions. They either over-direct strong people or they under-support people who still need structure. This framework helps correct both mistakes.

How to use it in a 1:1

• Ask what the person is confident doing alone right now.
• Ask where they want more direction, coaching, or air cover.
• Adjust your style by topic, not by job title.

What it changes

The point is not to label a person forever. The point is to notice where they need direct instruction, where they need coaching, where they need autonomy, and where they need encouragement.

That makes the 1:1 more useful because you stop repeating generic management habits that fit no one particularly well.

Common mistake

New managers often assume fairness means treating everyone the same. In practice, fairness usually means giving people what they need to do good work and grow.