Introduction
Have you ever jumped in with step-by-step instructions only to realize your teammate really needed an open-ended conversation instead?
That mismatch eats productivity and morale. Mentoring vs Managing is less a personality choice and more a timing skill.
The Situational Leadership® model gives you a practical lens to decide when to guide with questions and when to be crystal-clear with direction. By the end of this article you’ll know exactly which style drives growth, speed, and engagement—without second-guessing yourself.
1. What Is the Situational Leadership Model?
Created by Hersey and Blanchard, the model links four leadership styles (Directing, Coaching, Supporting, Delegating) to an employee’s competence and commitment. Rather than sticking to one style, you flex based on task readiness. situational.com
- Directing (S1) – high directive, low supportive
- Coaching (S2) – high directive, high supportive
- Supporting (S3) – low directive, high supportive
- Delegating (S4) – low directive, low supportive
The beauty? It turns “manager” and “mentor” into situational hats you swap on purpose, not by habit.
From Newbie to Ninja: Development Levels & Leadership Fit
Each style maps to a development level:
| Development Level | Typical Behaviours | Best Style |
|---|---|---|
| D1 – Enthusiastic beginner | Eager, unskilled | Directing |
| D2 – Disillusioned learner | Some skill, low confidence | Coaching |
| D3 – Capable but cautious | Good skill, variable commitment | Supporting |
| D4 – Self-reliant achiever | High skill & will | Delegating |
If an engineer is D1 on security reviews, they need specific checklists (Directing). The same person might be D4 on automated testing and only need a goal (Delegating). Matching style to level prevents over- or under-management.
When to Coach (Mentor) Employees
Look for these signals before switching to a coaching stance:
- Mixed skill & motivation – They can do parts of the task but hit confidence dips.
- Pattern-seeking questions – “Why do we choose X over Y?” indicates readiness to think bigger.
- Stagnant engagement scores – Coaching lifts autonomy; 72 % of organisations see higher engagement after embedding coaching cultures. coachingfederation.org
- Creative or complex work – There’s rarely one “right” answer.
Coaching Checklist
- Ask “What options have you considered?”
- Share context before content.
- Co-create next steps; confirm understanding.
Internal resource: See our detailed Agile Coaching framework for question prompts you can steal.
When to Direct (Manage) Clearly
Even in agile teams, directive leadership saves the day when:
- Time is critical – Production is down; clarity trumps teaching.
- Risk is high – Compliance or safety tasks require exact steps.
- Skill is low – A new hire hasn’t touched the tooling yet.
- Stakeholder tolerance is zero – Failure costs too much.
Straightforward SOPs, checklists, and demos eliminate doubt. Remember to review and relax control as competence grows—otherwise you’ll suffocate initiative and engagement (only 32 % of US employees felt fully engaged in early 2024)
Mentoring vs Managing in Agile Teams
Scrum masters often ask: “Should I tell the team how to size stories—or let them struggle?” The answer lies in their D-level on estimation. Use mentoring (Coaching/S3) once they grasp the basics; use managing (Directing/S1) when the backlog process is brand new.
For deeper guidance, explore our Product Owner Coaching path that layers situational leadership onto agile roles.
Frequently Asked Questions
Q1: Can I coach and direct in the same meeting?
A: Yes. Start by coaching to surface ideas. If clarity still lacks, pivot to a brief directive summary so no one leaves confused.
Q2: How do I avoid micromanaging when directing?
A: Share the why behind instructions and set checkpoints instead of hovering. Transition to coaching once basics stick.
Q3: Does situational leadership work remotely?
A: Absolutely. Just replace physical cues with deliberate check-ins and digital boards to gauge competence and commitment.
Q4: What if a teammate resists coaching?
A: Resistance often masks low confidence (D2). Pair directive walkthroughs with supportive feedback to rebuild trust.
Conclusion & Next Steps
Mastering Mentoring vs Managing isn’t about choosing a camp—it’s about applying the right style at the right moment.
When you flex between coaching questions and clear instructions, teams accelerate learning while safeguarding delivery.
Ready to diagnose your team’s development levels and pick the perfect approach?
Book a discovery call and let’s tailor situational leadership to your context.
