Adaptive Leadership: The Skill–Will Approach

In today’s world, relying on a single leadership or management style is no longer enough. Effective leaders adapt their approach to suit individuals and situations in order to achieve the best possible outcomes. Great leaders act like chameleons—flexing their style to bring out the best in every person they manage.

Be Adaptive

Successful managers adjust their behaviour based on two key factors:

• Skill – the individual’s ability to complete a task
• Will – the individual’s motivation and willingness to complete a task

By understanding these two factors, leaders can select the most effective approach to support performance, development, and engagement.

The Skill–Will Matrix

The Skill–Will Matrix, introduced by Max Landsberg in The Tao of Coaching, helps managers match their leadership style to the needs of their team. It is based on assessing how capable someone is (Skill) and how motivated someone is (Will). From this, four leadership styles emerge:

1. Telling / Directing (Low Skill, Low Will)

This style is used when individuals require clear structure and close supervision. Leaders should define clear roles and responsibilities, provide step-by-step instructions, supervise closely and monitor progress, avoid overwhelming individuals with too much information, offer regular feedback and encouragement, build confidence through small, achievable wins, and provide coaching and training where needed.

2. Selling / Coaching (Low Skill, High Will)

This style is used when individuals are motivated but lack the necessary skills. Leaders should invest time in building understanding and engagement, explain the purpose behind tasks and decisions, provide coaching, training, and ongoing support, encourage questions and learning, create a safe environment for making mistakes, recognise and reinforce progress, and gradually reduce support as confidence grows.

3. Supporting / Motivating (High Skill, Low Will)

This style is used when individuals are capable but lack motivation. Leaders should identify barriers affecting motivation or performance, rebuild confidence through positive reinforcement, link tasks to personal motivators and interests, involve individuals in decision-making, encourage ownership and accountability, and provide regular feedback and support.

4. Delegating / Observing (High Skill, High Will)

This style is used when individuals are both capable and motivated. Leaders should provide clear objectives rather than instructions, allow full autonomy to complete tasks, encourage ownership and responsibility, recognise and celebrate strong performance, support appropriate risk-taking and development, and offer stretch opportunities for continued growth.

Putting It Into Practice

To apply the Skill–Will approach effectively: review your team, assess each individual’s skill and will, place them within the appropriate quadrant, adapt your leadership style accordingly, discuss and confirm your approach with individuals, and review and adjust regularly.

Key Message

Effective leadership is not about using one fixed style. It is about adapting behaviour to bring out the best in others.

BSA Training Leadership Programme

The BSA Training Leadership Programme supports leaders to develop Managing Self—understanding personal behavioural preferences and their impact on others—and Managing People & Relationships—identifying and applying flexible leadership styles across different people and situations.

Find out more about management and leadership skills by joining us on Leadership & Management training programme with BSA Training!