Leading with Influence — Choosing Your Style by Situation
Understand your people · Flex your style · End the "office Zombie" phenomenon
Equips a thinking method and toolkit to precisely "read" employees' capability and commitment for each task; flexibly adjust 4 leadership styles to optimize team performance.
Leading with Influence — Choosing Your Style by Situation
Are you facing an "out-of-sync" reality in management?
Nếu doanh nghiệp đang mắc kẹt ở một trong những điểm dưới đây, đã đến lúc thay đổi cách tư duy.
One style for everyone
Managers fix one leadership style for all employee groups of differing capability, causing frustration and lower motivation?
The "over-supervise" or "let go" trap
Doing others' work and micro-checking causes frustration, or letting go leaves employees confused and directionless?
The "office Zombie" phenomenon
Employees work just to get by, agree to your face but not at heart, and are completely indifferent to the shared strategic goal?
Helpless before falling morale
Failing to spot in time when a top performer is overloaded and slipping into hesitation, to intervene effectively?
Solution overview
High performance isn't a result — it's a journey
No single leadership style is optimal for every case. The course sets up a hands-on training space that helps managers master 4 core capabilities: recognizing an employee's development level, dialoguing to consensus, flexibly adjusting behavior and controlling the process to spark self-management and raise team productivity.
04 LỢI ÍCH CỐT LÕI WHEN PARTICIPATING IN THE PROGRAM
Rapid capacity development
Accelerate the team development roadmap, helping employees quickly progress from “enthusiastic beginners” to “independent contributors.” Ask the right questions at the right time, without imposing. Share the right approach & developmental stage of employees.
Speaking the same language
Share a common framework to completely eliminate misunderstandings, frustrations, and misalignment (micromanagement or hands-off). Connect effectively in every situation.
Improved retention rate
When leaders adapt their style to match employees' needs, engagement and morale will soar. No one wants to leave such a well-supported environment.
Unlock creativity
The right support at the right stage of employee development helps employees commit deeper to work, asking the right questions to trigger innovative and creative thinking.
Highlights
Understand your primary leadership style
Through a pre-course assessment of 20 realistic leadership scenarios.
The 4-level developmental map (D1-D4)
A system of 5 questions to accurately identify employees' competence and commitment from Enthusiastic Beginners to Self-Reliant Achievers.
4 Flexible leadership styles (S1-S4)
Smooth transition between Directing (S1), Coaching (S2), Supporting (S3), and Delegating (S4) depending on the situation.
SBIA Feedback Model & GROWS Coaching
Standardize behavior-based feedback (praise/critique), especially 'hot-spot feedback', maintaining positive morale to increase engagement by 20x.
Skill reinforcement & application
Through post-course scenario exercises, analyze and assess your style adjustments. Leverage AI tools to support the application of new skills.
Who it's for
Boards & business ownerswanting a shared management language across the organization, reducing misunderstanding and raising talent retention.
Middle managers, department heads (Sales, Operations, HR, R&D)directly managing dispersed teams with uneven performance and attitude.
Program framework
- 1
Session 1 — Recognizing the D level (Capability & Commitment)
- Assess the organization's engagement reality.
- Practice the 5-question set to clearly distinguish the 4 employee development levels (D1, D2, D3, D4) for each key task.
- 2
Session 2 — Mastering the 4 S styles (Direction & Support)
- Clearly define directive behavior (Do it MY way) and supportive behavior (Do it YOUR way).
- Practice opening scripts matched to each style S1, S2, S3, S4.
- 3
Session 3 — Reversing regression & SBIA feedback
- Recognize the regression process and resolve the 2 common D-disagreements (D2 thinking they're D3 and vice versa).
- Practice writing praise/critique feedback scripts with the visual SBIA formula.
- 4
Session 4 — GROWS coaching & 1:1 dialogue
- Master the G.R.O.W.S coaching questions that push employees to solve problems themselves.
- Package the 1:1 interaction process in 3 phases: Before – During – After the meeting.
Goals & expected outcomes
Deliverables
- 1. Leadership Assessment Report & Matrix: 01 development level analysis (D), Style matrix (S) directly applied to 3-5 core team members.
- 3. Practical AI Toolkit: 01 SBIA feedback script package (Praise/Critique) and 1:1 dialogue template, to easily set alignment and track performance.
Capabilities
- 2. Rapid Diagnosis Capability: The reflex of 'reading people, reading tasks, reading contexts' in 120 seconds to select the appropriate leadership mode.
- Managers are fluent in aligning SMART Goals with employees' development levels and situational leadership styles.
- Build a shared management language, shifting from a command-and-control mindset to a coaching mindset, fostering autonomy and creativity.
Ready to start your transformation?
Book a consultation to receive a path tailored to you and your team.