Now for your biggest people management challenge yet: Style Switching! This means adjusting your management style multiple times within the same conversation or meeting.

You'll work with different direct reports who each need a different approach—and you'll seamlessly switch between styles to drive business results and develop your team.

Engagement Message

Recall a team meeting where you switched styles—what's one style you used?

Here's why style switching matters: In business management, you rarely deal with just one personality or skill level at a time.

Performance reviews, project planning, and team meetings often require you to adapt your approach based on each person's experience level, motivation, and the business situation at hand.

Engagement Message

What's one business meeting where you wish you'd adjusted your management approach mid-conversation?

Recognize the switching cues. Watch for signs that your current management style isn't driving the results you need and someone requires a different approach.

Blank stares might mean they need clearer direction. Defensive responses might signal they need more coaching. Disengagement could indicate they need more autonomy or challenge.

Engagement Message

What's one cue that tells you an employee isn't getting what they need from your management style?

Use transitional phrases to smoothly shift between management styles without confusing your direct reports.

"Let me outline the specific deliverables..." (shifting to more directive). "What's your perspective on this business challenge?" (shifting to more coaching). "You own this initiative..." (shifting to delegating).

Engagement Message

Which transition phrase feels most natural to you as a manager?

Match the business moment, not just the person. Even your star performer might need directive management during a critical client crisis, then return to full autonomy for routine projects.