June 14, 2018

Dear Daniel,

Summer’s here! And I hope you’ll find time to relax, rejuvenate, and enjoy this special time of year.

In my last newsletter I introduced you to the foster kid I work  with ("T") and how the BEST BOSS strategies that I share with you in managing and leading your people also work with "T."

This month, I'd like to share the next step in the BEST BOSS system to give you a fresh way of getting the best from the people you supervise. This method is a tried-and-true approach for supervising each member of your team -- depending on the task they’re responsible for. And I’ll tell you a little more about how I use this same strategy with “T”!


Danny Ceballos

Sometimes You Give Your People What They Need ... Not Necessarily What They Ask For

In April, I told you about the great foster kid I work with. I’m his CASA -- his Court Appointed Special Advocate. Let’s call him “T.” I have been working with “T” for 5 years -- love him to pieces ... and just like the folks that you lead at work, sometimes he's a handful! And sometimes he doesn’t always know what he needs from me in terms of his own supervision and encouragement.

So let me introduce you to another step in my BEST BOSS system for training and coaching managers. I use it with “T” and you can use it with your people.

When “T” is working on something -- whether it's a school assignment or managing his allowance, or even just figuring out why life is so challenging (it's a constant struggle for a queer kid of color trying to make his way in the world), I use an employee-engagement model called Situational Supervision. You should too!

The Situational Supervision Model suggests that there is no “one size fits all” approach to leadership. Depending on the situation, varying levels of leadership and management are necessary.

Essentially, for each important task that your “T” is responsible for at work, ask yourself two questions:

  1. How COMPETENT is this person for this particular responsibility?
  2. How CONFIDENT is this person in being successful with the task?

Depending on their levels of COMPETENCE and CONFIDENCE, you should exercise one of four different leadership styles:

Directing Style – This leadership approach is most appropriate when “T” has high willingness but low ability for the task at hand. How about your people? When are they “low competence” and “high confidence”? When your people cannot do the job and are unwilling or afraid to try, then you should take a highly directive role. Directing requires you to define the roles and tasks, and supervise them closely.

Coaching Style – This leadership approach is most appropriate when ”T”  has low willingness and low ability for the task at hand. Coaching still requires me to define "T's" tasks clearly, but I also want to hear from “T” -- what does he want? Your team may need coaching when direction and supervision is required because they are still relatively inexperienced, but they also need support and praise to build their self-esteem, and involvement in decision-making.  While Coaching, you’ll spend time listening, advising, and helping your people to gain necessary skills in order to do the task autonomously next time.

Supporting Style – This leadership approach is most appropriate when “T” has low willingness but high ability for the task at hand. Supportive leadership works when “T” can do the job, but is refusing to do it. The key to supportive leadership is motivating and building confidence in your people. Supportive leadership involves listening, giving praise and making your people feel good when they show the necessary commitments for success.
Delegating Style – This leadership approach is most appropriate when “T” has high willingness and high ability. I rely on delegating to “T” when I know he can do the job and is motivated to do it with a high amount of trust that “T” will do well, and that he  requires little support. Delegating still keeps the leader involved in the decisions and problem-solving, but execution is mostly in the hands of the followers.

So the next time you need something important from your people, take a moment to be thoughtful about the type of supervision needed.  Just like “T” -- sometimes you give your people what they need ... not necessarily what they ask for.



The BEST BOSS BOOTCAMP for LGBTQ Leaders & Managers will be a series of LIVE online training+coaching modules covering best practices and highly effective tools for LGBTQ managers so they are more EFFICIENT, EFFECTIVE, PRODUCTIVE, and ENGAGED in leading their people and performance.

What's included:

  • Comprehensive training and coaching in cutting-edge employee leadership and engagement best practices

  • Teaches you how to go from being stressed and overwhelmed ... to being competent and confident as a leader, supervisor and kick-ass BEST BOSS

  • Learn how to leverage both your BEST and your AUTHENTIC self -- how to be both a skilled, effective manager AND bring your fabulous LGBTQ identity to your leadership role

  • Connect, network, and collaborate with other LGBTQ best bosses -- across industries and sectors -- who understand the unique challenges and opportunities of what it takes to lead and manage work and people when you're an LGBTQ leader

  • 10 LIVE 60-minute BEST BOSS learning modules

  • 3 MONTHS of your own personal executive coaching

  • FULL YEAR ACCESS to all BEST BOSS BOOTCAMP resources in supervision & leadership best-practices


Click here to be added to our VIP List and you'll be FIRST to know when registration opens next month!


Best Boss Bootcamp for LGBTQ Leaders & Managers 
Thursdays, 9am-10am PT, 
October 4 - December 20.




With over 20 years experience in training and leadership development  - and holding an MBA and an MA in Organizational Development - Danny Ceballos has worked with organizations across the country to strengthen their effectiveness in leading and managing others through supervision+motivation best practices and strategies.


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©2018 Danny Ceballos & Unleashed Consulting,  LLC