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Everybody in your team is different. One might have more ability; another might have a better attitude. Some you can leave to get on with tasks; others you need to oversee more closely. Because each person is an individual, you manage each in an individual way.

The managerial approach laid out here is adapted from Ken Blanchard and Paul Hersey’s Situational Leadership model. If you’re a new manager, then it’s a great starting place. You’ll find their book in the ‘Further Reading’ section at the back.

Say to yourself: what is it my employees need from me? They need direction and they need support. Sometimes I give both, at other times only one, and sometimes neither!

What is it that helps me decide?

■ Assess personal confidence. I first assess how high their confidence is in a situation. If it’s low, then I’ll consider how best I might support them to build their self-belief.

one minute wonder How much does your managerial style vary from employee to employee? How much direction and support have you given to each? Does it respect their different needs? Have you ever used the wrong behaviour when responding to an employee?

■ Assess personal ability. How competent are they in this situation? Have they got the skills? Do I need to think about training or offering advice?

What if I have a person who lacks confidence and is also not yet competent? Then I use a style that gives a clear direction, yet is also supportive and encouraging. A newly promoted person often needs this. Of course, as their competence grows, so will their confidence.

Perhaps someone is confident but has done something wrong? Then they only need direction. I might coach them. Work with them to make sure they see where they might have got it wrong. You’ll get people who are great performers but who lack confidence. Here I’m supportive. I remind them of what a great job they’re doing.

Of course you sometimes use all four different approaches with the same person. That’s the skill. Seeing the situation clearly and choosing the right managerial behaviour.

What does a high flyer need? Not much really, but I’d take the time to let them know I appreciate them. They don’t need more self confidence or direction – they probably need promoting!

Your management style must respond to each individual’s ability and self confidence.