Mastering the Skill Will Matrix: A Guide to Leading Team Members with Optimal Individual Engagement

What if a simple matrix could serve as a guide to help leaders understand how to lead their team members more effectively? The Skill Will Matrix, developed by Paul Hersey and Ken Blanchard, enables leaders to identify which leadership lever to pull to get the most out of their teams. 

When Switch partners with leaders to manage change, we start by identifying all stakeholder groups who will be impacted and understand what they will be asked to do differently. We then analyze each group against the current and desired future state, which informs the creation of unique strategies to help leaders successfully guide their teams through change. 

The Skill Will Matrix is an effective tool because it helps leaders better understand their team members and identifies the most effective ways to act on that knowledge. Below are the leadership levers, the matrix boxes in which they reside, and an overview of how to engage each type of person:

Delegate

These team members have both a high level of skill and will. They perform best when they feel that their leader trusts them. In fact, leaders will often find that when employees in this box are given increased opportunities, they rise to meet the challenge. When managing teams through change, employees in this box are typically the best choice to serve as change champions.

Direct

These team members fall in the lower range of both skill and will in the matrix. This does not necessarily mean that these employees are not skilled and do not care. They might be new; in which case they are in the process of learning. Or they might have unique circumstances outside of work that require more of their attention. These team members need a clear plan and regular check-ins during change efforts.   

Guide

These team members are highly motivated but are not the highest skilled team members. Providing guidelines for these employees will focus their energy in the most effective way. Providing training will also be well received because these team members have the desire to learn. Of the three groups of stakeholders that are not in the “delegate” box, this group is most likely to make the shift to the top-right area of the matrix. During change efforts, an effective strategy is to pair employees in the “guide” box with those in the “delegate” box. Those in the delegate group will help improve the skill level of those in the guide group, and their shared level of motivation will help them stay aligned.

Excite

These team members can be the most challenging to lead. While their skill level is valued, it implies that they are not new to their role. Question-based conversations that enable leaders to learn why these seasoned team members have a lower level of will are critical. Direct, curious, and empathetic communication may uncover what is hindering these employees from being more committed. Do they understand the vision? Do they align with the vision? Is there something going on in their life that is distracting them? Another possibility is that these team members might be more excited than they appear to be. In that case, a question-based conversation will help the leader see this and learn how to best utilize this quieter, highly-skilled, and committed employee. 

The Skill Will Matrix is just one piece of the change puzzle and just as every employee is unique, Switch understands that every organization and every project is unique. So which tools do you need to utilize right now to reduce risk, to best serve your team members, and to lead your organization to the next level? We enjoy partnering with leaders who are asking that question.

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