When employees are very capable but unwilling or insecure, which leadership style should a leader apply?

When employees are capable yet unwilling or insecure, utilizing a participative leadership style is most effective. This approach encourages involvement and collaboration, allowing employees to contribute to decisions and discussions. By fostering an inclusive environment, leaders can help build confidence, providing support and resources that empower employees to voice their opinions and concerns.

Participation also enhances employees' sense of ownership and accountability in their roles. This collaborative process can alleviate feelings of insecurity, as workers feel valued and understood. They are more likely to voice their insights and take initiative when they know their contributions are appreciated and considered in the decision-making process.

In contrast, other leadership styles may not adequately address the underlying issues of insecurity or unwillingness. For instance, telling may enforce directives without providing room for dialogue, which could exacerbate feelings of inadequacy. Selling focuses on persuading employees which may not be necessary if they have the capacity but lack motivation or assurance. Delegating removes direct oversight and may leave uncertain personnel feeling abandoned rather than supported. Thus, a participative approach effectively engages capable employees to enable them to overcome their reluctance.