4 Development Levels and How to Work With Them

In the bestseller Leading at a Higher Level, Ken Blanchard outlines a management theory dividing people into four basic development levels based on competence (skills) and commitment (motivation and confidence).

These levels are very useful to managers and leaders, but can be likewise useful in our private life in our interactions with friends, family, and colleagues.

A person could be: 

• Enthusiastic beginner (low competence, high commitment)

• Disillusioned learner (low to some competence, low commitment)

• Capable but cautious performer (moderate to high competence, variable commitment)

• Self-reliant achiever (high competence, high commitment)

For different levels, a different approach in management is needed, and this also applies outside of work – to a different approach in communication and interaction. Note that for different areas, we can be in different stages (for instance, an enthusiastic beginner in a certain area, and a capable but cautious performer in another area).

4 Levels and Riding a Bicycle

Blanchard illustrates these stages with an example of learning how to ride a bicycle.

Before you started learning, you may have been so excited that you couldn’t sleep, even though you didn’t know how to ride yet. This is a classic enthusiastic beginner.

When you first fell off your bike you might have wondered why you wanted to learn to ride in the first place and whether you would ever really master it. This is a disillusioned learner stage.

Once you could ride your bike with your parents or friends cheering you on, that confidence probably became shaky the first time you decided to ride the bike without your cheerleaders nearby. At this point, you were a capable but cautious performer.

Finally, you reached the stage where your bicycle seemed to be a part of you. You could ride it without even thinking about it. This is a self-reliant achiever stage.

Different Approach for Different Levels

As each of the four stages is vastly different, they need a different approach. 

Enthusiastic beginners need a directing style, where you teach them everything about the matter and provide specific direction and closely help plan and prioritize what needs to be accomplished for the learner to be successful. Basically, teaching and showing what exactly needs to be done, and letting them practice in low-risk situations.

Disillusioned learners need a coaching style, which is high on direction and support. You should still direct them and closely monitor their efforts, but provide a lot of praise and support as the goal is building their confidence, restoring their commitment, and encouraging them.

Capable but cautious performers need a supporting style since they have learned the skills necessary and need little direction, but a lot of support to encourage their confidence. Listen to their concerns and suggestions, and be there to support them.

Self-reliant achievers need a delegating style, where it is appropriate to turn over the responsibility for day-to-day decision-making and problem-solving for them and let them run their own territory. The main job now is to empower them by allowing and trusting to act independently.