When should a leader use directing?

• A. When followers have high competence and high commitment.
• B. When followers have low competence and low commitment.
• C. When followers have some competence and high commitment.
• D. When followers have low competence and low commitment.

Answer: (D)

This question tests how a leader adapts style to follower readiness in situational leadership. Directing is a high-directive, low-support approach: the leader provides clear, specific instructions, defines tasks step by step, and closely supervises results. It fits best when followers lack the necessary skills (low competence) and also lack the motivation or confidence to engage with the work (low commitment). They need explicit directions and tight oversight to perform, while also starting to build capability and confidence.

Why this fits over the others: when followers already have high competence and high commitment, they can work autonomously, so a delegating style is more appropriate. Some competence with high commitment suggests they can handle tasks with less direction and need more coaching or support to refine skills, rather than pure directing. Low competence with high commitment still requires direction, but the strong emphasis on motivation means you’d pair direction with supportive elements rather than rely solely on instruction, which is why the scenario with both low competence and low commitment is the best match for directing.