SLII®: The Secret to Leading in Uncertain Times by Vicki.halsey@blanchard.com
Uncertain times have a way of showing up at work, even when the uncertainty starts somewhere else.
When people are worried about the economy, global conflict, change fatigue, family pressures, or simply the pace of life, they don’t “leave it at the door.” They bring it with them. And when the brain is carrying that much, it gets tired. (That’s called Cognitive Load.) Focus gets fragile. Confidence gets quieter. Motivation gets harder to access.
That’s why leadership matters so much right now - not as a slogan, but as a stabilising force.
In seasons like these, many leaders do one of two things:
- They go into overdrive on direction — more urgency, more instructions, more check-ins.
- Or they lean heavily into support — more empathy, more encouragement, more “you’ve got this.”
Both are well-intended. But neither is consistently effective if it’s used at the wrong time.
What people need most in uncertain times is not more of everything. They need the right thing — at the right moment — for the goal they’re working on.
That’s exactly why SLII® by Blanchard is the secret to leading through uncertainty.
When the world feels unstable, your leadership style becomes the anchor
In stressful times, people crave two things that sound simple, but are increasingly rare:
- Clarity (What matters most right now? What does success look like?)
- Confidence (Can I do this? Am I supported? Do I belong here?)
SLII® helps leaders deliver both — without guessing.
It’s not a one-size-fits-all approach. It’s a practical way to meet people where they are by matching your leadership style to their development level on a specific goal.
That last part is critical: People don’t have one development level. They have different development levels depending on the task, goal, or skill.
Someone may be a high performer in one area and feel shaky in a new project, new role, or new system. In uncertain times, that “shaky zone” expands — because stress narrows attention and drains mental energy. People who were high performers and very committed to a goal can also regress and lose motivation or confidence and look like they are not competent on that goal.
So the leader’s job becomes beautifully clear:
1. Set clear goals.
2. Diagnose development Level.
3. Use the right style.
Clear goals reduce anxiety. Diagnosis reduces frustration.
When uncertainty rises, ambiguity becomes exhausting.
Without clear goals, people fill in the gaps with assumptions—and stressed brains tend to assume the worst:
- “I’m behind.”
- “I’m failing.”
- “They’re not telling us something.”
- “I can’t keep up.”
A clear goal doesn’t just improve performance — it reduces mental load. It gives people something concrete to hold onto. Without a conversation about important goals, people might be doing a lot of activity, but not work on the priorities.
But clarity alone isn’t enough.
The next step — often the most overlooked — is diagnosis.
When leaders diagnose the development level for a person on each goal, they stop treating everyone the same. They stop over-coaching the competent. They stop under-supporting the discouraged. They stop confusing enthusiasm with ability, or hesitation with lack of potential.
And in doing that, they give people something priceless right now:
Peace, energy and focus.
The right style at the right time is encouragement in action
Encouragement isn’t just cheering people on. It’s creating the conditions where progress feels possible.
SLII gives leaders four styles that flex based on what the person needs today for this goal:
1) Directing
When someone is new or unsure on a goal, they need more than reassurance — they need structure.
- Clear expectations and an image of what a good job looks like
- Step-by-step guidance/directions
- Frequent check-ins that reduce uncertainty
This isn’t micromanaging. Done well, it’s relieving — because the leader is carrying the “what and how” until the person is ready.
2) Coaching
When someone has some competence but confidence or motivation is inconsistent, uncertainty can hit hard and exhaust.
This is where leaders combine:
- High direction (to build skill)
- High support (to build confidence and motivation)
Coaching says: “We’ll work through this together, and I’ll be with you all the way.”
3) Supporting
When competence is high but confidence or motivation wavers — often due to insecurity, stress, burnout, or competing priorities — people don’t need more instructions. They need:
- Listening and encouragement
- Partnership
- To hear and embed their own voice in how the work gets done
Supporting says: “You’re capable. Let’s remove obstacles and rebuild momentum.”
4) Delegating
When competence and commitment are strong, the best encouragement is trust by valuing and magnifying accomplishments.
Delegating says: “I believe in you and I’m giving you space and autonomy to lead.”
Why SLII® creates incredible relationships during times of stress
Stress can make workplaces feel transactional. People can start operating in survival mode, less patience, fewer assumptions of good intent, more sensitivity to tone.
SLII keeps relationships deeply human because it ensures your leadership approach is experienced as:
- Relevant (This helps me right now.)
- Respectful (You see me accurately.)
- Responsive (You adjust as I grow.)
- Reliable (I know what to expect from you.)
When a leader consistently uses the right style at the right time, people feel:
- safer to ask questions
- clearer about priorities
- more confident in their progress
- belongingness to a community and less alone in the pressure
That’s how you build trust when the outside world feels unstable.
The real “secret” is that SLII® makes work feel possible again
One of the most meaningful outcomes of SLII isn’t just better performance.
It’s a shift in how people feel about work.
When goals are clear, expectations are known, and support is matched to real needs, people stop dreading Monday. They start believing:
- “I can succeed here.”
- “My leader gets it.”
- “I’m growing.”
- “This matters.”
That changes lives through relationships of care.
And when people look forward to going to work—and succeeding—organizations don’t just survive uncertain times.
They thrive.
A simple leadership reset you can use this week
If you want to lead with SLII in a way that brings peace and focus to your team, start here:
- Choose one goal a person is working on right now.
- Ask: “What does success look like?” (Make it specific.)
- Ask: “How confident/motivated do you feel about this goal?”
- Observe: Is their competence low or high? Is their commitment low or high?
- Then lead accordingly: match your style to their development level—on that goal.
That’s SLII®. And in uncertain times, it’s more than a model.
It’s leadership that steadies the mind, strengthens relationships, and helps people keep going, when they’re carrying a lot.
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