As transformational leaders, we don’t just operate from intention—we act with precision. That’s where Skills 53 and 54 come in. These two skills are about mastering your leadership toolbox and knowing not only what to do, but when and how to do it.
Let’s explore:
- Skill 53 – Skill Assessment
- Skill 54 – Skill-Shifting
Skill 53 – Skill Assessment
Definition
You are able to determine and evaluate which leadership skill(s) would be most appropriate to use in various situations and select the most suitable one(s) to apply in specific contexts.
Why it matters
- Leadership without clarity is guesswork.
Skill assessment empowers you to step back and ask, “Which leadership tools do I need here?” - Using the wrong skill can damage trust.
For example, confronting someone when listening is what’s needed can shut them down. - Every moment is different.
High-performing leaders assess situations and select skills accordingly, instead of defaulting to what they’re most comfortable with.
How to practice Skill Assessment
- Pause before responding. Ask yourself: What’s the outcome I want? What skill supports that best?
- Revisit the 60 transformational skills regularly. Build fluency in your full toolkit so that no option feels unfamiliar.
- Review key categories:
- Self-Management
- Interpersonal Communication
- Coaching & Problem Management
- Team & Consulting
- Organizational Development & Versatility
- Evaluate outcomes. If your approach didn’t work, ask: Was it the wrong skill for the situation?
Skill 54 – Skill-Shifting
Definition
You are able to seamlessly move within and among the transformational leadership skill sets—interpersonal communication, coaching, consulting, and organizational development—as required to achieve a successful outcome based on the needs of the individual or group.
Why it matters
- Leadership is dynamic. Static use of a single skill—even a good one—can limit impact.
- Situations evolve. An issue that begins with listening may require confrontation, then action planning.
- Shifting skills builds credibility and trust. Others see that you’re not just following a script—you’re present and intentional.
How to practice Skill-Shifting
- Be flexible, not frantic. Effective skill-shifting is intentional, not reactive.
- Know your categories. If someone is emotionally stuck, maybe they need empathy (Skill 25), not strategy (Skill 45).
- Anticipate transitions. When coaching, be ready to move from exploration (Skill 26) to action planning (Skill 31).
- Build confidence through practice. The more you implement and review different leadership skills, the more agile you’ll become.
Practice & Integration: Skill in Motion
Reflection Activity
- Think of a leadership moment that didn’t go well.
- What skill did you use?
- Looking back, what skill would have been more effective?
- How can you increase your awareness and readiness to shift in real time?
Mini Scenario Drill – Pick the Skill:
Choose the most effective skill to use in each of the following moments:
- A team is disoriented after a major change announcement.
- A peer is venting about repeated failures without owning their part.
- A high-potential leader is unsure of next steps in a major project.
- A team you lead is unclear on your vision and is losing momentum.
Answers:
1 – Change Communication (Skill 40)
2 – Confrontation (Skill 33)
3 – Coaching/Goal Setting (Skill 29)
4 – Mission, Vision & Purpose Facilitation (Skill 43)
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Next up in the series: The more you lead with precision and adaptability, the greater your transformational impact. Let’s keep building your leadership agility.
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