The third phase of Situational Leadership is Supporting. In this phase, the follower is competent to perform the task and yet, has learned enough to be concerned that perhaps she isn't as skilled as she thinks she is. In other words, there is a bit of a confidence gap.
Continuing with our example of a new trainer from the previous two phases, perhaps our newly minted trainer has co-trained with a lead instructor. The lead instructor believes the new trainer is ready to train solo. The new trainer is hesitant. What if this group of participants behaves very differently from the last group? What if they take significantly more or less time with activities?This new trainer who needs support may experience more stress than necessary if left to her own devices.
The alert lead trainers should at this point perhaps offer to sit in and observe, giving feedback and suggestions when asked. Smiling and nodding at the right moments can help too.Feedback during supporting need not be long and complicated. Simple, direct feedback that conveys, "You've got this." may be all that's needed.
If during this phase, the followers encounter a new problem, the best approach is to ask questions that help them formulate their own action plan to address the problem. This will almost always result in the proper course of action or at least a plausible one. If warranted, set follow up meetings as the solution is being implemented to be sure things are on course.