Bob Hepner is an energetic electrician apprentice who has pulled wire, set boxes, and installed fixtures and conduit. He has had excellent productivity in the past. Recently, while working 70 miles from home and staying near the project at night, he is operating a power bender, his favorite task, but the job is behind schedule because he seems to be making inaccurate bends, wasting material, and delaying conduit installation. What leadership action should the supervisor use?

• A. Directive
• B. Supportive
• C. None required
• D. Coercive

Answer: (B)

When leadership should adapt to the worker’s current situation, a supportive approach fits best. This scenario shows a previously productive apprentice suddenly underperforming and wasting material, even on a task he likes, while he’s away from home and staying near the project. That combination often points to stress, fatigue, or distractions rather than a lack of skill. A supportive supervisor would check in to understand what’s changing, offer help, and remove obstacles that are hindering performance—this could include coaching on bending technique to reduce errors, pairing him with an experienced coworker for guidance, adjusting the workload or schedule, and ensuring he has adequate rest and resources. The goal is to rebuild confidence and re-engage him, not to micromanage or punish him.

A directive approach would focus on telling him exactly what to do without addressing why his performance has slipped, which might feel intrusive or fail to address the underlying issue. Coercive pressure could increase stress and further reduce performance, and doing nothing allows the problem to persist. By using supportive leadership, the supervisor helps Bob regain his momentum while maintaining trust and morale, leading to a quicker return to his proven level of productivity.