No one best supervisory style exists for all situations. Instead, the effective supervisor adapts his or her style to meet the capabilities of the individual or group. Based on Ohio State two-dimensional leadership styles, supervisor–employee interactions fall into two distinct categories: directive and supportive.

When we use the term supervisor, we are referring to you, and employees can be others if you are not in an official supervisory role. Directive behavior.
You focus on directing and controlling behavior to ensure that the task gets done. Tell employees what the task is and when, where, and how to do it, and oversees performance. Supportive behavior. You focus on encouraging and motivating behavior. Explains things and listens to employee views, helping employees make their own decisions.

In other words, when a supervisor interacts with employees, the focus can be on directing (getting the task done), supporting (developing relationships), or both. These definitions lead us to the question, What style should I use and why? The answer is, It depends on the situation. And the situation is determined by the capability of the employee(s).