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"Recognition
is the Oxygen of the Human Spirit"
John
Adair
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Action Centred Leadership
The Action Centred Leadership model is Adair's
best known work, in which the three elements - Achieving
the Task, Developing the Team and Developing Individuals -
are mutually dependent, as well as separately essential
to the overall leadership role.
Adair's action-centred leadership
task-team-individual model adapts extremely well
for the demands of modern business management. When
using it in your own environment think about the
aspects of performance necessary for success in your
own situation, and incorporate local relevant factors
into the model to create your own interpretation.
This will give you a very useful management framework:
Your responsibilities
as a manager for achieving the Task are:
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Identify aims
and vision for the group, purpose, and direction
- define the activity (the task)
-
Identify resources,
people, processes, systems and tools (inc. financials,
communications, IT)
-
Create the plan
to achieve the task - deliverables, measures,
timescales, strategy and tactics
-
Establish responsibilities,
objectives, accountabilities and measures, by
agreement and delegation
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Set standards,
quality, time and reporting parameters
control and maintain activities against parameters
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Monitor and maintain
overall performance against plan
report on progress towards the group's aim
-
Review, re-assess,
adjust plan, methods and targets as necessary
Your responsibilities as a manager building the
Team are:
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Establish, agree
and communicate standards of performance and behaviour
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Establish style,
culture, approach of the group - soft skill elements
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Monitor and
maintain discipline, ethics, integrity and focus
on objectives
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Anticipate and
resolve group conflict, struggles or disagreements
-
Assess and change
as necessary the balance and composition of the
group
-
Develop team-work,
cooperation, morale and team-spirit
-
Develop the
collective maturity and capability of the group
and progressively increase group freedom and
authority
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Encourage the
team towards objectives and aims, motivate the
group and provide a collective sense of purpose
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Identify, develop
and agree team- and project-leadership roles
within group
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Enable, facilitate
and ensure effective internal and external group
communications
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Identify and
meet group training needs
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Give feedback
to the group on overall progress; consult with,
and seek feedback and input from the group
Your responsibilities as a manager for each Individual
are:
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Understand the
team members as individuals - personality, skills,
strengths, needs, aims and fears
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Assist and support
individuals with plans, problems, challenges,
highs and lows
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Identify and
agree appropriate individual responsibilities
and objectives
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Give recognition
and praise to individuals - acknowledge effort
and good work
-
Where appropriate
reward individuals with extra responsibility,
advancement and status
-
Identify, develop
and utilise each individual's capabilities and
strengths
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Train and develop
individual team members
-
Develop individual
freedom and authority
MotivAction Learning; Leadership and Education
We believe in keeping things as simple as possible,
but no simpler! The 3 circles model acts as a basis
for much of our team leadership learning.
For learning modules and educational experiences
or designing and delivering integrated programmes
to help improve or transform your organisation
.
Please call us on +44 (0) 1438 861 821.
John Adair, a member of our Group Advisory
Board, engages with strategic leaders in the
creative phase of designing and defining leadership
development strategy - to discuss an appointment
please call Tim Waygood
on +44 (0) 1438 861 821.
Material © John Adair original
concept
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