An Introduction to ‘Action Centred Leadership’
In the lead up to the festive period, we’ll be sharing a 5-part blog series on Action Centred Leadership. And how the considerations of a manager in a changing working world; It will include a look into how employee/ employer relationships are changing in the post-covid era. The introduction of course here, followed by a zoom in to each of the elements of John Adair’s Action Centred leadership model. The Task, the Team, the Individual and the Manager.
Context and the management model
Most of us benefit from Management Models. We can choose useful frameworks and processes to guide and support us as we aim to develop and manage effective departments.
This is especially important as Organisations and Managers strive to create the new normal working patterns and processes in the post covid and lockdown period. In some Organisations, this has led to a more balanced focus between Task and Individual. It has also led to increased expectations from the Employee e.g. Hybrid working.
How does using the model work in action?
John Adairs ‘Action Centred Leadership’ is one such model and is based around 3 key areas: Task, Team, and the Individual.
Studies show only between 5-10% of us are natural Managers, and those small proportion of people can be developed further to help others ‘learn’ how to be a good Manager.
Models provide a framework for us to focus on, so we share our focus between task, team and individual. That way, we can develop high performing teams and Individuals who deliver the best results. Some of the areas which good managers constantly review include relationships, and areas to focus on for growth.
This allows the organisation to identify things to focus on in each element of the model, as well as the interaction between all 3. Moreover, being flexible in your approach to effectively managing the Department and its 3 elements can give the Team & your Organisation confidence in your Leadership skills.
If we implement the model correctly, we can be versatile in how we balance the elements of it. Furthermore, we can scale it across a whole organisation. The management need to monitor and support the focus. It will allow positive collaboration between individuals. Efficiency of individual performance will also improve. This is because the management team provide clarity. The employees feel valued too.
This approach can be further enhanced using other Managerial models such as Situational Leadership by Hersey & Blanchard in line with those of the classic motivational theorists, such as Maslow, McGregor, and Herzberg.
What’s next?!
In part 2, we will take a closer look at the Task element of the model, which will include a few more useful theories, and how to apply them practically.