What is Action-Centered Leadership?
Action-Centered Leadership is a model by John Adair
that focuses on what leaders should do in order to be effective. The model
distinguishes 3 groups of activities, which are highly interrelated. None
can be viewed in isolation, and all must receive leadership attention in order
for any to work effectively and for organizational goals to be met.
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Achieving the Task.
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Identify aims and vision for the group, purpose, and direction.
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Identify resources, people, processes, systems and tools.
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Create the plan to achieve the task: deliverables, measures,
timescales, strategy and tactics.
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Establish responsibilities, objectives, accountabilities
and measures, by agreement and delegation.
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Set standards, quality, time and reporting parameters.
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Control and maintain activities against parameters.
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Monitor and maintain overall performance against plan.
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Report on progress towards the group's aim.
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Review, re-assess, adjust plan, methods and targets as
necessary.
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Building and maintaining the Team.
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Establish, agree and communicate standards of performance
and behavior.
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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.
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Assess and change as necessary the balance and composition
of the group.
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Develop team-working, cooperation, morale and team-spirit.
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Develop the collective maturity and capability of the
group - 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.
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Developing the Individual.
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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: 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.
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Where appropriate reward individuals with extra responsibility,
advancement and status.
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Identify, develop and utilize each individual's capabilities
and strengths.
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Train and develop individual team members.
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Develop individual freedom and authority.
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Compare with:
Hierarchy of Needs
| Culture Types
| Two Factor Theory
| Theory X Theory Y
| Level 5 Leadership
| Results-Based
Leadership |
Emotional Intelligence
| Leadership Continuum
| Path-Goal Theory
| Contingency Theory
| Competing
Values Framework |
Expectancy Theory
| Seven Surprises
| Seven Habits |
Situational Leadership
| EPIC ADVISERS
| Charismatic Leadership
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