#Leadership PT3 the 3 circles - John Adair's Action Centred Leadership

This is the last of the pearls of wisdom on leadership - ha! I am passing them on - because they have been useful to me.

In the first blog I wrote about theory X and Y leadership styles - and in the second about the decision making process. This short 3rd blog brings them together I hope,

This blog is about John Adair's 3 circles leadership model (although for a much more detailed and comprehensive account you should read his Action Centred Leadership books). Apparently John Adair taught leadership at the British Army's officer training college at Sandhurst in the 1960's. I came across Action Centred Leadership through The Industrial Society in the mid 1970's. At the time I was an instructor at Lloyds Bank Training College at Hindhead, Surrey. The Bank incorporated it in their training - to try and improve "management" skills. Anyway I bought into it as something simple and practical.

The essence of ACL is demonstrated in a simple diagram - John Adair's 3 circles approach to leadership.

The original basic diagram

Adair says there are three components to effective leadership represented by the 3 circles. A précis summary explanation of his ACL model :-

• The TASK is at the top because it is the objective - the raison d'etre.
• The task is achieved by the TEAM and by individuals
• The team is made up of INDIVIDUALS
• The diagram demonstrates the TASK, TEAM and INDIVIDUAL circles overlap - they affect each other.

Adair explains that while the Task is the raison d'etre - to function effectively and for the optimum achievement of the task the three circles have to be held in BALANCE and that is the job of an effective leader to achieve.

Understanding balance is important. Too much attention in one area or too little can undermine effective leadership. ACL does not require a leader to put the same amount of time into each area - but emphasizes if a leader is only TASK orientated Team or Individual morale might suffer and be out of balance and therefore affect the achievement of the task. An effective leader will recognize when team matters need attention or where an individual within the team needs support etc.

There are many examples of where the 3 circles could be described as out of balance. Here are a few - but the list is not exhaustive of course.

• An individual has a personal problem and not performing properly. It is affecting both the team performance and the achievement of the task. The leader needs to rebalance somehow. This might include for instance - getting rid - reassigning - disciplining - training - counselling etc etc - whatever the leader does it should be about reestablishing balance.
• However the leader might over indulge individuals - he might have favorites - divided loyalties. Out of balance - detrimental to team and task.
• The team might be dysfunctional for some reason. Why? It needs attention. The team might be over indulged. The leader might be soft on discipline to be popular. There might be a bully in the team - or poor communication. Pay might be an issue. Team needs are out of balance. An effective leader needs to recognize when and do something about it.
• The Team and the individual are happy but the task is not getting done. Too much emphasis on team and individual perhaps? Too many bonding days - too much social activity - too much time spent understanding personal wants and needs.

The list above does not give answers to how to balance the 3 circles - ACL is primarily the leader recognizing  the importance of achieving balance between task team and individual - because the are intertwined and effect each other positively or negatively.

For what it is worth in my businesses I see the staff team and individuals within the team as batteries driving the business - and it is up to me to keep those batteries charged up so they give off full power to get the task done.