John Adair’s three specific sets of needs
- Group: Encouraging, peace-keeping, clarifying, standard-seeking.
- Task: Initiating, information seeking, diagnosing, opinion seeking, evaluating, decision making.
- Individual: Goal setting, feedback, recognition, counselling, training.
3 sets of needs all must be satisfied for effective performance. Situation dictates relative importance. Effective leader to identify & act on priority.
Around the framework, Adair developed a leadership training as applied to group, task and individuals.
BECOME PD:
Briefing Evaluating Controlling Organising Motivating setting an Example Planning Defining the task
Adair argues that perception of good leaders being ‘decision-makers’ is inadequate
Forming
-Early stage. Impress personality on group, exploring aims, unclear objectives, time-wasting, not autonomous/efficient, resort to complex bureaucratic procedures
Storming
-Open conflict, changes to objectives, more realistic targets & trust.
Norming
-Settling down. Agreement about work sharing/individuals requirements & expected outputs. Less enthusiasm but norms & procedures evolve.
Performing
-Groups work to perform tasks. Growth & development no longer hinder group.
Determine whether a team was effective or ineffective? QUANTIFIABLE
RAAOQIS
- Rate of labour & turnover
- Accidents
- Absenteeism
- Output/productivity
- Quality
- Individual targets
- Stoppages/interruptions
Determine whether a team was effective or ineffective? QUALITATIVE
TUUCIGC PUDDM
- Targets (commitment)
- Understanding group work
- Understanding group roles
- Communication/trust
- Idea sharing
- Generating good ideas
- Constructive criticism
- Problem solving of issues
- United consensus
- Decisions (active interest)
- Develop abilities in work
- Motivated when leader absent
