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Once again, debates are doing the rounds about whether or not we should still be referring to ‘old’ leadership models in learning and development. Obviously, many of these models were conceived in the 1950s and 60s so I guess it’s right that their relevance to today’s organisations is questioned.

I still use them, and I will continue to use them. To explain why, I shall use the analogy of ski-ing.

NO competent skier goes down a mountain in a snow plough position. It just doesn’t happen. Anyone with more than a week’s lessons behind them is going to be doing a version of parallel turning. Yet EVERYONE starts out snow ploughing. Why?

Well, it’s safe. Before you can go at speed you need to learn control. Snow ploughing ensures that you can control your direction, your speed and can stop when you need to. Even competent skiers fall back on the good old snow plough when they get into difficulty. It’s not fast, it’s not elegant, it’s hard work, but it WORKS.

No beginner should ever point their skis straight down a mountain and hope they will be able to control their decent. On a group ski holiday many years ago, one of our beginners did try this (at the encouragement of her boyfriend) and she ended up coming down the mountain in a blood bucket, and lost all confidence. She’s never tried ski-ing again.

So why would we expect brand new managers and leaders to use quite sophisticated models and tools in their very first leadership role? They need to start with the equivalent of the snow plough, and that’s Action Centred Leadership. It may be simplistic, it may not be that elegant, but it gives them a solid base to work from. As they develop confidence and competence, we can introduce more sophisticated models. They will have the experience to hang more subtle concepts on and will want to develop agility, style and finesse, and move on tougher challenges. However, during their first year or two, they simply need to (metaphorically) get down the mountain safely, and we can help them do that by instilling the basics.

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