The Learning Curve: I use this model extensively when working on Leadership Development and delivering the principles of Situational Leadership. The measures are Commitment & Competence and the four key points in the journey towards competence are: Unconsciously Incompetent (you don't know what you don't know): Consciously Incompetent (The light switch has gone on! You realise you are not as good at this as you thought!): Consciously Competent (You have to think about what you are doing): Unconsciously Competent (The task has become second nature to you).

You will notice that at each point the leadership style needs to change. At the first point on the learning curve (Unconscious Incompetence), you need to be Directed, given clear instructions, shown what to do and when and closely monitored and supervised.

At the second point, when you realise that you are not as good as you think you are (Conscious Incompetence), the Leadership style needs to change slightly with less tell and more asking questions.

As the Leader, you would still own the task or goal and the responsibility for helping the follower to climb the learning curve. Here you would provide high direction, but your supportive behaviour would increase , this is known as Coaching style.

As competence increases to Conscious Competence, the direction diminishes and the Support increases. Eventually you become Unconsciously Competent and are able to perform the task with little or no supervision. Here the Leadership style changes to Delegating, which provides low direction and low support and allows the self reliant person to get on with the task.

One of the dangers is of course slipping back into Unconscious Incompetence.

Think about these 4 stages as learning to drive a car.

How many of you would pass your driving test if you had to take it again tomorrow morning at 9 a.m.? Not many I would imagine, as you have (and I have), picked up some bad driving habits along the way. Might it not be the same with everyday tasks we perform at work and at home?