Tools: Project Teams Need 3 Things
07:25
Posted by jason tratch
3 things that greatly impact how well your team performs include:
1. Belonging
2. Significance
3. Boundaries
Then have a formal plan (include within the project plan and manage it like a deliverable) to help integrate those three
things to form the basis of your Project Culture. Finally, overlay that culture to continuously be Goal Oriented.
1. Belonging
Can be described as knowing where they fit within
the team and also organization. Both
are critical and will overlap, so one easy way to understand if there is an
issue is to ask the question out-right…. “how are you feeling in terms of
comfort and security with your overall position within the project and the company”. If this is not positive, you also need to have a strategy to address it as best you can (since likely you will not
have the time or the resources available – so be creative and let them know you will do your best)
Other aspects of belonging include understanding how each
team member is connected to others, every person wants to fit in and have
positive interactions and attention and this leads to trust, which leads to
strong communication/interaction and thus productivity & performance.
2. Significance
Can be described as the ability to have each
stakeholder understand how their capabilities are aligned with the project
demands. How can the project leadership
team enable all team members to make a difference in the project through
meaningful contributions – providing a sense of personal power. All humans are hard-wired with a need for
personal power and growth of their internal confidence that leads to
independence and essentially self-acutalization. No person wants to be
micro-managed and far too often a manager falls into the trap of:
- Tell a person what to do
- Tell then show a person how to do it
- Monitor the person while they are doing it and constantly
get involved
- Approve/Reject/Criticize then take over near the end
3. Boundaries
Every project has a plan. Although we want each team member to have self-independence and empowerment,
they must be working together and following the same path. We must allow small mistakes to occur and learn from and things will never be perfect and must have paths and culture for optimization. Too often companies establish high levels
rules, policies and excessive administration – which turns employees into
robots. Creativity and innovation are depleted, self pride and accountability become minimized and true value from the employee is lost. It is a fine balance as
to when do you micro-manage and when do you provide freedom to achieve work that you can see was your own and take ownership, pride and self-learnings from.
Tools to enable the 3 parameters include:
Belonging – org chart (diagrams for multiple levels), roles
and responsibilities (customized for each project), RAM (Responsibility and
Assignment Matrix), Communication Plan (swim lanes as to who to go to for what
and when), team building events
Significance – Transparency on Role Accountability and the
assigned person’s Capability (this is key and can leverage concepts fro
Requisite Organizational Design or Elliott Jaques methodologies), check point reviews
(what has been completed – celebrate milestones), recognition culture (do not
need to have tangible awards/gifts we all have a job to do and positive
recognition culture can be instilled into a team without a physical cost to the
project), alignment of project achievements with personal learning or growth
plans
Boundaries – Sponsor’s Vision charter, guidelines, codes of
conduct, plans, objectives, Constraints (money, time, scope, quality, HR), plans, scope statements, requisite organizational design models, work capability models, trust, measurement and monitoring systems, stop or red/yellow/green or go/no-go systems, informal reporting systems (simple/fast social media style updates), trust
Goal Oriented
All of this then must be combined
under a project culture that is Goal Oriented, tools that can help with that include: org design clarity (charts/structure), communication and accountability swim lanes, milestone visuals, bar charts (gannt charts), graphs,
spreadsheets, KPIs, CSFs, objectives, deliverables (ideally you can
have both tangible, concrete goals but do not forget to include the intangible,
subjective goals) and also the excerpts from specific documents such as: Concept, Proposal, Charter, Scope Statement, Project
Plan, etc.
This entry was posted on October 4, 2009 at 12:14 pm, and is filed under
PMTips,
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