leveraging diverse personalities to achieve enhanced project performance matrix-managed team...
TRANSCRIPT
LEVER
AGING D
IVER
SE
PERSONALI
TIES
TO
ACHIEVE
ENHANCED
PROJECT
PERFO
RMANCE
MA
TR
I X- M
AN
AG
ED
TE
AM
LE
AD
ER
SH
I P
Susan G. SchwartzThe River Birch [email protected]
“You Can’t Control The Results;
All You Can Control Is The Process”
Max Scherzer, Detroit Tigers
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EVOLVING ENVIRONMENTS
“The coming age of evolution won’t be driven by physical adaptation, but by human consciousness, creativity, and spirit.”
Pierre Teilhard de ChardinJesuit Paleontologist
1881-1955
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TEAMS
“A small number of people with complementary skills who are committed to a common purpose, performance goals, and common approach for which they hold themselves mutually accountable.”
Jon Katzenbach
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MATRIX TEAMS
Enables people to collaborateacross organizations enabling them to:
Focus on multiple business goals Distribute information more efficiently Improve budget management ~ economies of
scale Increase responsiveness to market demands
MATRIX TEAMSStaffed by individuals from:
Different functional groups
(different managers) Different geographies
(virtual teams) Outside organizations
(partner vendors)
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MATRIX TEAMSMATRIX TEAM CHALLENGES
Management can hinder success:
Competing or conflicting group objectives and/or loyalties
Non-coordinated resources and work plans
Insufficient communication vehicles between groups
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MATRIX TEAM ~ POSSIBLE RESULTS
Dispersed, complex jungle
Isolated people who become less & less aware of organizational happenings
Crippled collaborative abilities
IT’S THE PM’S CHOICE
COMBATIVECOLLABORATIVE
Project Manager
DIVERSITY OF WORK STYLES(THE WHO)
The whole is greater than the sum of the parts
Belbin Model ~ nine team rolesAction-orientedPeople-orientedThought-oriented
Best teams contain a balance of work styles
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CREATING COMPLEMENTARY COLLABORATIVE RELATIONSHIPS
Psychological Inventories Identifies Personality Types Myers-Briggs DISC
Understand innate personality traits Manage self better Manage work and social interactions
Certified Psychometricians
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DIVERSE RELATIONSHIPS DISC TOOL EXAMPLE
Driver Influencer Steadiness Conscientious
Values CompetencyConcrete Results
CoachingCreative Expression
LoyaltyHelping Others
QualityAccuracy
Motivation WinningCompetition
Social RecognitionRelationships
CooperationOpp. To Help
Opp. To Gain KNShow Expertise
Limits ImpatientSkeptical
ImpulsiveDisorganization
IndecisiveToo Accommodating
Overly CriticalOver Analyze
Fears Being Seen as Vulnerable
DisapprovalBeing Ignored
Loss of StabilityOffending Others
CriticismBeing Wrong
CommunicationsRequirements
Bottom LineBe Brief
Share ExperiencesAsk Questions
Be AmiableAllow Time to Clarify
Focus on FactsMin. “PEP” Talk
Needs Others Who Will:
Weigh Pro/ConRecognize Needs
Focus on FactsSpeak Directly
React QuicklyBe Firm w/ Others
Delegate TasksMake Quick Dec.
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GROW MODEL (THE WHAT)COACHING FOR IMPROVED PERFORMANCEGoal
How will you know you have achieved your quest?
Completed task Resolved Problem
Current RealityFully describe the starting point
What, who, when, how often Cause and effects
OptionsWhat is possible?
Other options Remove a constraint Benefits/downsides Key decision factors
WillEstablish Follow-up Action
Defined action and schedule Potential challenges When is goal accomplished
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ACCOUNTABILITY (THE WHY)
Clearly Defined Goals and Expectations
Individual/Group Performance Ownership
Set realistic and “stretch” metrics Active communication among team members Peer guidance and counseling Objective performance evaluation and project learning Evolutionary process and procedures
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LEVERAGING MATRIX TEAMSSUMMARY
Strengths and Weaknesses Collaborative partnering across team matrix Honest assessment of current reality Options ~ brainstorm, review, and evaluate Connection ~ contact and communicate Accountability ~ role model
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