what do you say when... pmi breakfast meeting - friday, may 23, 2014 rita ferguson rita ferguson pmp...
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Rita Ferguson PMP [email protected] 1
What Do You Say When . . . ?
PMI Breakfast Meeting - Friday, May 23, 2014Rita Ferguson
Rita Ferguson PMP [email protected] 2
Provide techniques to resolve issues with team members and between team members
Provide insight on what to say when challenged with addressing a performance or a behavior situation.
We will take a look at specific scenarios and go through dialogue
Objective of Presentation
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Confronting (Problem Solving) Avoidance (Withdrawal) Accommodating (Smoothing) Compromising (Everybody gives a little – or
a lot) Collaborating (Group decides on the best
way) Forcing (Authoritative)
Resolution Techniques – per PMBOK
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Problems don’t fix themselves Hope is not a strategy Team members perceive “unfairness” Lack of accountability Loss of productivity Project in jeopardy Silence is consent – in any court of law!
Avoidance . . . What’s wrong with it?
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Your reputation as an effective leader can be tarnished when people issues cannot be resolved.
Your success as a manager is directly related to your ability to communicate effectively – which includes:o Managing conflicto Delivering a difficult or uncomfortable message
Avoidance . . . What’s wrong with it?
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Psst: It isn’t really “peace”
These types of problems will not fix themselves
The longer the problem goes, the harder it is to stop
Other team members perceive manager as “weak”, “ineffective”, “plays favorites”, “unfair”
Choosing “Peace” over “Conflict”
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You want your people to be good at what they do!
Your people want to be good at what they do!
Developing people is one of the most sought-after attributes of a good manager. YOU be that person!
What is our desired end result?
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Personality Types
Connectors or Amiables
People focused, like detail; slow
paced, quiet
Enthusiasts or Expressives
People focused, low detail; fast
paced and dramatic
Analysts or Thinkers
Task oriented, like detail; slow paced,
quiet
Drivers or Commanders
Task oriented, low detail; fast paced
and dramatic
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Speak up -- people cannot read your mind! Stop having mental conversations with the
person causing you pain or another team member pain!
Get it off your mind and on the table!
But what exactly do I say? What if I say something and the
problem get worse?
But what exactly do I say . . . ?
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#1: Team Member with an “Attitude” Problem
#2: Team Member who Takes Offense at Being Coached
#3: Disputes between Team Members
#4: Team Member Who Does Not Meet Expectations
Scenarios
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Be Clear / Be Bold Relationships matter / Let your light shine Be honest, direct, be kind Create a framework for delivering your
message Deliver it in a way you'd like to receive it Give ONE message, not many. Coach for the moment, not the past 6 months
Clear Bold Communications
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Let me know how I can help!
Rita Ferguson513-833-0495
If it is to be, it’s up to me!