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project teams

Helping a New Team Member Settle In

April 24, 2022 by abuttiglieri

I went into the office for the first time last week. I’ve been working from home since that fateful day in March 2020, when my manager called and said, “Don’t come in this week.”

When a resource joins your team halfway through the project, it’s not possible to “hit the ground running” unless you give them a solid surface first.

Life has been shaken and stirred since the last time I had to commute. And for me it also meant a new client, with new projects and a new office.

I admit, I was a little nervous. Would I find my way there…and around the campus? Where would I sit? Who would I see? What are the expectations for eating at my desk, talking within the group work area, and conference calls? Finally, how long does everyone stay at the end of the day?

So many worries!

Everything turned out fine, of course. But it started me thinking about how a new employee (or contractor) feels when they join your team.

If it’s a brand-new project it’s a bit easier, as you can start with a kick-off. Everyone is starting fresh, and you make your way forward together.

But if your resource is joining in the middle of the project, especially if they don’t know anyone or they’re new to projects in general, it can be more nerve-wracking. Not only are they worried about the logistical pieces (see above!), but they may also wonder if they’ll fit in, how much they’re expected to know already, and whether they’re going to fail miserably!

How can we help our new team members handle the pressure and settle into their role?

  • First, have as much logistical information as possible. This may seem counterintuitive, but helping someone new figure out where the coffee machine is (and how to use it) will give them a sense of control, however small. And from there they can move forward.
  • Next, let them know what to expect during the first few days. Your new person may be wondering if they’re getting a laptop, if they’re supposed to concentrate on taking all the training assigned to them, or if you expect them to start diving into action items right away.
  • If there are a few key people in the organization—maybe an admin who knows how to navigate the operational waters—introduce them! Perhaps go a step farther and ask one of the go-to resources to keep an eye out for your team member. Most people feel good about being asked!
  • Finally, be patient and answer all their questions. Remember that you’ve known Sue in Accounting for years, but someone who just started may not remember if it’s Sue or Susan…or Sam! They’re going to slip up. Be there to help, even if you’re busy.

I consider the first month of ramp-up time for a new resource as having a “puppy license.” This is the time when they’re drinking from the fire hose, their head is spinning, etc. Encourage your new resource to take advantage of this time to ask questions and meet as many people as possible. Because that time is all too short. You’ll need them to start taking control of their own meetings and schedule soon, rather than relying on you to guide them.

One final thought about helping someone transition in. The best way for them to realize they’re not the “new guy” anymore is to connect them with someone even newer. You may not have another new person (bonus if you do), but when your resource becomes the one with the answers, their view of where they fit in the team can shift in a big way.

Filed Under: Effective Leadership, Leadership, Leadership Skills, Team Leadership Tagged With: leadership skills, project leadership, project teams, team leadership

Soup to Nuts?or Hors d’Ouevres to Mignardise

July 4, 2020 by abuttiglieri

plate of fruit and crackers

I have a question for you: have you ever been at one of those fancy “12 Course Meal” restaurants?

A lot of us are so busy we throw together a quick dinner with everything served on the same plate, skipping the green beans because it would take too long and it’s too much effort.

Although we’re “fed”, we may not feel satisfied, and we aren’t getting the nutrients we need to stay healthy!

But think about that 12-course meal for a moment. It’s fascinating! The point is not just to fill your belly, but to let you experience the meal with all your senses, and each course builds upon the last – it’s a journey, not a destination. ?and they don’t skimp on the veggies!

The chef paints a complete picture – each course is an element essential to the whole. One that provides both experience and nutrition.

Often, our team members are hyper-focused on their own work. They are so deep in the weeds that they lose sight of what?s around them. They don?t see how they fit into the project as a whole, or how important it is to connect with the rest of the team.

Part of our role as Project Manager is to help the team step back and see the larger picture.

Here are 3 suggestions to help your people think beyond their box:

  • End to Ends: if your project is process-oriented, have the team members get together to run through a critical process (*warning: this can be really bumpy!)
  • Cross-Training: this is good practice anyway, but terrific for understanding how we’re all part of a whole
  • Introduce Errors: similar to End to Ends, have someone make a mistake in the first step of a process and see how it impacts everyone else

Your team will work better – and more effectively – if they pick up their head every once in a while. The way you help them do that is only limited by your imagination. Maybe you can paint them a picture with some fancy food!

Speaking of fancy, here’s an article that explains what goes into each course in that 12-course meal you just volunteered to make: https://www.webstaurantstore.com/blog/2578/full-course-meal.html


Stay safe, stay healthy – and lead on!
Amy

PS ? I sent this post to my dad, who happens to be an amazing leader. Here’s what he said: “Your mother never skips the green beans. As far as working as a team, take time to celebrate everyone’s talent or contribution.”
Wise words from a wise man!

Filed Under: Effective Leadership Tagged With: leadership, project management, project teams, team leadership

Pivot

March 26, 2020 by abuttiglieri

Neon sign: think about things differently, with the word Differently upside down

The world is demanding that we change the way we live, work, and communicate. We?re in crisis mode right now, and people are feeling everything from ?mildly unsettled? to ?completely panicked?.

When a crisis happens on your project…because the SteerCo chopped your timeline, the company decided to reorg, or you lose a key resource:

  • How does your team react?
  • Who do they turn to?
  • How do you settle them down?
  • How do you get your project running smoothly again?

I bet you can answer these questions without having to think about them very long.

You are a Project Manager. You are used to shifting and flexing based on changes in the environment. It?s what you do and who you are.
And what your team relies on you for.

So my question for you is: what is the difference between a crisis due to an internal factor and an external one? 

The fact is, people will panic when something happens! 

  • Not everyone on your team is going to be comfortable ? or able to ? work from home
  • Some extended team members may not be available right now
  • IT may be backed up

So what do you do when the world shakes everything up? The exact same things you do when the reason is internal.

Need more convincing? Let’s see what your new challenges could look like in the old world (aka 3 weeks ago):

New World: You are being held to the SAME timeline, but your team isn?t as efficient
Old World: Your timeline got chopped

New World: you can?t reach your Sponsor because they are in crisis-management meetings every day. Or one of your Leads suddenly gets pulled for additional responsibilities in the plant because the usual supervisor is considered high risk and must stay home
Old World: The company reorganized

New World: A key resource doesn’t have a laptop, or they need to home-school their kids during the day. Or all the IT folks have been re-purposed to supporting all the resources who suddenly need to work from home.
Old World: You lost a key resource

Same effect, different cause.

Trust yourself in this new world. You pivot. You adjust. You are the rudder for your team no matter where the storm is coming from. You’re the Project Manager and YOU’VE GOT THIS!

Filed Under: Effective Leadership, Project Management, Remote Tagged With: project management, project teams, remote project management, remote projects, remote teams, team leadership

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