A Solid Launch Consulting

A Human-Centered Approach to Leadership & Team Development

team leadership

Pivot

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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!

Project Management Trends Favor A Human Approach

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Companies seek PMs with higher emotional intelligence

I’ve been researching trends in Project Management. Yes, the trends for Big Data and for Agile/Scrum are still out there. Fortunately, there’s also a big trend towards “humanity.” Meaning… companies are looking for project managers who have Emotional Intelligence (EQ), and they’re realizing that, regardless of the methodology, it’s the people on the team who make it happen.

Why is this good news? Let’s take them one at a time.

Emotional Intelligence
Sure, data is important. So are timelines, budget, etc. But in order to hit your milestones, to complete tasks so they don’t come back to bite you later on, you must be aware of the needs, agendas, and skillset of the people around you. When you lead a discussion, observe the faces and body language around you. Most of what is being communicated is not through words. If someone is sitting back and keeping their mouth shut, it’s your job to discern whether they don’t have anything to contribute, or if they don’t want to speak up for some reason. Then, if they don’t want to speak up, why is that? That quiet person may be the key to making a solid decision… or a big mistake that will cause time and money a few months down the road.

If you’re an Introvert, this is great news! Introverts are used to observing. You take in the stimuli from the room and naturally read the crowd. If you’re an Ambivert or Extrovert, take heart. To be effective, you only need to lean into this ability. Make sure you notice the signs around you and take the next step to draw out the information you know is there. Pay attention to what doesn’t feel right. Use your innate skills to listen, redirect, and acknowledge contributions from those around the table.

Success Through Team
Anyone who has been on a team—great or horrible—knows that it’s not the methodology that drives success, but the team itself. A well-functioning team can handle changing requirements, challenging issues, shrinking timelines. Trust between players is paramount.

When it comes to personal relationships, the important lesson is: don’t dance for the crowd – get to know individuals. As you build your team, work on developing trust with each team member but also between them. It’s not a given that folks in different areas (think Finance and R&D) will naturally blend or believe they can help each other with project tasks. Use your personal skills to bring them together, building one relationship at a time until there’s a web of trust throughout your team.

As the trends focus on EQ and Team, all leaders must keep in mind that gathering information, listening, and acknowledging aren’t goals in themselves. What you learn by listening, and what you do with that information, is what matters the most. Give your team the opportunity to put their good ideas into practice. This will benefit your project directly and give your team members the confidence to let their ideas be known in the future.