Tom Sheives, PhD, PMP

Executive Director, Business DevelopmentTrue Solutions Inc., Dallas, TX and

Part Time FacultyThe University of Texas at Dallas

tom@truesolutions.com 972-770-0900

PROJECT TEAMS

Used with Permission

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Understand… What is stuck and unstuck in project management

… What makes up a unstuck project team -examples… Five Barriers that must be overcome to become an unstuck project team

…One Barrier and give example of how to overcome

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Team Performance

Growth

Sigmoid (S) Curve

Stuck

unstuck!

Really stuck!!

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Cross functional

1) I love my team and I love working with them2) I really respect, like, and enjoy working with my

boss3) I have been to management training and know the

difference between a leader and a manager4)……...

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(could “strongly agree” or “strongly disagree”)

Come up with a statement that might be symptomatic of a team that was stuck or unstuck

Write it on 3” x 5” cardPass them forward

(2 min)

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1) I love my team and I love working with them2) I really respect, like, and enjoy working with my

sponsor3) I have been to management training and know the

difference between a leader and a manager4) I have read and applied a business book in the last

3 months5) I do not withhold information from my team for

personal gain6) I am tolerant with people who are different than

me. ……

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13** Make Decisions - Not in Lencioni’s Team Development Model

Build Trust

MasterConflict

MakeDecisions

AchieveCommitment

EmbraceAccountability

Focus onResults

Patrick Lencioni, The Five Dysfunctions of a Team

I lead my team by “walking the talk” I keep my commitments to others I spend time with people and show interest in their

lives I create an atmosphere where people feel

comfortable to drop by, ask a question, or just talk I feel that my manager is honest and tells the truth

whenever possible I hold “confidential” information confidential I have confidence in the good intentions of my

team members – team members are vulnerable ****

Tear Down the silos!

I lead my team by “walking the talk” I keep my commitments to others I spend time with people and show interest in their

lives I create an atmosphere where people feel

comfortable to drop by, ask a question, or just talk I feel that my manager is honest and tells the truth

whenever possible I hold “confidential” information confidential I have confidence in the good intentions of my

team members – team members are vulnerable ****

Tear Down the silos!

What behaviors are contributing positively to your team trust bank account currently?

Are more deposits or withdrawals being made? Have you borrowed a lot from this account? Have you even checked your balance lately? Do you have a plan to get out of debt in this

account? High performing teams have a big positive balance

in their trust bank account!

Where did you grow up?

Where were you in the birth order?

What was your biggest challenge growing up?

Patrick Lencioni, The Five Dysfunctions of a Team

Diversity and differences in thinking impede innovation ____

Energy of a team is almost always lost as a result of conflict _____

Your current mode of handling conflict is independent of how you handled conflict growing up _____

Mastering skills in handling conflict is relatively easy _____

How do you spell the bush – Ukaliptus ? (Eucalyptus)

Silent disagreement View of conflict as being bad Conflict is not encouraged

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Silent DisagreementIndirect

Japan, China

Direct, Assertive

Germany, IsraelLatin America US

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Focus

Team Assessment Report, The Table Group (Lencioni)

• Step 1 - Understand Why Conflicts Exist –Difference In Personalities

• Step 2 – Establish behavior norms

Winslow Personality Assessment Meyers Briggs Personal Coaching Styles Inventory Social Styles

BobMandy

BobMandy

Example

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Must sacrifice for the team Consider the needs of the team

Project teams stagnate and fail to grow Don’t defeat competitors Lose achievement team members Team members focus about their careers,

departments, and individual goals Team members get easily distracted

BarrierSilent Generation Boomers Generation Xers Generation Yers

Absence of trust - wary, cautious- distant

- not vulnerable - perceived as disloyal

- casual- may be lazy

Fear of Conflict -choose not to try to understand others-stubborn

- hypercritical- rigid

- informal, practical - immediate response and gratification

Lack of Commitment

-“get’er done”-sacrifice

- lets discuss- workaholics, driven

- Independent work, meet up later- balance

- “just let me at it”, “give me a chance”- want to contribute- need structure

Avoidance of Accountability

- hierarchical- formal protocol- judgmental

- formal process- feedback probably not wanted

- feedback needed “I can do it, don’t need to tell you that I am doing it”

Inattention to Results

-need respect- acknowledge expertise

- need status, title, self absorbed

- more tunnel visioned “I do my part you do yours”

- overly confident

Build vulnerability based trust Conduct a personality assessment on team

members Conduct a team assessment now and in six

months Conduct a full day workshop with your team Spend at least two hours/month working on

your team with a team coach for critical projects and larger projects

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• Books Drawings –

by Tom Sheives, TSIand

Harnessing the Power of Project Management by Wes Balakian, CEO TSI

unstuck!