People power – how to improve your performance and practice of project management
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Transcript of People power – how to improve your performance and practice of project management
www.teamanimation.co.uk
PMI UK Chapter Webinar People power – how to improve your personal / team performance and adoption / practice of project management
Presented by Donnie MacNicol
28 September 2016
©Team Animation Ltd
Session overview
People are different – the way we reason, communicate, involve others, produce
materials, etc. Surprisingly these differences are not always taken into account in how
we work with others and practice project management. This presentation will
introduce:
• How to adapt your personal communication style to improve your effectiveness
• How to apply these insights to improving stakeholder engagement and team
performance
• Building on this, how to improve the design, adoption and use of PM processes on
different types of projects and organisational cultures.
If you plan to attend please complete the iMA Diagnostic in advance at www.ima-
pm.co.uk (it is free and takes only 3 minutes).
©Team Animation Ltd
Learning objectives for the session
Learn how to quickly
and easily identify
peoples communication
style and how this can
be used to build more
effective relationships
Increase the adoption of
project, programme and
portfolio management
structures and processes
by better understanding
the motivations of those
who must use them
.
Maximise your own
value and that of your
team members by
playing to your
strengths and working
more effectively as a
team
.
©Team Animation Ltd
The Project Leadership Compass™
What individuals and organisations need to know about developing their project leadership capacity and capability to deliver in challenging times.
The Project Leadership Compass™
The role of the project
leader during the key phases of
the project lifecycle
Project leadership and
the project leader
The 3 key competencies
of a project leader
Building personal and organisational
capability
© Sarah Coleman and Donnie MacNicol
©Team Animation Ltd
Based on …
• Series of business Case Studies
• Dash of theory
• A mention of our book!
A broad structure of today’s session Cover…
• Personal insight
• Relationships
• Teams
• Impact on adoption and use of Project Management et al (P3CM™)
• Follow on actions
and possibly a little on…
• Impact of the project
• Organisational Culture
Groupings (Functions /
Organisations)
Teams
Relationships
Understanding of Self
©Team Animation Ltd
iMA - Understanding your style
• The results and descriptions seem similar to MBTI types, but with less detail - an interesting, simple and effective introduction to the ideas of personal distinction.
• iMA – identify, Modify and Adapt
• As a High Yellow, I am Enthusiastic, Outgoing, Talkative, Emotional and Friendly. (No surprises there)
• To get to know me better, you should strive to: Be flexible, quick paced, positive, open, generous with your praise, supportive of my ideas and have fun! (Hmm, that works for me!)
• To try the questionnaire yourself, go to: www.ima-pm.co.uk
• In addition to understanding yourself and others e.g. Belbin and Myers-Briggs, there is a new one, free to use
• This is a colour-based model. A simple questionnaire identifies you as predominantly one of four styles or colours.
©Team Animation Ltd
Thinking - Right Brain
Orientation - Relationship
Open
Thinking - Left Brain
Orientation - Task
Self-contained / Guarded
Openness is the readiness and willingness to:
•Share and show feelings
•Enter into and initiate relationships
•Accept others when they share and show feelings
• Wear their heart on their sleeves
• Read like an open book
• Share things about themselves
• Focus on the needs of people
• Make decisions based on
intuition
• Don’t readily share and show
their feelings
• Take longer for them to warm
up
• Like to keep a mental and
physical distance
• Make decisions based on logic
©Team Animation Ltd
Assertive
Fast
Non-Assertive
Slow Assertiveness
is a person’s
need to
move forward
• The way a person
deals with
information and
the situation.
• The degree of
directness,
forcefulness,
expressing thoughts,
feeling and emotions.
• Move at a fast pace
• Are outspoken
• Dominant
• Talkative
• Extrovert
• Speak forcefully
• Move at a slower pace
• Approach risk, change,
decision slowly and
deliberately
• Compliant
• Co-operative
• Supportive
• Soft spoken
©Team Animation Ltd
Thinking - Right Brain
Orientation - Relationship
Open
Assertive
Fast
Non-Assertive
Slow
Thinking - Left Brain
Orientation - Task
Self-contained / Guarded
• Most people are a
blend of colours
• Everyone has a
dominant (High) colour
where they are most
comfortable
• This is our “Comfort
Zone”
iMA If you Respond to people
in her/his iMA dialect you
will reduce tension and
increase communication,
co-operation and trust.
©Team Animation Ltd
iMA colour styles
Description Tips on how to get to know me
better … are warm, supportive and nurturing individuals who develop strong
networks of people who are willing to be mutually supportive and
reliable. They are excellent team players, courteous, friendly, good
planners; persistent workers and good with follow through.
Be pleasant
Be non assertive
Be consistent
Be selfless
Be supportive of my feelings
Be sincere
… are serious, analytical, persistent, systematic and task oriented
people who enjoy problem solving, perfecting processes and working
towards tangible results. They do research, make comparisons,
determine risk, calculate margins of error and then take action.
Be time disciplined
Be logical and prepared
Be respectful of rules
Be supportive of my thoughts
Be structured and well organised
Be precise
… are goal oriented go-getters who are most comfortable when they
are in charge of people and situations. They focus on a no-nonsense
approach to bottom-line results. They are fast-paced; task oriented and
work quickly by themselves.
Be practical
Be brief
Be assertive
Be to the point
Be supportive of my goals
Be respectful of my time
… are outgoing, friendly and enthusiastic idea people who excel in
getting others excited about their vision. They are fast paced, high
energy and deal with people in a positive upbeat way; eternal
optimists that can influence people and build alliances to accomplish
their goals.
Be flexible
Be quick paced
Be positive
Be open
Be generous with your praise
Be supportive of my idea
©Team Animation Ltd
Will make certain
that key details are
covered and the
project is done well
Be Precise
Will keep the
focus and insist
on results
Be to the point
Will generate and
promote ideas,
persuade others to
become involved
Have Fun!
Will make certain
those ideas are
carried out and will
bring stability to
the group
Be Sensitive to
their feelings
Core strength and way to engage
©Team Animation Ltd
iMA Strengths Under stress
High Blue “Personal warmth and the
ability to build meaningful relationships”
•Submissive, Passive,
Dependant, Hesitant, Indecisive
High Green “Precise, efficient and well
organised”
• Resist change, Slow to
act, Slow to begin work,
Withdrawn, Resentful
High Red “Assertiveness and the ability
to get the job done speedily”
• Restless, Critical, Blunt,
Un-cooperative, Irritable,
Aggressive, Pushy
High Yellow “Enthusiasm, charm and
persuasiveness”
• Manipulative, Over-
eager, Impulsive,
Inconsistent, Unrealistic,
Waste time
iMA Strengths and under stress
©Team Animation Ltd
Thinking - Right Brain
Orientation - Relationship
Open
Assertive
Fast
Non-Assertive
Slow
Thinking - Left Brain
Orientation - Task
Self-contained / Guarded
iMA relationships
©Team Animation Ltd
Poll No. 1 – interaction between iMA colour styles
Which statements might the High Blue / High Red think or say about each other?
Description
… are warm, supportive and nurturing individuals who develop
strong networks of people who are willing to be mutually
supportive and reliable. They are excellent team players,
courteous, friendly, good planners; persistent workers and good
with follow through.
… are goal oriented go-getters who are most comfortable when
they are in charge of people and situations. They focus on a no-
nonsense approach to bottom-line results. They are fast-paced;
task oriented and work quickly by themselves.
1. Focusing too much on peoples feelings / not
considering people
2. Not making decisions / recklessly proceeding
3. Spending too much time planning / not planning enough
©Team Animation Ltd
Poll No. 1 – interaction between iMA colour styles
Actually it is all 3 statements.
©Team Animation Ltd
iMA • If you Respond to people in her/his iMA dialect you will
reduce tension and increase communication, co-operation and trust.
• The benefits of iMA include:
– Free – there is no cost in using the questionnaire
– Fast – takes less that 3 minutes to complete
– Effective – provides immediate insights
– Sustainable – you can invite colleagues and team members to complete (examples later)
• www.ima-pm.co.uk
– Name, email address and company
• iMA colour style immediately communicated to you + an email providing the same information
• Same info emailed to Team Animation
©Team Animation Ltd
Sponsors group within a Bank Sept 2016
2
6
1 Relationship
Orientation / Open
Assertive
Non-Assertive
Task Orientation /
Guarded
7
©Team Animation Ltd
Poll No. 2 – iMA colour style profile of this group
What iMA colour style are you?
• High Green
• High Blue
• High Red
• High Yellow
©Team Animation Ltd
Poll No. 3 – iMA colour style profile of your team
Considering the project teams you work in, which colour style do you believe is most common?
• High Green
• High Blue
• High Red
• High Yellow
©Team Animation Ltd
Poll No. 4 – iMA colour style profile of your team
Considering the project teams you work in, which colour style do you believe is least common?
• High Green
• High Blue
• High Red
• High Yellow
©Team Animation Ltd
Lead British Designer
3
11
6 5 2
8
3 3
5
19
9 8
Case Study: Very large
international Transport
Design Team
European Designer
©Team Animation Ltd
Case Study: QS / Construction Consultancy – focus on the style of their Leadership
14
6 4
3
©Team Animation Ltd
EXERCISE - Team dynamics
• How are our colours dispersed? What are the implications?
• What (if any) colours are missing? How might this affect the way we work together?
• What does the team need at this stage? How can we rectify / provide this?
• Is there anyone who may feel isolated in the team?
• How can we include them more and benefit from their different colour style?
• How can we ensure that each team member is fully motivated?
©Team Animation Ltd
• High “Red” - who will keep the focus and insist on results
• High “Yellow” - who will generate and promote ideas,
persuade others to become involved
• High “Blue” - who will make certain those ideas are carried
out and will bring stability to the group
• High “Green” - who will make certain that key details are
covered and the project is done well
The Ideal Project Team?
©Team Animation Ltd
“Our aim is to enhance your ability to implement and benefit from project / programme / portfolio / change management (P3CM™) by understanding how to adapt it to, not only to the context of your project or programme, but also the people you
work with.”
People + Process = Success
©Team Animation Ltd
People + Process = Success • Effective collaboration and teamworking are a key to success in project,
programme and portfolio management (P3M). However, teams are made up of individuals, each of whom have their own communication and working style. Having awareness of personal styles provides insights that improve cohesion and performance.
• The P3M frameworks currently available take a 'one size fits all' approach. They provide good practice in knowledge and process but make no allowance for the different ways that different people perceive, understand and implement that practice.
• Looking to address this vital aspect of implementing P3M through teams of individuals with diverse communication and working styles.
• “Our aim is to enhance your ability to implement and benefit from project / programme / portfolio / change management (P3CM™) by understanding how to adapt it to, not only to the context of your project or programme, but also the people you work with.”
©Team Animation Ltd
key implications of the different ways in which people impact P3CM™:
• Perceive – the element, see the value collectively and individually of each element
• Design – the structures, processes, etc that go to make up the function
• Adopt – way they wish it to be communicated and provided to the team with the opportunity to apply
• Deploy on the project – options and level of flexibility they have in application
• Use – how they use on a daily, weekly, etc basis
• Involve others – who do they involve, when and for how long
• Adapt – as necessary on the project
• Sustain its use – motivated personally to continue to use effectively
• Learn from – options to learn from sources of reference and one other
• Share knowledge – preferred means of capturing and communicating insights and experience.
©Team Animation Ltd
iMA impact on adoption and use of process
Impact on the adoption and use of processes
Readily adopt and apply the way of working Desire to involve others in the process May not readily make decisions Supportive of others in using the approach Good planners – commit the time necessary
Adopt and apply if they perceive the way of working as logical and robust May have a tendency to work in isolation on processes such as planning and risk management Require time to plan Produce detailed and comprehensive plans Will challenge the output if it is not thought to have been robustly thought through Will not make decisions unless provided with sufficient quantity and quality of information
May be a potential to see rigorous processes as bureaucratic May wish to adapt to suit the situation Will be happy making decisions, often with all information being available Typically wish to lead the process and decision making
May wish to adapt to suit the situation and then work in a flexible manner May not always apply the processes in full Wish to involve others through group discussion and workshops May make decisions based on gut feel and then look to back up based on the data available Can act a champion for new ways of working and engage others Good at getting other people’s input to the processes.
©Team Animation Ltd
Group Exercises • Insights into Risk Management. Some suggested questions to consider:
1. Why (Value) – Why do it? What value does it add? What is its purpose?
2. Who and where (Engagement) – Who should be involved? Should they be involved
as a one-off or continuously? Where should it take place?
3. How (Process) – How should it be carried out? Should formalised techniques and
processes be used?
4. When (Time) – When is it best to plan – early or a little later? Should it be continuous
or one off?
5. What (Output) – What level of detail is appropriate? How should it be presented?
• Strengths, weaknesses and development
– What are the strengths of each colour wrt risk management?
– What are the weaknesses (think of a weakness as an overdone or misapplied strengths) of each colour wrt risk management?
– How do you make use of the strengths and best develop the latter?
©Team Animation Ltd
Poll No. 5 – iMA Praxis Framework Initiative
Reflecting on what you have heard and the aims of the work (below), do you believe this will be of value to the profession?
• Strongly Agree
• Agree
• Disagree
• Strongly Disagree
©Team Animation Ltd
Possible follow on actions 1. You can use the iMA for free:
• www.ima-pm.co.uk
• Description of the 4 iMA profiles -
http://www.slideshare.net/donniemacnicol/iima-colour-
styles-description
• Article on the application of iMA -
http://www.slideshare.net/donniemacnicol/spotlight-
ontraining0615-3839 - many more to follow in the
coming months
2. Discount code for Project Leadership 3rd Edition (slide
following)
3. Taking email addresses is so 2015! Follow me on LinkedIn:
• http://uk.linkedin.com/in/donniemacnicol (or I would be
delighted to connect)
• Publish an article on LinkedIn following this about the
webinar with results of the Polls and analysis
• Share the full set of slides via Slideshare
4. iMA Research Projects (shown to the side>>>)
• Both launched at Project Challenge (PMI attending)
• PMOFlashMob – profile of the community
• Praxis Framework – iMA P3CM™
5. Feedback on Course Conductor?
• Would you be willing to take a few minutes to provide
your feedback (slide follows with details)?
©Team Animation Ltd
To celebrate the publication of “Project
Leadership” 3rd Edition we are offering
a 35% discount using the code in the
leaflet.
©Team Animation Ltd
Feedback on Course Conductor – can you spare a few minutes?
Following on from this webinar , I wonder if I could ask you a favour. It would be extremely helpful if you were willing to provide a quick Review of the briefing on a new site called Course Conductor. It should take no more than 3 minutes to complete. To do the Review please click on the link and you will be taken directly to the page, add your review and then you will be asked to login in using your LinkedIn account. Please note that after logging into LinkedIn you will be asked again to confirm that you wish to Submit – a few people have missed this and the review has not been posted and therefore lost. If you do not wish your LinkedIn profile to be shown with the review you can choose to have it posted privately.
• Leadership and People Skills Briefing – a condensed version of which I delivered on the 28th September at the PMI UK Chapter webinar - http://courseconductor.com/course/leadership-and-people-skills-briefing/
Many thanks in advance for your help.
©Team Animation Ltd
Contact details
Donnie MacNicol
Team Animation
+44 (0)7799 766238
www.teamanimation.co.uk
http://uk.linkedin.com/in/donniemacnicol
@donniemacnicol
http://www.facebook.com/pages/Team-
Animation-Ltd/160769337303100
Donnie is an experienced project and programme leader who is
passionate about developing the leadership capabilities of
individuals, teams and organisations to deliver success. He is at
his best when working with senior management teams,
challenged by complex situations and inspiring individuals and
teams to perform.
He leads consultancy and training assignments, specializing in
developing leadership capability, details of which can be found at
www.teamanimation.co.uk. Donnie is currently working with
infrastructure, defence, technology, aerospace and public sector
organisations to improve delivery and leadership capability.
Widely recognized as contributing to the ‘people and
organizational side’ of project management thinking, he is much
in demand as a lecturer, speaker and writer. He is passionate
about delivering value by incorporating the latest organisational,
cultural and behavioural thinking.
Donnie is chair of the PMI UK Chapter Organisational Project
Management (OPM) Forum and previously the APM’s People
SIG for 10 years. He is also a Visiting Teaching Fellow at
Warwick Manufacturing Group (WMG) and has strong
relationships with other prestigious academic bodies. Donnie is a
member of the Acumen7 network of business leaders and has
established an enviable network of leaders across the projects
world. He has had over 30 articles published and contributed to 5
books including Programme and Portfolio Management
Demystified and MSP® Survival Guide for SROs. He has
presented at over 100 events and conferences including for the
MPA, Defence Academy, IOD, APM, PMI, RICS and ICE and a
host of private and public sector organisations.