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What Do You Say When... ? PMI Breakfast Meeting - Friday, May 23, 2014 Rita Ferguson Rita Ferguson PMP ritaferguson831@gmail.com1
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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 Rita Ferguson PMP ritaferguson831@gmail.com2 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) Rita Ferguson PMP ritaferguson831@gmail.com3 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! Rita Ferguson PMP ritaferguson831@gmail.com4 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 conflict o Delivering a difficult or uncomfortable message Rita Ferguson PMP ritaferguson831@gmail.com5 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” Rita Ferguson PMP ritaferguson831@gmail.com6 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! Rita Ferguson PMP ritaferguson831@gmail.com7 What is our desired end result?
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Personality Types Rita Ferguson PMP ritaferguson831@gmail.com8 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? Rita Ferguson PMP ritaferguson831@gmail.com9 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 Rita Ferguson PMP ritaferguson831@gmail.com10 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 Rita Ferguson PMP ritaferguson831@gmail.com11 Clear Bold Communications
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Let me know how I can help! Rita Ferguson 513-833-0495 ritaferguson831@gmail.com Rita Ferguson PMP ritaferguson831@gmail.com12 If it is to be, it’s up to me!
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