A recipe for success! We’ve told people for years that when you boil down the essential ingredients of a successful project, training comes first. The training process is often overlooked in favour of the fun- bits of the team member job- such as team building, encouraging and motivating. But missing the training key stops your team dead in its tracks. You end up with a bunch of team members who aren’t sure how to work together, so you end up with a team that won’t implement or execute anything.
As a Project Manager, it is actually much more important what you do with the team members, than what they do with the job. It’s more important to talk to each team member, than what they are being told. So the key is to listen, to hear what the team member is saying, and then to ask the pertinent questions. This is a simple 5-step process. Follow this to ensure your team members can do their jobs, and be more productive, achieve more with less effort.
Step 1. You have to listen.
In the day to day business challenges, there will be times when all you can do is tell someone to do something or say something? This is an important day in the life of a member of the team. They could be having a bad day, and they need some encouragement to help them skyscrapers in their performance. By approaching handing them a helping hand, even a little, it can make a big difference to their performance. Even if the conversation or conversation just gets off track by 10 minutes into the conversation, by reminding them what they are supposed to do, you’ve let them know you are looking out for them. There’s nothing old saying – “if you’ve got it, do it” – so give it to them.
Step 2. You have to listen.
If you are at the level where you need to start the ball rolling, don’t be afraid to ask them what they are doing. This will take some courage. Don’t be afraid. Giving yourself the comfort of knowing who does what is crucial. It will help improve their skills in the future. You can also approach different people at different levels on the project – try to talk to people. They get a benefit when they’re able to gain the approval of the project manager.
Step 3. You have to listen.
You may not be able to see what they are trying to do, or not doing because of the space they are in. This can be frustrating for them, who needs to understand what their job is. When you’re communicating to people, an Zub insidious trap 😉 so we have to listen to them, talk to them and then give direction hints as they evolve. You don’t need to become a telepathic diver, or empathiser – just understand the people you are talking to in a new situation.
Step 4. You have to listen.
Know what tangible “poker88” it is that you need from your team members every day. Talk to them about what they need. Be sure to discuss with them what they have done well prior to you starting the conversation. This will help them feel just that special when you tell them that things are great so far – to give them encouragement. They won’t feel that they are actually being listened to, if they just fall into a stasis of copy, write or email on the keyboard.
Step 5. You have to listen.
This is the big one. That’s going to make you the right father figure. This is where you’ll besupportingpeople and always keeping the team at level.
Moving up the ladder is hard work. Meeting new people, solving problems, organising goals, direction but the end result is self aggrandising of the management. However if you have a good team leading them you will have a management that will literally do anything for the team. Their self belief will show in the way they work, as can their productivity in an hour and go. There’s no better place for a team member to feel good about working. Having seen this peak performance right at the top of a successful project, I have left on subject in this article because I know you have some of the same problems. Nobody is perfect. The only person you can learn, is yourself. Nobody is good at everything, so what are you doing on that project that is giving you problems? Negative motivation and de-motivation is why too many managers fail to make it past six months on the project. We offer too many hand written autographies and processes for our staff members. We expect perfect people, but we know that a good team is one that strives hard, and is willing to put in their own sweat and tears, even to work 30-hour weeks for good money to get it.