Enablers
| Id | Enabler |
|---|---|
| 1.2.1 | Set a clear vision and mission |
| 1.2.2 | Support diversity and inclusion (e.g., behavior types, thought process) |
| 1.2.3 | Value servant leadership (e.g., relate the tenets of servant leadership to the team) |
| 1.2.4 | Determine an appropriate leadership style (e.g., directive, collaborative) |
| 1.2.5 | Inspire, motivate, and influence team members/stakeholders (e.g., team contract, social contract, reward system) |
| 1.2.6 | Analyze team members and stakeholders' influence |
| 1.2.7 | Distinguish various options to lead various team members and stakeholder |
This task encompasses guiding and motivating a group of individuals towards achieving common goals. It involves providing direction, fostering collaboration, and creating an environment where team members can thrive.
1.2.1 Set a clear vision and mission
A clearly defined vision and mission act as a compass, guiding the team towards a shared goal and ensuring everyone understands the “why” behind their work. This fosters unity, reduces confusion, motivates individual efforts, and helps prioritize tasks effectively.
PM Tools: Visioning workshops, mission statements, SMART goals, communication planning.
1.2.2 Support diversity and inclusion
Create an inclusive environment where everyone feels valued, respected, and safe to contribute their unique perspectives and skills. This leads to better decision-making, fosters innovation, improves team morale and engagement, and ultimately maximizes the team’s potential.
PM Tools: Diversity & inclusion training, personality assessments, team-building activities, mentorship programs.
1.2.3 Value servant leadership
Prioritize the growth and well-being of team members by empowering them, providing support, and fostering a culture of shared success. This builds trust, loyalty, encourages initiative and ownership, and ultimately boosts team performance and satisfaction.
Refer to Servant Leadership for more details.
PM Tools: One-on-one meetings, 360-degree feedback, empowerment opportunities, coaching & development programs.
1.2.4 Determine an appropriate leadership style
Instead of a one-size-fits-all approach, adapt your leadership style to suit the team’s dynamics, project needs, and individual preferences. This enhances team effectiveness, improves communication, fosters trust and collaboration, and leverages the strengths of each team member.
PM Tools: Situational leadership model, leadership assessments, observation & feedback, open communication.
1.2.5 Inspire, motivate, and influence
Cultivate a positive and engaging environment that sparks enthusiasm, commitment, and a desire to achieve goals. This can be achieved through various techniques, depending on the project context, such as celebrating milestones, sharing the impact of the work, and utilizing storytelling to connect with the team’s purpose.
PM Tools: Team contracts, social contracts, reward & recognition programs, storytelling.
1.2.6 Analyze team member and stakeholder influence
Gain a deep understanding of individual needs, motivations, and power dynamics within the team and broader project environment. This knowledge enables effective communication, builds relationships, navigates conflicts strategically, leverages individual strengths, and secures support for the team’s goals.
PM Tools: Stakeholder classification, power dynamics analysis, influence mapping, network analysis.
1.2.7 Distinguish approaches for different team members and stakeholders
Tailor the leadership style, communication, and motivation strategies to the unique needs and preferences of each team member and stakeholder. This builds trust, fosters engagement, leverages individual strengths, and ultimately optimizes team performance and collaboration.
PM Tools: Personalized communication, differentiated leadership, delegation & empowerment, mentoring & coaching.
By focusing on these key enablers and adapting the leadership approach, the project manager can effectively lead the team towards achieving its goals and fostering a positive and productive work environment.
Traditional vs. Agile
In traditional setups, leaders provide direction and control within a defined structure, prioritizing predictability and meeting pre-set goals. Their tools focus on setting a detailed vision, analyzing roles within the hierarchy, and utilizing a consistent leadership style.
Agile projects, on the other hand, emphasize adaptability, rapid value delivery, and empowered self-organizing teams. Leaders adopt a servant leadership style, facilitate collaboration, adapt their style to individual needs, and leverage diverse skill sets.