EXTREME Project Manager Makeover Pattie Vargas PMP MAOM

EXTREME Project Manager Makeover! Pattie Vargas, PMP, MAOM The Vargas Group Building effectiveness through better business relationships!

It was bound to happen … First …. Extreme Makeover!

Followed by … Extreme Makeover – Home Addition!

Technology followed … Extreme Programming!

So we should have known … Extreme Project Manager Makeover!

New Competencies It’s a new game with new job requirements ®Manage, lead and motivate highly skilled project teams ®Motivate a varied, cross-functional staff ®Lead and promote change, growth and effectiveness ®Forge collaborative relationships among cross-functional teams

The job description … Must possess: ®Proven leadership of technical and nontechnical teams ®Exceptional collaborative, teaming and consensus building abilities ®Proficiency in staff motivation, conflict resolution and disciplinary procedures ®Experience in staff management, recruitment and selection, creation of goals and objectives, performance assessment

Radical Concepts Extreme Project Managers must: ®Assume a Leadership Role ®Invest in Team Development ®Learn to Manage Conflict ®Balance Empowerment / Accountability

This is not a leader

A Leadership Role Leadership Competencies ® Share the Vision ® Ability to Motivate ® Good Manager ® Champion for the Team ® Build A Collaborative Network

A Leadership Role Mediation Leadership Vision

A Leadership Role Understanding the value of a Social Network is a critical part of being a good leader …although I doubt this is what Zuckerberg envisioned

A Leadership Role

A Leadership Role Most Important Guy’s Admin Pretty Important Guy

A Leadership Role Let me introduce you Your to … I’ll take Try this ideas? that Here’s what worked for me Let’s discuss Thank You How can I help?

Team Development

Team Development For Me to Buy In … ®Know my part in the vision ®Understand the ground rules ®Have a healthy team environment ® Trust in my management support

Team Development Buy-In = Commitment ® Solicit input and then LISTEN ® Ask for help ® Don’t require consensus or certainty ® Make a decision once in awhile ® Recognize milestones and achievements

Team Development Have Fun! ®“There may be 50 ways to leave your lover but only 4 ways out of this airplane. ” Herb Kelleher ®“Energetic, joyous teamwork drives out stress, boredom, burnout and apathy. ” John Christensen ®“There are just too many people at work with tight underwear. ” Ken Blanchard ® “I think it's wrong that only one company makes the game Monopoly. ” Steven Wright

ROI Cost of consumable goods: $13. 87 Return on team investment: PRICELESS

Fast. Paced Focus Pace Task Focused Slow. Paced Who We Are People Focused

Who We Are Dominant Director Decisive Likes to Win Pace: Fast Focus: Task ominant Athlete Interactive Socializer Spontaneous Fun-loving Pace: Fast Focus: People nteractive Performer Steady Relater Collaborative Value Stability Pace: Slow Focus: People teady Teacher Cautious Thinker Systematic Logical Pace: Slow Focus: Task autious Scientist

Fast. Paced Focus Pace Task Focused Slow. Paced Where Do You Fit? People Focused

Who We Are ominant Athlete • Asks questions that challenge tradition • Works quickly to resolve issues • May hesitate to delegate • Can be seen as blunt or critical nteractive Performer • Brings a sense of enthusiasm • Easily negotiates conflicts between teams • May be impulsive; not think things through • May need help prioritizing tasks teady autious Teacher Scientist • Excels at calming disagreements • Looks for different approaches • Clarifies complex issues • Demonstrates technical expertise • May take themselves too seriously • May be perceived as rigid or inflexible • May expect unreasonable standards from others • May delay action by needing more data

Manage Conflict

Manage Conflict is OK when it’s: ® Productive ® Limited to ideas, concepts, methods ® Not focused on personalities, individuals ® Focused on the current issue – not from residual resentments

Manage Conflict Common Misconceptions ®Harmony is normal; conflict is abnormal ®Conflict is the result of personality problems ® Conflict and anger are the same thing ® We can Kum-Ba-Ya our way out of conflict

Manage Conflict Teams that engage in effective conflict: ® Have lively, interesting meetings ® Extract and exploit the ideas of all team members ® Solve real problems quickly ® Minimize politics ® Aren’t afraid to put critical issues on the table for discussion

Manage Conflict Minimize and Neutralize Conflict ® Prepare for it ®Dissatisfaction / Unrest = Unmet needs ®Create a safe environment ®Encourage coaching within the team ®Know when to take it off line ®Throw a PARTY!

Empowerment & Accountability

Empowerment & Accountability Empowering Actions ® Collaboration ® Flexibility ® Consistency ® Unwavering support ® Distributed decision making

Empowerment & Accountability Not So Empowering Actions ® Weak leadership ® Taking credit for others work / success ® Dishonesty ® Micromanagement ® The 3 P’s ® Coalitions / Alliances

Empowerment & Accountability Reinforce Accountability: ® Hold ourselves and others accountable ® Have the difficult conversation ® Define standards and expectations ® Model accountability ® Positive peer pressure

So Now What? ® Assess ® 360 Your Leadership Skills degree surveys, accountability coach ®Develop ®What steps did you miss, if any? ®Manage ®What the Team Conflict is your conflict management plan? ®Accountability ®Are Problems you motivating or demotivating?

Recommended Reading ® The 7 Habits of Highly Effective People – Stephen Covey ® Drive – Dan Pink ® FISH! – Stephen Lundin, Harry Paul and John Christensen ® Peopleware – Tom de. Marco, Timothy Lister ® The Five Dysfunctions of a Team – Patrick Lencioni ® MY Book!

Thank you! Pattie Vargas pattie. vargas@gmail. com www. linkedin. com/in/pattievargas/ EXTREME Project Manager Makeover Available at: Amazon. com 36