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LEADERSHIP IN THE PROJECT ENVIRONMENT. Terri Pomfret, PMP, D.M. March 8, 2010. Project Success. PM Methods. Leadership. Background Project Environment Leadership Research and Findings Recommendations. Background. What does the term “project environment” mean?. Project Environment

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Leadership in the project environment

LEADERSHIP IN THE PROJECT ENVIRONMENT

Terri Pomfret, PMP, D.M.

March 8, 2010


Project Success

PM Methods

Leadership


  • Background

    • Project Environment

    • Leadership

  • Research and Findings

  • Recommendations


Background
Background

What does the term

“project environment”

mean?


Project Environment

  • Temporary

  • Distinct Beginning and End

  • Centered on Specific Goals and Responsibilities

  • Limited to a Steady State of Change

  • Constrained by Time, Resources, and Requirements

  • Led by a Manager with no Formal Authority

  • Supported by the Coordinated Effort of Subject Matter Experts

  • Impacted by Internal and External Pressures

  • Authority Disparity Between Function and Project

  • Contradictory Objectives Between Function and Project


What is

“leadership”?


Emotional Intelligence

Situational

Leadership:

  • Lots of Leadership Models!

  • Leaders stimulates others to follow

  • No guarantee a leader is heading in the ‘right’ direction

Trait

Servant

Transformational

Charismatic

Transactional

Characters

Authoritarian


Project Success

PM Methods

Leadership


Research

Despite the wide spread application of project management methodologies an alarming number of projects fail to achieve expected outcomes.

(Chabursky, 2005; Ivor & Alderman, 2005; Kanter & Walsh, 2004; Matta & Ashkenas, 2003)


Research

Determine if arelationship exists between the leadership practices used by project managers and project managers’ performance.


Population and Sample

  • Research population: North American project managers responsible automotive product development projects

  • Sampling Frame: 96 North American product development project managers employed by Fortune 100 automotive supplier

  • Similar education, responsibility, scope

  • Same tools and methods


Dependent Variable: Project Performance

1 = Unacceptable performance

2 = Less than full performance

3 = Full performance

4 = Excellent performance

5 = Distinguished performance

  • Assessment Criteria

  • Team Management – Gate Exits On Time

  • Scope Management – Adherence to Plan

  • Project Metrics – Accomplishment of Key Project Metrics

  • Financial – Accomplishment of Financial Metrics

  • Product – Accomplishment of Quality and Delivery Metrics

  • Customer Satisfaction – Customer Assessment


Independent Variable: Leadership Practices

  • Vision

  • Motivation

  • Communication

  • Team Ethos

  • Trust/Accountability

  • Versatility

  • Problem Solving/Decision Making

  • Tolerance for Ambiguity and Risk


Leadership practices inventory
Leadership Practices Inventory

PM Leadership Themes

Challenging the process

Inspiring a shared vision

Enabling others to act

Modeling the way

Encouraging the heart

Vision

Motivation

Communication

Team Ethos

Trust / Accountability

Versatility

Problem Solving / Decision Making

Tolerance for Ambiguity & Risk


Independent Variable: Leadership Practices

1 = Almost Never 6 = Sometimes

2 = Rarely 7 = Fairly often

3 = Seldom 8 = Usually

4 = Once in a While 9 = Very frequently

5 = Occasionally 10 = Almost always

  • Leadership Practices Inventory

  • Challenging the Process

  • Inspiring a Shared Vision

  • Enabling Others to Act

  • Modeling the Way

  • Encouraging the Heart


Research hypotheses
Research Hypotheses

Leadership Practices:

H01: Challenging the process…

H02: Inspiring a shared vision…

H03: Enabling others to act…

H04: Modeling the way…

H05: Encouraging the heart…

… relationship with project manager’s performance.

Performance:


Data

  • 44 project managers participated in the research

  • Leadership practices data was collected from project managers’ cross-functional team members




Challenging the process encourages leaders to create environments where they and their followers can challenge established boundaries and standards, as well as take on risk and explore innovative solutions. (Kouzes & Posner, 2002).

Versatility, Problem Solving / Decision Making, Tolerance for Ambiguity & Risk


Inspiring a shared vision encourages leaders to passionately envision and communicate a future that followers believe and embrace.

(Kouzes & Posner, 2002).

Vision, Motivation, Communication


Enabling others to act encourages leaders to accept various points of view and facilitate environments where followers are free to accomplish their work in accordance with their level of knowledge and skills.

(Kouzes & Posner, 2002).

Team Ethos, Trust / Accountability


Modeling the way callson leaders to make clear expectations in the form of plans and goals that are realistic and measurable, and in keeping with their own values and those of their followers.

(Kouzes & Posner, 2002).

Team Ethos, Trust/Accountability


Encouraging the heart isreliant on the premise that leaders create a sense of collective purpose by linking reward to performance.

(Kouzes & Posner, 2002).

Vision, Motivation, Communication


Implications
Implications

Leadership Practices

Project Performance

Challenging the process

Inspiring a shared vision

Enabling others to act

Modeling the way

Encouraging the heart


Recommendations
Recommendations

  • Replicate the study using a sample of project managers with significantly greater differences in project performance.

  • Build a ‘new’ model of project management leadership based on PM Leadership themes and/or qualitative inquiry.

  • Create new instrument based on PM Leadership themes to study leadership in relationship to project performance.


Leadership focus group
Leadership Focus Group

Recommendations

Mission

Provide PMI GLC members and environment to develop PM specific leadership skills.

Develop practical methods and models of leadership that enable project and program management excellence.


Leadership focus group1
Leadership Focus Group

Recommendations

Objectives

  • Create a collaborative environment where members and other stakeholder can exchange ideas, lessons learned that focus on leadership development.

  • Identify and conduct research that advances the understanding of project/program related leadership.

  • Develop innovative leadership models that are specific to the project/program management environment.

  • Promote leadership skill development as a means to improve project/program excellence.


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