Presentation Transcript

1. Leveraging Diverse Personalities to Achieve Enhanced Project Performance

   Matrix-Managed Team Leadership Susan G. Schwartz The River Birch Group sgs@riverbirchgroup.com 703-395-1219
2. “You Can’t Control The Results; All You Can Control Is The Process” Max Scherzer, Detroit Tigers
3. Evolving Environments “The coming age of evolution won’t be driven by physical adaptation, but by human consciousness, creativity, and spirit.” Pierre Teilhard de Chardin Jesuit Paleontologist 1881-1955
4. Teams “A small number of people with complementary skills who are committed to a common purpose, performance goals, and common approach for which they hold themselves mutually accountable.” Jon Katzenbach
5. MatrixTeams Enables people to collaborate across organizations enabling them to: Focus on multiple business goals Distribute information more efficiently Improve budget management ~ economies of scale Increase responsiveness to market demands
6. MatrixTeams Staffed by individuals from: Different functional groups (different managers) Different geographies (virtual teams) Outside organizations (partner vendors)
7. Matrix TeamsMatrixTeam Challenges Management can hinder success: Competing or conflicting group objectives and/or loyalties Non-coordinated resources and work plans Insufficient communication vehicles between groups
8. MatrixTeam ~ Possible results Dispersed, complex jungle Isolated people who become less & less aware of organizational happenings Crippled collaborative abilities
9. It’s The PM’s Choice Combative Collaborative Project Manager
10. Diversity of Work Styles (The WHO) The whole is greater than the sum of the parts Belbin Model ~ nine team roles Action-oriented People-oriented Thought-oriented Best teams contain a balance of work styles
11. Creating Complementary Collaborative relationships Psychological Inventories Identifies Personality Types Myers-Briggs DISC Understand innate personality traits Manage self better Manage work and social interactions Certified Psychometricians
12. Diverse Relationships DISC Tool Example
13. Grow Model (The WHAT)Coaching for Improved Performance Goal How will you know you have achieved your quest? Completed task Resolved Problem Current Reality Fully describe the starting point What, who, when, how often Cause and effects Options What is possible? Other options Remove a constraint Benefits/downsides Key decision factors Will Establish Follow-up Action Defined action and schedule Potential challenges When is goal accomplished
14. Accountability (The WHY) Clearly Defined Goals and Expectations Individual/Group Performance Ownership Set realistic and “stretch” metrics Active communication among team members Peer guidance and counseling Objective performance evaluation and project learning Evolutionary process and procedures
15. Leveraging Matrix TeamsSummary Strengths and Weaknesses Collaborative partnering across team matrix Honest assessment of current reality Options ~ brainstorm, review, and evaluate Connection ~ contact and communicate Accountability ~ role model
16. Susan G. Schwartz The River Birch Group sgs@riverbirchgroup.com www.riverbirchgroup.com 703-395-1219