Call Girls Ludhiana Just Call 98765-12871 Top Class Call Girl Service Available
Sheives.tom
1. PROJECT TEAMS
Tom Sheives, PhD, PMP
Executive Director, Business Development
True Solutions Inc., Dallas, TX and
Part Time Faculty
The University of Texas at Dallas
tom@truesolutions.com 972-770-0900
Used with Permission
4. Understand
… What is stuck and unstuck in project
management
… What makes up a unstuck project team -
examples
… Five Barriers that must be overcome to
become an unstuck project team
…One Barrier and give example of how to
overcome
10. 1) I love my team and I love working with them
2) I really respect, like, and enjoy working with my
boss
3) I have been to management training and know the
difference between a leader and a manager
4) ……...
(could “strongly agree” or “strongly disagree”)
10
11. Come up with a statement that might be symptomatic
of a team that was stuck or unstuck
Write it on 3” x 5” card
Pass them forward
(2 min)
11
12. 1) I love my team and I love working with them
2) I really respect, like, and enjoy working with my
sponsor
3) I have been to management training and know the
difference between a leader and a manager
4) I have read and applied a business book in the last
3 months
5) I do not withhold information from my team for
personal gain
6) I am tolerant with people who are different than
me. ……
12
13. Build Master Make Achieve Embrace Focus on
Trust Conflict Decisions Commitment Accountability Results
Patrick Lencioni, The Five Dysfunctions of a Team
** Make Decisions - Not in Lencioni’s Team Development Model
13
14. I lead my team by “walking the talk”
I keep my commitments to others
I spend time with people and show interest in their
lives
I create an atmosphere where people feel
comfortable to drop by, ask a question, or just talk
I feel that my manager is honest and tells the truth
whenever possible
I hold “confidential” information confidential
I have confidence in the good intentions of my
team members – team members are vulnerable ****
Tear Down the silos!
15. I lead my team by “walking the talk”
I keep my commitments to others
I spend time with people and show interest in their
lives
I create an atmosphere where people feel
comfortable to drop by, ask a question, or just talk
I feel that my manager is honest and tells the truth
whenever possible
I hold “confidential” information confidential
I have confidence in the good intentions of my
team members – team members are vulnerable ****
Tear Down the silos!
16. What behaviors are contributing positively to your
team trust bank account currently?
Are more deposits or withdrawals being made?
Have you borrowed a lot from this account?
Have you even checked your balance lately?
Do you have a plan to get out of debt in this
account?
High performing teams have a big positive balance
in their trust bank account!
17. Where did you grow up?
Where were you in the birth order?
What was your biggest challenge
growing up?
Patrick Lencioni, The Five Dysfunctions of a Team
18.
19. Diversity and differences in thinking impede
innovation ____
Energy of a team is almost always lost as a result of
conflict _____
Your current mode of handling conflict is
independent of how you handled conflict growing
up _____
Mastering skills in handling conflict is relatively
easy _____
How do you spell the bush – Ukaliptus ?
(Eucalyptus)
20. Silent disagreement
View of conflict as being bad
Conflict is not encouraged
21. Silent Disagreement Direct, Assertive
Indirect
Japan, China Latin America US Germany, Israel
21
22. Focus
Team Assessment Report, The Table Group (Lencioni)
22
28. Must sacrifice for the team
Consider the needs of the team
29. Project teams stagnate and fail to grow
Don’t defeat competitors
Lose achievement team members
Team members focus about their careers,
departments, and individual goals
Team members get easily distracted
30. Silent Generation Boomers Generation Xers Generation Yers
Barrier
Absence of trust - wary, cautious - not vulnerable - perceived as - casual
- distant disloyal - may be lazy
Fear of Conflict -choose not to try to - hypercritical - informal, practical - immediate response
understand others - rigid and gratification
-stubborn
Lack of -“get’er done” - lets discuss - Independent work, - “just let me at it”,
Commitment -sacrifice - workaholics, driven meet up later “give me a chance”
- balance - want to contribute
- need structure
Avoidance of - hierarchical - formal process - feedback needed “I can do it, don’t
Accountability - formal protocol - feedback probably need to tell you that I
- judgmental not wanted am doing it”
Inattention to -need respect - need status, title, - more tunnel - overly confident
Results - acknowledge self absorbed visioned “I do my part
expertise you do yours”
31. Build vulnerability based trust
Conduct a personality assessment on team
members
Conduct a team assessment now and in six
months
Conduct a full day workshop with your team
Spend at least two hours/month working on
your team with a team coach for critical
projects and larger projects
32. • Books Drawings –
by Tom Sheives, TSI
and
Harnessing the Power of Project Management
by Wes Balakian, CEO TSI
32
