How to influence people and get work done
One of the key responsibilities of the project manager is to deliver the business products which need to satisfy the business case.
As we all know a Project manager is one who gets the work done through other team members.
Human Resource management is one of the critical areas for the project manager to focus. Project manager would have to deal with various personalities in the team for example egoistic, inferior, superior, average, intelligent/bright, dull resources.
In most IT companies, than the process orientation, it is the professional relationship will get the work done.
Below are few tips on the same lines.
1. Communicate with the team members on how they feel about their role in the project. Please sincerely accommodate their needs if possible.
2. Appreciate their good work in front of others and be sincere in your appreciation.
3. Criticize their work in private.
4. Ask and don’t tell. If you have a task for that person, please ask their opinion about the job, their comfort level, their confidence. Please don’t just tell them that they need to do that particular task.
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7 Responses to “How to influence people and get work done”
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The “asking” must be a blanket understanding, communicated perhaps at the beginning of a project; then the project team should be made to understand that you will be seemingly telling them what to do in the interest of an efficient process, and that they should report status (on their own initiative) - all with unemotional bluntness. The issues will occur and be dealt with per the ‘blanket understanding’ and at the end the team may celebrate, knowing that the PM lead them rather than ‘monitored’ them, continuously gauging what they were willing and able to do and making too many (inefficient) accommodations.
Hi, i was reading your post and i am in total agreement with you. Here in Argentina people start to work at very young age in the it department and programming stuffs, so the way i found to manage people was to be an informal leader. Based on coaching techniques and an agile methodology like scrum helps me to get the best of my team. On the other hand the team see the results they gave on this way of work and be more motivated. In scrum they have to be self-managed, so each one of them is responsable to do the task they pick up, which was previously estimated by the team. This is a way to give a commitment to finnish the task as soon as possible, on the estimated time, and always trying to give the best quality possible. When the project finish it is an obligation to do a finish meeting to learn the things we did in the badly way, the things we have to keep doing that way and the things we could do better. This is the best way to learn, as you said, letting the people do mistakes but always trying that the mistake were cheap(doesn’t have a big impact on the project). The most important thing in my opinion it is to be a credible man, this is the only way to have a the team support and trust, the people speak with you in a different way and you could pick up things of the people personality that are implicits. And for finish never show the bad things of one person in public and never say the best things of any other in public don’t show somebody as an example to follow. Mark only the team virtues and shortcomings in public personal things in private.
A good beginning. I recommend
The Social Psyschology of Organizations Katz & Kahan, 1968
The key is the Formal vs the Informal organization
Good tips.
I like to see my project managers influence project participants to engage in smart software development lifecycle steps. A tactful dialogue between PM and contributors about what steps will best reduce project risks without excess overhead can be very valuable.
Dave
A good beginning. I recommend
The Social Psyschology of Organizations Katz & Kahan, 1968
The key is the Formal vs the Informal organization
If possible, we need to make the personal connection(s) with COB, PRES, Board Members,
certainly the C-Level Client Staff,PMO Teams Members, End Users
We need to let team players know how important their contributions are to the specific tasks, overall aspects of the successful completion of the program on time and under budget, while delivering a final product that meets or exceeds end users expectations.
Really good points to follow for PM.
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