These things won’t always be possible.\u00a0 You can’t clone yourself and play every role on the project.<\/p>\n
However, there are several foundational areas where you can set a positive tone for your team.\u00a0 You may also have to coach the team on applying them and living up to your standards, but first and foremost, they’ll take their cue from your actions.<\/p>\n
Teamwork<\/em>\u00a0is team members taking appropriate ownership of tasks or objectives, following through on commitments, cooperating with each other for mutual support and having a shared belief in the project objective.\u00a0 Maybe your team won’t always consciously observe your positive reinforcement of these behaviors, but they will certainly see its absence!\u00a0 When you duck responsibilities, toss hand grenades over the wall, and bad-mouth the project, they’ll see it and figure that’s it okay for them to do, too.<\/p>\n Quality as a habit<\/em>\u00a0is about establishing an expectation of quality, along with standard, expected activities to ensure quality.\u00a0 Peer reviews of code, deliverables, or presentations can all help build quality as a habit.\u00a0 You set the bar on the project with these activities; help the team establish pride in the quality of their work, and they’ll drive it as a project habit as well as a personal one.<\/p>\n Attitude<\/em>\u00a0is the tone and energy used in participating in the project.\u00a0 If you use a negative or defeatist tone, focusing on bad luck or bad circumstances, others around you will pick that up and echo it.\u00a0 If you use a positive tone, reinforcing it with praise and celebration of victories, people will pick that up instead.<\/p>\n Communication<\/em>\u00a0is the expectations of project communications.\u00a0 Can anyone speak to anyone on the project, or are there protected channels?\u00a0 Are there any topics off-limits?\u00a0 What respect is given to concerns that are voiced?\u00a0 If you set arbitrary rules that people feel limits their ability to get things done and concentrate too much control in your hands or ignore questions and issues raised by the team, they’ll shut down on you.<\/p>\n Respect for others<\/em>\u00a0is showing respect for the capabilities and contributions of everyone on the team.\u00a0 While it has a general meaning, in a project sense you can extend it to the view that everyone on the team plays a role, and everyone has something to offer for the project’s success.\u00a0 It’s easy to see a hierarchy develop on a project, with a core of individuals getting the attention and the praise.\u00a0 Building respect depends on your meaningful praise for contributions in every facet of the project.<\/p>\n For most of these, you show leadership by setting an example with your behavior.\u00a0 In some cases, you may be able to drive behavior through project practices (such as quality reviews).\u00a0 Either way, your project team will take the cue on these values from you.<\/p>\n As a project leader, you have a specific challenge in this area.\u00a0 It’s easy to create a negative tone on your team through your own behavior; it’s much harder to simply whistle a happy tune and have everyone join you. It takes work, reinforcement, and coaching.\u00a0 Your team has to see that it’s genuine, not delusional, and contributes to project success.\u00a0 If any of those are missing, people will notice and your modeling of positive behavior will struggle to make a dent.<\/p>\n In the end, it’s easiest to make the case for these project values when everyone can see you sincerely living them yourself.<\/p>\n","protected":false},"excerpt":{"rendered":" As a project leader, you want your team to share your values: do the work as you would, have the same commitment. How do you foster that?<\/p>\n","protected":false},"author":67,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_oasis_is_in_workflow":0,"_oasis_original":0,"_oasis_task_priority":"","_relevanssi_hide_post":"","_relevanssi_hide_content":"","_relevanssi_pin_for_all":"","_relevanssi_pin_keywords":"","_relevanssi_unpin_keywords":"","_relevanssi_related_keywords":"","_relevanssi_related_include_ids":"","_relevanssi_related_exclude_ids":"","_relevanssi_related_no_append":"","_relevanssi_related_not_related":"","_relevanssi_related_posts":"","_relevanssi_noindex_reason":"","footnotes":""},"categories":[1],"tags":[16647],"coauthors":[15131],"acf":[],"publishpress_future_action":{"enabled":false,"date":"2024-07-22 00:06:18","action":"change-status","newStatus":"draft","terms":[],"taxonomy":"category"},"_links":{"self":[{"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/posts\/12878"}],"collection":[{"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/users\/67"}],"replies":[{"embeddable":true,"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/comments?post=12878"}],"version-history":[{"count":0,"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/posts\/12878\/revisions"}],"wp:attachment":[{"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/media?parent=12878"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/categories?post=12878"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/tags?post=12878"},{"taxonomy":"author","embeddable":true,"href":"https:\/\/centricconsulting.com\/wp-json\/wp\/v2\/coauthors?post=12878"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}Quality<\/h3>\n
Attitude<\/h3>\n
Communication<\/h3>\n
Respect for Others<\/h3>\n
Building Leadership<\/h3>\n