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Conflict Management: 6 Tips to Successfully Manage Disagreements

conflict-management-6-tips-to-successfully-manage-disagreements-at-workWorkplace conflict comes with the territory. In any setting where different personalities are required to work together, you expect disagreements to arise. However, this doesn’t mean that petty disagreements should be allowed to grow unabated. Disagreements can be caused by opposing personalities, power struggles, role conflict, ego and pride, and performance discrepancies among other issues.

The Cost of Workplace Conflict

Leadership and conflict will always go hand in hand and as an effective manager, it is your duty to ensure disagreements are solved early before they blow up in your face. To lead effectively, you have to understand all pertinent issues around a conflict in order to resolve it. For starters, it is imperative to appreciate how conflict can bring down your business.

Take a look at some consequences of unresolved workplace disagreements:

  • Toxic workplace environment: Nothing is as frustrating as managing workers who can’t even talk to each other. Such an environment is plagued by gossip and sabotage.
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8 Team Building Tips for Leaders That Actually Work

8 Team Building Tips for Leaders That Actually Work
By Richard Lepsinger

Great teams are the building blocks of any organization. A great team has shared goals, clear roles, transparent processes for solving problems and making decisions, and the ability to deal with conflicts constructively. A good team may have some of these elements; a great team will have them all. It is up to you as a leader to make sure all of these elements are in place.

Like all coaches, a successful team leader needs a playbook to guide them. If you are leading a new team or want to enhance the performance of an existing one, follow these eight tips.

  1. Emphasize Common Interests and Values: Getting group members to agree on objectives, strategies, and the need for cooperative effort greatly facilitates a strong identification with the group. Great leaders emphasize mutual interests rather than allowing members to dwell on their differences.
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Managing Your Team During the Holiday Season

Managing Your Team During the Holiday Season
By Joel Roberts

Keeping employees stimulated and productive during holiday season can be complicated. The euphoria of holidays can cause the personnel feel distracted or lose interest. As can working while the colleagues take vacation days. Follow these tips to easily manage the team during any holiday season keeping them motivated and efficient:

  • Compromise flexible working hours – During the holiday season it is advisable to implement a more flexible working hours because the holidays cause everyone’s schedules to be busy and occupied as they have personal events to attend too. Proposing personnel more flexible working hours so they can finish their holiday errands and leave early to go to children’s events and concerts will help to make sure employees stay concentrated while they’re at the office.
  • Introduce a shutdown period or hire part-time employees – For some business the holidays are the most demanding and eventful time, which means that a full staff is needed in order so properly finish the work.

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Three Things You Should Do Whenever Someone Leaves Your Project

Three Things You Should Do Whenever Someone Leaves Your Project
By Kiron D. Bondale

We start our projects with a small core team but as we proceed further down the rabbit hole we add team members to support planning and delivery activities. Then as work streams get completed, team size shrinks until we reach project closure where we are back to the original core team. On large, multi-phase projects, team expansion and contraction occurs frequently but even with much smaller projects, it is common to have team members exit before the project itself is completed. Some times this could be the result of their assigned activities being completed, but it can also be caused by external factors such as their being required on a higher priority project or a financially motivated decision to shift their work to a cheaper resource.

There are three things which you should do before any team member departs. Read the Complete Article

“What If” You Managed Your Resource Plan Better?

“What If” You Managed Your Resource Plan Better?
By Kristyn Medeiros

How are you getting the truth?

I talk to people every day who struggle with resource capacity and demand planning. It’s a challenge to see what people are working on and if people are available to take on more projects. Often times they are focused on the day to day work, like an individual project or tasks within one project. Others are focused only on the big picture – how much of my team is working towards strategic work versus maintenance work? The reality is that both of these pieces of the puzzle are needed to complete the picture. The trick is actually connecting them.

Why that’s not really the whole truth

Although you’re getting the macro and micro views, you’re missing the middle layer. This is the layer that connects the two and allows you to be proactive and reactive as needed. Read the Complete Article

How To Poach Talent (in a Nice Way)

How To Poach Talent (in a Nice Way)
By Jim Anderson

As an IT manager, one of your required IT manager skills is to build the best team possible. Often times you’ll discover the perfect person to add to your team. However, that person already has a job. Perhaps they already have a really good job. If you are going to want to have any hope of convincing them to leave where they are at and come join your team, then you’re going to have to master the art of poaching.

Why Is Poaching Even Necessary?

The world of IT is a bit strange. In order to accomplish all of the things that we need to do, a lot of very specialized skills are required. What makes things even more challenging is that the skills that are needed keep changing. Today the skills that we need on our team include knowledge of virtualization, security, big data, etc. Read the Complete Article

Rethinking Matrix Organizations to Reduce Uncertainty

Rethinking Matrix Organizations to Reduce Uncertainty
By Richard Lepsinger

More companies today are adopting a matrix structure-one that rewards collaborators over “lone wolves.” In a matrix organization, employees often have dual reporting relationships rather than one established boss and responsibilities are coordinated across departments or teams, rather than in a solely vertical arrangement. In addition, although work relationships have historically resembled a grid, today the matrix structure can be more complex and look more like a network or conglomerate.

The matrix has worked well for some of the world’s most successful companies, including General Electric, Dow Chemical, Procter & Gamble and Cisco. One key advantage is the opportunity to share resources and expertise more efficiently, which can save both time and money. But this structure is not without its flaws.

The most common complaint among employees and leaders in a matrix organization is it lacks clarity.

“To ensure leadership is effective, you need organizational clarity-short decision paths, a smaller number of committees, and above all, an unequivocal allocation of responsibilities,” said professor and consultant Guido Quelle in a Businessweek opinion column. Read the Complete Article

Secrets to Building Great IT Teams

Secrets to Building Great IT Teams
By Jim Anderson

As an IT manager, you can only be as good as your team allows you to be. This means that you are going to have use your IT manager skills and invest your time in making your team as good as you possibly can. Even if you can commit to doing this, the next question is just exactly what should you be doing to make this happen?

Building a Better Team

Your team is not going to be in a position to support you if you don’t have the right team in place. This all has to do with team dynamics – how well do the members of your team work together? What you are looking for is a team that can be very cohesive. However, this is not just going to magically happen.

Instead, it’s all about who you hire to join your team. Read the Complete Article

10 Practical Tips for Building a Team

10 Practical Tips for Building a Team
By Kevin Dee

There is a fairly well established school of thought that a strong team will outperform a group of individuals fairly consistently. It is demonstrated in sports and in the workplace when people are willing to work to help each other and not just act selfishly.

How do managers, leaders and executives build a team environment? What kinds or actions can they take?

If you are the leader and hire the people to form a team then you have a head start, because they arrive into a situation where you are already the leader.

If you are a peer of the team who gets promoted then you have some work to do… and this is probably the toughest kind of situation.

If you are hired into a managerial position from an external source then you too, have some work to do and you can create a conscious plan to achieve this end. Read the Complete Article

Optimal Project Team Size

Optimal Project Team Size
By Vesa H Autio

This article is about planning the size and composition of business development project teams. It is a boring one. Don’t read any further as it does not have a clear advice but just some batting.

The simple approach to build a development project team is to nominate a project manager and an adequate amount of resources to do the planned development tasks. If it is this simple why do development projects run over costs and timetable. Not having an optimal project team may be one reason. Some considerations about this issue are presented here.

An imaginary business development project has been calculated to require 1600 man days of development work. One full time developer is estimated to be able to work 20 days per month. If the project should be done in 10 months, then eight full time developers would be required to do the job. Read the Complete Article

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