tailieunhanh - Succeeding in the Project Management Jungle How to Manage the People Side of Projects_9

Tham khảo tài liệu 'succeeding in the project management jungle how to manage the people side of projects_9', kinh doanh - tiếp thị, quản trị kinh doanh phục vụ nhu cầu học tập, nghiên cứu và làm việc hiệu quả | 214 AVOIDING PITFALLS INTHE FIVE KEY PHASES OF A PROJECT data This next project which I was on is going to have enough metrics to make sure those people can t cheat. Hmm. To me it seems far easier to create an environment where they don t feel the need to lie. Sure there may be a few bad apples in the barrel that need to be reassigned or shown the door but when confronted with statements like these I ask questions such as What happened when someone brought up a problem Usual answer We jumped right on it. Interpretation We jumped right on them. Another question What do you do when they ask for help Usual answer a quizzical look followed by They don t ask for help. We make sure our teams handle their own problems. Interpretation They better not ask for help. We hired them to solve problems. If they need help why do we need them ActionsYou CanTake These actions can help you create a culture of trust on your team Tell team members that you trust them and act trustworthy yourself. This in itself will be an enormous change in most organizations and will create a better working atmosphere almost immediately. When problems occur do not assume you are being lied to. Instead probe for the bottom-line problem find out what is really happening. Craft a solution that incorporates what is best for the business the team and the individuals involved. If solutions for those three groups are mutually exclusive you must do what is best for the organization but I can t think of very many times when the choice was that stark. If you find you have been lied to do the following stop trusting the person. Tell him he let down you himself and the team. If you can get him removed from your team do so. If he is too valuable or politically connected for that at least have a serious discussion with his supervisor and get it noted on his yearly performance review if you can. I have never had to go this far in my career. Any interactions along these lines ended before I got to that extreme. .