Leading Teams: Six Techniques For Success

Dick Billows, PMP

Dick Billows, PMP
Dick’s Books on Amazon

Highly motivated, problem-solving teams are a key reason for project success. These teams are committed to the goal and to completing their assignments on time and within estimates. Teams like that are rare, however. That’s because the correct steps for successfully leading teams are challenging and often missed.

The proven techniques you’ll learn here include selecting the right team members, crafting the right size assignment for each person, accurately estimating hours of work and duration and gaining team member commitment. Then we discuss techniques for receiving status reports and giving constructive feedback.

Leading Teams: Techniques for Three Sizes:

The techniques are different for each project depending on the size and scope.

Tier 1: Small – they’re done within one department
Tier 2: Cross-functional – they affect multiple departments and cross organizational boundaries
Tier 3: Strategic  – they’re organization-wide programs or projects for client with strategic impact.

Leadership & Team Performance Main Page

Leading Teams Technique #1: Selecting Team Members

In the selection process, you’re trying to get the best people for your project team. But you’re also gathering information about their work habits and personality so you can craft the right assignment for them. Leadership and Team Assignments
Tier 1: Small projects: You are usually familiar with the potential team members’ work performance and quality standards when you all work in the same department. You need to ask the boss for the people you want on your team during the project planning phase. That’s when the boss is focused on the project and can give you hints about the correct assignment for each of them.
Tier 2: Cross-functional projects: When you have to borrow your team members froLead Teamsm other departments or organizations, it is more difficult to make sure you get productive team members. If possible, you should interview potential team members to assess their work ethic, problem solving style and quality standards.
Tier 3: Strategic projects: On large projects for your organization or your clients, you may not be able to select the team members. If personal interviews are possible, you can gather information about potential team members’ experience and work standards. You will use that information to design the right assignments for each person.  If interviews aren’t possible, you will have to make an on-the-spot judgement about the right assignment for each team member. Leading Remote Project Teams

Leading Teams Technique #2: Designing Appropriate Assignments

You must design the assignments so they fit the capabilities and personality type of each team member. You want to give larger/longer assignments to people who have solid technical experience and are skilled problem solvers. This will give them a challenge. You should give shorter assignments to people who are experienced and/or less capable. This will let you easily track their progress and help them when it’s necessary. What is Project Leadership? – video
Tier 1: Small projects: You usually have flexibility about the duration of assignments. For trainee-level team members or less capable people, you want assignments that are 1 to 3 days long. For the average team member, 5-day assignments are usually the right size. For experienced professionals, you should design assignments that are 2 weeks or longer to give them a challenge and independence.
Tier 2: Cross-functional projects: With people borrowed from other departments, it is often acceptable to talk with their boss about the right size assignment and the level of challenge you should give them.  If that’s not possible, then you will adjust the complexity and length of the assignment as they work on the task and you learn their capabilities.
Tier 3: Strategic projects: On larger projects with people who are accountable for major deliverables, you need to engage them in the design of their assignments. You must avoid micromanagement of these experienced people who are very capable.  On the other hand, you should give “rookies” assignments that are within their capabilities in terms of time and complexity. Team Micromanagement

Leading Teams Technique #3: Work Packages

You must clearly describe, in measurable terms, the deliverable(s) the team member should produce. And you must document their availability, as approved by their boss.
Tier 1: Small projects: This level of documentation is often skipped on small projects with three or four team members working on project within a department. But having a simple work pack for each team member avoids confusion about your expectations for their deliverable. Team Member Assignment
Tier 2: Cross-functional projects & Tier 3: Strategic projects: For larger projects, you should document a work package for each assignment. It will make the assignment clear and document the deliverable you expect the borrowed person to produce. The work package also provides a standard format and information base for estimating the hours of work for the tasks and identifying their risks. It is best to document the work estimate and give a copy to borrowed team member’s superior. Team Motivation

Leading Teams Technique #4: Estimating Task Work and Duration

A project management best practice is to estimate the required hours of work so you can measure progress during the assignment. Team Types
All projects: Regardless of the size of the project, you should engage the team members in the process of estimating the amount of work their assignment will take. The work package is the basis for the estimating effort. You are estimating the amount of work (50 hours, for example), not the duration (Oct. 21 through Nov. 7, for example). You should always estimate the amount of work, such as 50 hours. You never estimate just the duration, such as Oct. 21 through Nov. 7. The amount of work required for the task provides you with the ability to more accurately track progress and spot problems. Their availability to do the work (halftime, 2 days a week, for example) is also documented. Team Building

You should also discuss the assignment’s potential risks with the team member and what can be done about them. This helps you avoid, eliminate or mitigate those risks. Finally, the work package should list the required deliverable, the approach to take and the inputs the team member requires to finish their task. Team Building video

Leading Teams Technique #5: Status Reporting

Team members should report status on their tasks every week. This allows you to find problems early so you have an opportunity to fix them before the task or project is late or over budget.
All Projects: Data can come to you by phone, e-mails, a form, template or on “sticky notes.” The important thing is that each week you get the hours of work competed (as of that date) and the estimated hours required to complete the task. No narrative is necessary. You should make status reporting easy so people will do it.  It is a best practice to then give all team members updated status data on the entire project. Effective Feedback

Leading Teams Technique #6: Giving Feedback

All projects: You must give feedback to team members on a timely basis. People want to be praised for a job well done. Remember that public praise is the most effective. People also need to be told when their performance does not meet your expectations. This should be done in private and include what they can do to improve. You must deliver feedback in a way that encourages people to tell you about problems early, when you and the team can define a solution or a “work around.” Constructive Feedback

It is extremely ineffective for you to get angry with team members who report bad news. This action (or reaction) dooms you to find out about problems when it’s too late to fix them. Dysfunctional Project Team video

Leading Teams Summary

Use these proven techniques to successfully lead project teams:

  • select the right team member for each task
  • assign the right size task for their capabilities
  • create a work package to define their deliverable
  • involve the team member in estimating the amount of work required and the duration of their task
  • receive weekly status reports from the team members. Team Member Personality Types video
  • give team members constructive feedback and praise

Matrix Teams

Project Team Culture

You can learn these techniques and enhance your skills for leading teams in our online project management courses. You begin whenever you wish and control the schedule and pace. You work privately with an expert project manager and have as many phone calls and live video conferences as you wish. Take a look at the courses in your specialty.

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