Viewing Posts by Vivek Prakash
In my last post, I discussed how powers of position—legitimate power, the power to penalize and the power to reward—don’t create a productive environment. To continue the discussion, I’d like to look at how to turn over powers to team members to create more productive environments.
1. Delegate work: This is the first step toward releasing power. Delegating creates opportunities for us to entrust powers to team members. However, be cautious of downloading—searching for candidates to do work simply because we’re overloaded. Delegating is more strategic. It involves identifying the right work to delegate, finding potential in the team, assessing skills gaps, preparing a plan, providing training and then sparing time to support.
2. Take risks: Even if we delegate, the accountability for work still lies with us and we are answerable to their faults. In fact, giving work and power to team members is filled with risks. However it has its own rewards. Taking risks is essential to provide opportunities to team members, grow their capabilities and create a productive environment. We can mitigate the risks with better planning, by assessing skills gaps and by preparing a response plan. Reviewing and supporting the team members during execution is an important part of risk mitigation.
3. Be an enabler: Acting as enabler is the most powerful practice to entrust our power to the team. It means we are no longer only an actor, doing the work, but also a resource to our team members. An enabler provides direction to team members, coaches them to take new steps, enhances team members’ skills and lets them face challenges. He or she helps teams find the solutions rather than providing a readymade one.
Enabling also means providing praise and constructive feedback regularly—or even sometimes in the moment.
4. Empower: When we become a resource for our team we stop executing our formal powers because it was the manager who had these powers. One of those powers we are giving up is the power of making decisions. Empowering team members to make decisions requires patience. We shouldn’t panic and start acting like a manager to see quicker results. These moments are tests of our trust in our people. Instead, go back to the enabler mindset—explain the circumstances, suggest options and describe the benefits of finding a final or intermediate decision within a given timeframe.
By turning over these powers to our team members, we not only show our trust in their capabilities, but give them opportunities to enhance their career. This will surpass all the benefits of reward power. It will also generate a positive energy of ownership, collaboration and cooperation, leading to a productive environment that can never be achieved via the negative energy of legitimate or coercive powers.
I look forward to hearing your experience.
As project managers, we are entrusted with power. We assume three types of powers as soon as we become a project manager—legitimate power, the power to penalize and the power to reward. Also called powers of position. We often use these powers to get the job done, resolve conflicts among team members, pressure the team to fast-track, quickly make a decision, etc.
Yet the powers we use can come with a hefty price that we often ignore. In fact, that price can even outweigh the benefits we receive. Which raises the question: Why make this loss-making transaction?
One reason is that we pay the price either at a later date or we pay it gradually or indirectly. Therefore we don’t realize we are paying it at all, or we are just more interested in the short term.
For example, if a team member resigns, he may not give you the real reason behind his departure. We only realize there is a problem when several people quit! By then, too much damage may have been done to the organization or project.
Another reason we make this loss-making transaction has to with perception. Most managers think the power to penalize is bad. They believe using legitimate power is fine and using the power to reward is preferable. However, if you analyze carefully, you will find both of these powers have serious limitations.
You may find the only benefit of using these powers is saving time. What we sacrifice for quick results, then, are harmony, mutual understanding, unanimity, openness, fairness and justification.
By wielding power, we force decisions. If we penalize team members, we create fear. That makes people agree to what we want while putting their reservations aside. Openness is lost and communication breaks down.
When we use legitimate power, we tell people to do something because we are the project manager. Indirectly, we convey that we don’t have time to explain to you or convince you or respond to your reservations. The harmony and mutual understanding are lost.
The power to reward could be better than the other two, but it has several limitations and should be used very carefully. Rewards motivate people, but only if they are implemented with true honesty and transparency, which is not easy or common.
The risk is that people may agree with you in expectation of a reward, putting their legitimate doubts or questions aside. In addition, there may be more people who feel they are eligible for reward, but only one gets it, making others unhappy.
Our tendency to give rewards to excellent people does not allow us to recognize and reward average team members. They are not even getting motivated because they know they will not reach that league of excellence.
Or, people may be productive until they get what they are expecting. Then you have to continuously give something to everyone if you want them to be productive. It’s like keeping a carrot in front of a horse all the time—not as productive as it appears.
So what is to be done? The answer is simple: Give your powers to team members. In the end, this approach will be much more productive. It creates a healthy environment—healthier than what follows from deploying power in the traditional top-down ways.
In my next post, I‘ll discuss how we can give these powers to team members and how this will help create a productive atmosphere. Meanwhile, please share your experience and views on using powers below!
Innovation is a natural skill in human beings—that’s how we moved from the Stone Age to the Space Age. The corporate world, however, seems like it’s in a different universe, where everyone wants innovation but appears to be racing to kill it. Here are a few easy-to-use tricks for you to join the race.
1. Focus on the quarter
Make sure you’re not allowing your team to think beyond a quarter. Quarterly results are dear to CEOs. So only focus on the next quarterly result and make sure everyone on your team does too.
2. Be Impatient
Patience is a weapon of lethargic people. You should never allow it to develop in your team. Any project or idea that takes time to materialize should not be your cup of tea. Let your team members continue to focus on your short-term goals.
3. Keep the team busy
You should be a very strict taskmaster. Check what time your team comes in and leaves for the day, and all the activities they do in between to ensure they are continuously busy in day-to-day activities. Keep their task list overflowing so that no room is left for any free time or “blue sky” thinking.
4. Maintain order
You should lay down strict processes and not allow any deviation at any cost. Teams must follow the process even if it is not required. You never know how a simple deviation could turn out to be an innovation. Explain to your team that doing things differently is the job of other teams!
5. Stay safe
Just in case the above suggestions do not impress you enough, and some little spark in the corner of your heart wants to allow a deviation, let me warn you—they all are full of risks. Risks mean uncertainty that can put your project in trouble or jeopardize your dearest short-term goals. They can even hit your reputation of consistently delivering linear results. You should play it safe by taking the routine paths already proven by others.
6. Don’t listen
Listening will be seriously injurious. If anyone comes to you suggesting a solution to a problem or a new way of doing something, don’t listen. Sometimes, you may be tempted, especially if someone’s sharing success stories. But ignore it all, lest innovation seeps in. If anyone suggests any idea, reject it immediately, giving a very routine reason, such as “it will not work in our project.” You should not give any new reason, otherwise it will appear that you are doing some innovation.
7. Reward only the million-dollar idea
Rewards are precious and should be given to the best of the best people. If a stubborn team member implements a good idea despite all your efforts, immediately point out a flaw in it, ignoring everything else. If this person meets some early-stage failure, that’s an opportunity for you to explain to the team why they should not try new things. Thoughts of rewarding someone should not even occur to you until the idea is recognized by some external agency.
I’m being facetious, of course. My point is that breakthrough innovations are not harder in practice than many seem to think—but our day-to-day responsibilities and deadlines make it hard to step back and change thinking.
What do you think are the most common practices that prevent innovative thinking? How can they be avoided? Please share your thoughts in a comment below.
The PMBOK 5th Edition Hindi Translation Team Gets Recognition
This piece continues my previous blog posts, “The Techniques That Don't Resolve Conflict” and “The Only Technique That Resolves Conflicts,” which looked at why no technique other than collaborate/problem-solve truly resolves a conflict.
Researcher Bruce Tuckman suggested that a project team generally goes through the forming, storming, norming and performing stages. In this post, I will discuss a team that skipped the storming stage—or, rather, they managed their conflicts so well that they spent most of their time in the performing stage. Fortunately, I was part of the team.
PMI India took up the task to provide the PMBOK Guide—Fifth Edition in Hindi to promote project management in Hindi-speaking regions. The project initiated in February 2013 and aimed to finish by August 2013 so the new Hindi version could launch at the PMI National Conference in Delhi in September 2013. We had only six months, and the team was yet to be recruited. We had to onboard a translator and form a Translation Verification Committee (TVC) of subject matter experts who were native Hindi speakers with sound knowledge of the PMBOK Guide—Fifth Edition.
The cover of the PMBOK 5th Edition Hindi version.
PMI India already had some volunteers for the TVC. We selected a few names and started interviewing. We also tried to persuade people who were part of the TVC for the Fourth Edition to participate. We intended to select eight people for the TVC, but we settled for seven.
Facing and Overcoming the Challenges
After finalizing the team, the kickoff meeting happened on 31 March, 2013. So we had only five months to complete the job. We met the first time to understand each other and set the agenda. We prepared a schedule with our best estimates. It turned out those estimates had us completing the project in October! That was not acceptable, but we decided to start work on the first three chapters and revisit the schedule later. We decided on one face-to-face meeting per month on a weekend and to connect via a conference call in between.
In the first call, we could see what we feared most. There was a lot of discussion to select the right word and sentences, and we couldn’t make much progress.
At the second meeting, the target was to finalize Chapter 1 on the first day, but again there was a lot of discussion about choosing the right word, and we could not complete the chapter. It was a matter of concern now.
We decided to set ground rules:
At the third meeting, we lost one of the team members. Before the fourth meeting, another was transferred out of the country, reducing his availability significantly. Now the only way to complete the project before 31 August was to take less time in review. The only way to do that without losing quality was to keep our conflicts in control. Forming the above rules turned out to be the most critical factor. Obeying these rules reduced unnecessary discussion and considerably improved the pace. We completed all the activities by 27 August, leaving two weeks for printing and publishing.
Working on this project, I closely observed how a team can manage its conflicts and focus on delivering the work. The following five factors were most critical:
Do you have a similar experience or opposite to it? Please share your view.
This piece continues my previous blog post, “The Techniques That Don't Resolve Conflict,” which looked at why no technique other than collaborate/problem solve truly resolves a conflict. Withdraw/avoid, smooth/accommodate, compromise/reconcile and force/direct are all temporary solutions—they postpone conflict resolution for a later date. Problem solving (through confronting and collaborating) is the only way to settle the conflict for good.
Here are a few points to help resolve conflicts to achieve a win-win.
Separate the Person From the Problem
Normally, people are not right or wrong. They just have different opinions, or want a different outcome than us. There is a fair possibility for an opportunity in this difference. As soon as we start seeing the difference from an angle of opportunity, we reduce our negative emotions, reduce negativity toward the person, start taking an interest in his or her viewpoint and put more focus on the problem.
Respect the Opposite Party
See the rival as a potential ally and friend in this opportunity. Respect him and his views. Genuinely try to help the other party achieve their goal. Persist with this approach even if it is not reciprocated.
Keep the Dialogue Going
It usually takes some time to work through conflicts. Matters do not get resolved quickly or within the time frame we expect. We have to maintain patience and resist the urge to fast-track the decision. Actively explore for a suitable time, engage in a two-way conversation, listen to the other party and express our views. Focus more on the points where we share common ground.
Find the Root Cause
Finding the root cause of the conflict is key to attacking the problem, and not the person. Often the reasons that appear on the surface are different than the real problems at root.
Quite often people cannot express what they really want. We often call this a hidden agenda. Many times, this hidden agenda is not as bad as it appears. For instance, some people do not openly say that they are looking for a promotion, but that’s what they really want. We have to figure out the real need by establishing a two-way conversation.
We also have to look into whether the outcome the other party seeks is a need or interest. Interests are more aspirational, and we can put them on the table. Needs, on the other hand, are basic and therefore nonnegotiable.
Allow Others to Save Face
If the other party comes out clearly on the wrong side or starts losing face, it is not the time to slap. Instead, offer opportunities to save face. Allow the other person a safe way to exit with respect.
Use the Law of Reciprocity
Reciprocity is the foundation of living together. What we give is what we get. Empathizing and showing acceptance creates an environment of acceptance. If we make a concession, quite possibly the other party also responds. When we realize that the other party has made a concession, we should reciprocate it.
Create an Emotional Link
Emotions are at the core of conflict resolution. Create an emotional link with the other party. We must foster positive emotions such as trust, empathy and acceptance by showing these emotions. Also, we should reduce negative emotions such as anger, fear and frustration. We must balance logic and emotions.
We can find conflicts almost everywhere. The good news is that they can bring more inclusiveness and cohesion in the project team if settled by confronting and not by withdrawing or forcing.
Confronting means: Let’s talk, let me understand you first, let’s find out the root cause, respect others and create an emotional connection. I believe any type of conflict can be resolved by confronting, bringing a win to both the parties.
What’s your experience? Please share your views.