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Topics: Communications Management, Talent Management, Teams
Importance of the work environment
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What makes people like the companies they work for is the combination of 3 elements:
- Importance of the work they perform
- Collaboration between people
- Relationship with the leader based on trust (credibility, respect and impartiality)

As a leader (project manager), do you do your part?
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I may not completely agree with the first statement, however, I do my best to represent the values of the company and what I am doing.
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1 reply by Luis Branco
Nov 25, 2019 8:50 AM
Luis Branco
...
Dear Abolfazl
Thank you for participating in this reflection and for your opinion.

What specific statement do you disagree with?

Is there a climate of trust between you and the people on your team?
Network:2854



Nov 25, 2019 8:37 AM
Replying to Abolfazl Yousefi Darestani
...
I may not completely agree with the first statement, however, I do my best to represent the values of the company and what I am doing.
Dear Abolfazl
Thank you for participating in this reflection and for your opinion.

What specific statement do you disagree with?

Is there a climate of trust between you and the people on your team?
Network:1703



This comes back to a few factors:

1. Daniel Pink's trio from Drive - autonomy, mastery & purpose
2. Being able to see progress in the work we do - day over day
3. Recognition on a regular basis (7 days if you accept some of the research into this)

As leaders, we do need to support our team members across these dimensions, however, we also need to be supported by the HR systems and our own people managers in this regard.

Kiron
...
1 reply by Luis Branco
Nov 25, 2019 10:27 AM
Luis Branco
...
Dear Kiron
Thank you for participating in this reflection and for your opinion.

Wrote: "we also need to be supported by the HR systems and our own people managers in this regard"

Can we act in our circle of influence to create an environment of trust with and the team we lead?
Network:2854



Nov 25, 2019 10:05 AM
Replying to Kiron Bondale
...
This comes back to a few factors:

1. Daniel Pink's trio from Drive - autonomy, mastery & purpose
2. Being able to see progress in the work we do - day over day
3. Recognition on a regular basis (7 days if you accept some of the research into this)

As leaders, we do need to support our team members across these dimensions, however, we also need to be supported by the HR systems and our own people managers in this regard.

Kiron
Dear Kiron
Thank you for participating in this reflection and for your opinion.

Wrote: "we also need to be supported by the HR systems and our own people managers in this regard"

Can we act in our circle of influence to create an environment of trust with and the team we lead?
...
1 reply by Kiron Bondale
Nov 25, 2019 3:15 PM
Kiron Bondale
...
We can, but it comes down to our sphere of influence/authority. Good PMs are able to influence positive change well beyond the boundaries of their formal authority but even they might hit limits within their companies on how much change they can catalyze.

Kiron
Network:129471



Luis

This is true but there is an important factor which is honesty and transparency between the team themselves and between them and the leaders.

RK
...
1 reply by Luis Branco
Nov 25, 2019 1:03 PM
Luis Branco
...
Dear Rami
Thank you for participating in this reflection and for your opinion.

We are in agreement.
Trust can only be built between team members and between them and leadership if they are anchored in Principles, including Honesty and Transparency in processes and results.
Network:17


Hi,

In my view, many organizations thinks that people work for the company but in real people work for their leaders if they are not comfortable with their leaders they leave leaders not the work or organizations.

Key Factors influence for better work environment to a person is...

1. Recognition of their efforts
2. Powers provided to them in making decisions
3. Work satisfaction or volume of work
4. Acceptance of their failures and support by leaders to overcome the challenges (Trust,Transparency and relationship)
5. Team members support in their works
6. Motivational benefits,like salary, promotion,etc...
7. Job security and company HR policies.
8. Nice work station with latest gadgets.

As a leader we shall be able to identify and classify the team member by using one of the motivational theory Herzberg's two factor theory. Above listed key factors if consider as most to least in - Forward order is motivation factor and reverse order is Hygiene factor, apply them effectively to make a better work environment.

As a leader, first and most important thing to remember is not to expect 100% perfection and give 100% satisfaction, but important for both type of person is "Trust, Transparency and Relationship". Because expecting perfection is a barrier for new opportunities, skills, building trust, motivation etc. We should look for justice, humanity, passion and a balanced consistency.

Thanks
...
1 reply by Luis Branco
Nov 25, 2019 1:09 PM
Luis Branco
...
Dear SivaPrakash
Thank you for participating in this reflection and for your opinion.

Basically we agree

I would just add what I mentioned earlier:
- Importance of the work they perform
Network:2854



Nov 25, 2019 10:51 AM
Replying to Rami Kaibni
...
Luis

This is true but there is an important factor which is honesty and transparency between the team themselves and between them and the leaders.

RK
Dear Rami
Thank you for participating in this reflection and for your opinion.

We are in agreement.
Trust can only be built between team members and between them and leadership if they are anchored in Principles, including Honesty and Transparency in processes and results.
Network:2854



Nov 25, 2019 12:43 PM
Replying to SivaPrakash Mohan
...
Hi,

In my view, many organizations thinks that people work for the company but in real people work for their leaders if they are not comfortable with their leaders they leave leaders not the work or organizations.

Key Factors influence for better work environment to a person is...

1. Recognition of their efforts
2. Powers provided to them in making decisions
3. Work satisfaction or volume of work
4. Acceptance of their failures and support by leaders to overcome the challenges (Trust,Transparency and relationship)
5. Team members support in their works
6. Motivational benefits,like salary, promotion,etc...
7. Job security and company HR policies.
8. Nice work station with latest gadgets.

As a leader we shall be able to identify and classify the team member by using one of the motivational theory Herzberg's two factor theory. Above listed key factors if consider as most to least in - Forward order is motivation factor and reverse order is Hygiene factor, apply them effectively to make a better work environment.

As a leader, first and most important thing to remember is not to expect 100% perfection and give 100% satisfaction, but important for both type of person is "Trust, Transparency and Relationship". Because expecting perfection is a barrier for new opportunities, skills, building trust, motivation etc. We should look for justice, humanity, passion and a balanced consistency.

Thanks
Dear SivaPrakash
Thank you for participating in this reflection and for your opinion.

Basically we agree

I would just add what I mentioned earlier:
- Importance of the work they perform
Network:1703



Nov 25, 2019 10:27 AM
Replying to Luis Branco
...
Dear Kiron
Thank you for participating in this reflection and for your opinion.

Wrote: "we also need to be supported by the HR systems and our own people managers in this regard"

Can we act in our circle of influence to create an environment of trust with and the team we lead?
We can, but it comes down to our sphere of influence/authority. Good PMs are able to influence positive change well beyond the boundaries of their formal authority but even they might hit limits within their companies on how much change they can catalyze.

Kiron
...
1 reply by Luis Branco
Nov 26, 2019 10:02 AM
Luis Branco
...
Dear Kiron
Thanks for your comment
Formal authority is different from circle of influence.

The Project Manager's circle of influence can extend to the entire organization even though it has no formal authority (designated as power).

The important thing is that, in its cycle of influence, the Project Manager can influence the work environment positively.
Network:2854



Nov 25, 2019 3:15 PM
Replying to Kiron Bondale
...
We can, but it comes down to our sphere of influence/authority. Good PMs are able to influence positive change well beyond the boundaries of their formal authority but even they might hit limits within their companies on how much change they can catalyze.

Kiron
Dear Kiron
Thanks for your comment
Formal authority is different from circle of influence.

The Project Manager's circle of influence can extend to the entire organization even though it has no formal authority (designated as power).

The important thing is that, in its cycle of influence, the Project Manager can influence the work environment positively.
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