This is the official discussion thread of the webinar Aug 2015 - Growing your PM Leadership Toolkit - Connie Plowman. Here we will post all the questions asked during the webinar as well as presentation slides. Also there is an additional handout for the webinar attendees that will be posted here. Any questions or issues please contatc me [email protected] - Suja Saving Changes...
Thank you for your questions and for attending today's webinar. I will respond to your questions tomorrow. Reminder: DWYSYWD -- Do What You Say You Will Do!
I try to step back and ask: why does this person need to be micro managed? Perhaps I should consider an education opportunity for this individual, a re-alignment of responsibilities, and/or review of shared expectations.
When it comes to fact-based discussions, the conversation is focused on the data and evidence - not on the person. For example: One could ask "show me the facts to support your statement."
In my opinion, micro-managing does not create a healthy work environment nor growth in an individual. I would much prefer a fact-based discussion. Micro-managing vs discussion of facts: person vs. data. Two different things.
What are your thoughts? Please share -- Thx. Connie
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QUESTION: Any clue how Leadership can support decision making?
Mohammad, thank you for your question about leadership and decision making. It caused me to reflect on how I have seen leaders handle this.
Too often, I see leaders decide - then undecided - then decide again. It seems that some decisions never stick! And the organization is like a "school of fish" -- going back and forth.
My boss (CEO) had the practice that once a decision was made, it was not re-visited -- unless something drastic happened in the business. I have taken a similar approach in my leadership style and decision making.
I also found an article in the November 2007 issue of Harvard Business Review on "A Leader's Framework for Decision Making." While there are parts of the article that I didn't care for, there is a great grid about:
1. The different types of decisions: simple, complicated, complex, chaotic
2. The characteristics of each
3. The leader's job
4. The danger signals
5. Response to the danger signals
It's an interesting grid. Take a look when you get a chance. I would be interested in your thoughts. Thanks for the question. If I am "off base" with my answer, please let me know. I will try it again. Connie
And one last thought --
“On an important decision one rarely has 100% of the information needed for a good decision no matter how much one spends or how long one waits. And, if one waits too long, he has a different problem and has to start all over. This is the terrible dilemma of the hesitant decision maker.”
? Robert K. Greenleaf, Servant As Leader Saving Changes...
Tessa Cappuccio: Is this based on DISC? (reg what kind of leader are you?)
Fredrick Denham: is Strength Finders a book or website (or both)?
Karen Tack: What size group work best for the Strength finder 2.0 team building idea?
Tessa, Fredrick, Karen - thank you for your questions on Strengths Finder. I hope you don't mind that I am answering your question as a group, since they are related.
Strengths Finder is a book and a website. As a manager and leader, I like to reference the book. It has great information for maximizing my own strengths, and the strengths of individuals reporting to me.
(The access code to the assessment tool is in the back of the book. The assessment is by The Gallup Organization.)
In addition to Strengths Finder, there are many, many assessment tools out there -- Strength Deployment Inventory (SDI), DISC, Myers-Briggs, and others. Personally, I like Strengths Finder because it is easy to understand and can be used in team building.
I have used it with project teams, direct reports, chapter boards, and others. The largest group I did was 20 people - who really were not a team -- just a group of people.
I prefer to use it in teams, so that everyone benefits from knowing their own strengths, and the strengths that each person brings to the team.
A team of 12 or less would be ideal for me in doing this exercise. I would be glad to share the results of my team so that you can see how I did the mapping. Just let me know if this would be of any value.
Thanks again for your participation in the webinar and for your interest in Strengths Finder. Please reach out if you have any more questions. Thanks. Connie
QUESTION: Questioning, critical thinking and fact-based management tools: In addition to the presentation, would you please suggest tools with this purpose? Attached follows "Socrates Questioning Technique".
Hi and thank you for the question - and the supporting document on Socrates Questioning Technique. I read the article with great interest.
Two other tools that I use is:
6 Thinking Hats by Edward deBono. I like this approach in working with teams, and questioning from 6 perspectives. Check out his book or a YouTube video. It's a very effective approach in certain situations.
Also, Appreciative Inquiry. I am learning more about this approach in the Leadership Institute Master Class. Have you used this? I would be interested in your feedback.
Just 2 ideas from me. Hopefully others will jump in with their "brilliant" ideas as well. Thanks again for the document. I love sharing and learning -- leadership is a 2-way street! -- Connie
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