High Performing Team =
Functional Conflicts + Psychological Safety
I’ve worked in Consulting Partners where I’ve been given a new team for every new project assignment.
And my task is to quickly turn a group of people into a tight knit team.
How?
I use the formula above.
However, there are a few things I do not tolerate in my team, and I am fairly quick at fixing it.
(1) Toxic individuals whose behaviour creates tension and fractures relationships
(2) Individuals who purposefully misrepresent themselves and is found out when they are unable to perform to expected standards.
I have more sympathy for (2), and will try to understand the root of the situation.
However, clients pay us for high quality work, and my team will not be able to perform if I have a team member who has lied through the interview process or whose cv has been exaggerated.
My job as a Project Manager is to make sure my team is fully capable of delivering quality project.
I do that by making sure I
– have the right people on board
– create a high-trust and safe environment for candid, respectful conversations to happen
– inject humour and playfulness while setting high expectations
– ask good questions about how we can do things better
– embed emotional intelligence into our collective consciousness
When everything is in place, we are in for a fun ride even if
– we have a tough client
– the political landscape is challenging
– there is pressure from technical issues and deadlines
We can only do what we can to make the work worthwhile.
Part of the equation is being surrounded by great people, doing awesome work.
Oh, and regular donut treats help a lot too! 😋🍩
#OnThePeiroll
#Leadership
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