Lead the Project Team

Question 1

Guideline for inclusive leadership

Answer 1

• Tailor your approach
• Lead with empathy
• Understand motivation/working styles vary
• Maintain transparency
• Ensure external resources are included

Question 2

5 Leadership styles

Answer 2

Direct - Hierarchical; project mgr makes all decisions

Consultative - Leader factors in opinions but makes the decision

Servant - Models desired behaviors

Collaborative - Team operates autonomously

Situational - Style changes to fit context/team experience

Question 3

Leadership vs Mgmt

Answer 3

Leadership - Guiding the team by using discussion and exchanging ideas

Management - Directing actions

Question 4

Tuckman Stages of Team Development

Answer 4

“Freddie Sales North Past Alaska”

Forming - meet and begin to trust one another

Storming - Begin to assert themselves/take control of issues

Norming - Work productively

Performing - Optimum productivity; collaborating easily

Adjourning - Complete work, shift to next project

Question 5

Project Mgmt Information Systems (PMIS)

Answer 5

Gather, integrate & share project data consistently
ex: microsoft project

Question 6

Artifacts mgmt systems

Answer 6

Store project artifacts (ex: google drive)

Question 7

Information radiatior

Answer 7

Place where everyone can see how things are going, stats, etc.

Question 8

Configuration mgmt plan

Answer 8

how version control is mgmt; configuration mgmt system is the system the project mgt uses to track project changes (ex: sharepoint)

To manage version control use a new version number, date/time stamp & name of person who made the change

Question 9

Maslow

Answer 9

Maslow hierarchy of needs - a motivational theory

Pyramid:
Self actualization
- purpose, creativity, spontaneity

Esteem
- confidence, achievement, respect, etc.

Belonging
- friendship, family, etc.

Safety
- health, employment, etc.

Physiological
- Food, water, etc.

Question 10

Herzberg

Answer 10

Herzberg’s Motivation-Hygiene Theory
(Two factor theory)

Herzberg theorized that employee satisfaction has two dimensions: “hygiene” and motivation. Hygiene issues, such as salary and supervision, decrease employees’ dissatisfaction with the work environment. Motivators, such as recognition and achievement, make workers more productive, creative and committed.

Hygiene: Salary & work environment

Motivators: Advancement, recognition, engagement

Question 11

McGregor’s theory x and theory y

Answer 11

Motivational theory with two contrasting style

Theory X
- workers dislike work
- people avoid responsibility
- motivation is primarily monetary

Theory Y
- People want to be active & seek job satisfaction

Question 12

McClellan

Answer 12

Motivational theory
An individuals needs are shaped by life experiences in 3 areas and one is dominant

Achievement
Affiliation/belonging
Power

Question 13

Reward vs Recognition

Answer 13

Rewards
- tangible, consumer items
- for specific achievement
- don’t reward w/o recognition

Recognition
- intangible
- acknowledge behavior
- can be given w/o a reward

Question 14

Decision-making methods

Answer 14

Voting - consensus driven

Multi-criteria decision analysis (data driven)

Autocratic decision making (leadership driven, based on data)

Question 15

Agile voting methods

Answer 15

Fist of five (voting 1-5 love to hate with fingers)

Planning poker (cards)

Dot voting (put dot on things you like)

Roman voting (thumbs up/down, or fist for don’t care)

Polling

Question 16

Personality measurement tools (3)

Answer 16

Big Five Personality Model (ocean)

Myers Brigg Type Indicator

DiSC

Question 17

Emotional intelligence - 5 components

Answer 17

Emotional self awareness
Self regulation
Motivation
Empathy
Social skills

EI is the ability to intentionally manage your emotions so that they work for you both professionally and personally.

Question 18

Empathy

Answer 18

Key component for emotional intelligence

Inwards (helps individuals)
- understand others
- service orientation

Outwards (Helps teams)
- Develop others
- have political awareness

Question 19

Trainings vs Coaching vs Mentoring

Answer 19

Training - Learn skills for use in the present

Coaching - Learn how to apply new skills or improve exiting ones (puts learning into practice)

Mentoring - Developmental growth through long term relationships; between a novice & more experienced person

*Plan for training, coaching & mentoring - schedule close to time of solution implementation

Question 20

Managing conflict predictive vs hybrid vs. agile

Answer 20

Predictive - project mgrs influence direction and handling of conflict through interpersonal skills & servant leadership
- provide guidance & resources to the team; review team charter

Hybrid - all are responsible for managing conflict

Agile - Team is empowered to resolve conflicts; team lead can facilitate resolution; conflict mgmt should be in ways of working WoW

Question 21

Lea’s Level of Conflict

Answer 21

Conflict intensifies from levels 1>5

1. A problem to solve
2. A disagreement
3. Contest
4. Fight/flight “a crusade”
5. World war

Try to bring people down to ‘a problem to solve’ - write & state the problem

Question 22

Thomas-Kilmann’s Modes of Conflict Resolution (5 types)

Answer 22

Withdraw/avoid
- postpone the issue, good for low stakes non pressing situations (lose/lose)

Smooth/accommodate - concede to maintain harmony (lose/win)

Compromise (moderate lose/moderate lose)

Force/direct/competing (win/lose)

Collaborate/problem solve - (win/win)