Leaders Vs Managers
We may all be project managers… but are we all project leaders? Managing a group of people or a project plan typically means that we help direct activities or have something to do with guiding the behaviors and actions of our team. But, there is a difference between telling members of our team what to do, and inspiring them to take action. Have you considered whether or not your team members would consider a manager or leader? Or, what distinguishes a leader from a manager?
‘Leaders’ are often distinguished from ‘managers’ by the level of commitment and involvement they have with their team members. For instance, a manager may see their team members as employees who help them achieve a task; whereas a leader sees their teammates as individuals whose skills they can help develop. Managers may be singularly focused on the task at hand, while leaders look toward the bigger picture. Leaders are thought to be more forward-thinking...
Most people can agree that one of the best ways to move from ‘concept’ to ‘execution’ is through goal setting. Whether you are looking to achieve a personal victory or increase productivity within your team- setting goals can be a great way to track performance, improvement, and results. But even though we all know that ‘setting goals’ is important as an abstract concept, do you personally have a proven method for setting and tracking goals that has helped you achieve success? Many of us say we have ‘goals’, but without a written down action plan, those ‘goals’ are just dreams. Introducing a formal system into your goal setting can move you from wishing for improvement to guaranteeing success.
Enter, the SMART Goal. Originally introduced by George Doran in 1981, SMART goals have helped create a systematic approach to setting goals, to help shift your goal from a desire to a specific plan of action. SMART stands for:...
Are you struggling to figure out just HOW to get back to work after a long vacation? Whether your inbox has hundreds of unread emails or your empty calendar is suddenly stiflingly full — getting back to the grindstone after a few days or weeks off can be daunting. Here are some quick tips to help you slow down and take things in stride- and stay out of panic mode!
On the precipice of a new year, it is typically our habit to evaluate the year past and consider both our ‘wins’ and ‘failures’. Did we excel at work? Did we achieve any educational goals? Did we lose weight, gain weight, achieve any personal successes? New Years Resolutions are an age-old (dating back to the Babalonians and Romans) practice used to measure our personal victories and take an honest look at our recent efforts. Outside of general work performance improvements, do you have a plan in place for improving your role as a project manager in 2019?
PDUS2GO has designed the definitive list for maximizing your effectiveness as a PMP in 2019. From improving performance to mastering communication, these top tips can help put you at the top of your game in the new year!
If there was one technique you could employ right away that would increase productivity and improve team morale through minimal effort... would you give it a try? Simply implementing 'active listening' techniques into your daily meetings and interactions is an easy way to achieve improved communication on your team. While communicating with coworkers, employees or teammates today, give this a try: slow down and really focus in on what the person you are speaking with is saying. Don't think about how you want to respond, rather really listen to the message they are trying to get across, and respond with positive body language and by repeating what they have told you. Make this conversation the most important thing to you in the moment, and try to clear your mind of outside distractions. Active listening can lead to positive results quickly, such as faster problem solving and increased morale. Give this effective communication strategy a try today!
Need more tips, tricks and...
If the thought of speaking it public makes your heart race and your hands begin to sweat… well, you’re not alone. Glossophobia (or, the fear of public speaking) is one of the most prominent fears amongst adults. In fact, a reported 78% of people have a fear of speaking in public. But as project managers, this phobia can have real-life consequences on our bottom line (reportedly, this has a 10% impairment on wages across the board for individuals with public speaking anxiety). Whether you are presenting to stakeholders, reporting your ﬁndings in an organization-wide meeting or just having weekly team meetings, this anxiety can prevent you from eﬀectively communicating.
However, even with a pronounced fear of speaking publicly or in front of a large group, there are tactics you can employ to help you seem more conﬁdent and to make sure you are getting your points across eﬀectively. Don’t worry, none of these involve picturing the audience in their underwear. Here...
The end of the year, for many of us, means its a critical time for reﬂection and review. And while we may be reﬂecting on our own performance and job satisfaction- our company may be doing so as well. For many, the end of the year can be a time for decision making about renewing current contracts, looking for new opportunities, or even possibly for seeking greater compensation. If you (like many) feel it is time for a pay increase, you may be feeling some hesitation and anxiety about how to tactfully handle that conversation.
Inter-office communication plays a crucial role in any ofﬁce decision – but perhaps never more so than when it comes time to ask for more money. It’s easy to blow your big chance by being unprepared or blundering through the request, and it’s also easy to feel undervalued and unappreciated if management doesn’t handle the request appropriately. This is a critical juncture in most employee-boss relationships and must be handled with care.
When it comes to communication — not every form is created equal.
Do you find yourself misinterpreted, misunderstood, or mistaken after sharing or receiving texts or email from employees or coworkers? While email and text messages have swiftly taken over as the go-to form of interoffice messaging due to their ease and speed, they are also often the source of confusion and, sometimes, frustration. Humans rely on more than their words to get their point across —and without the inflection, tone, and body language of a face-to-face conversation —a simple message can turn into a misinterpreted mess.
Here is PDUs2Go’s guide to the Top 4 Communication Forms and when you should use them. I’ll give you a hint... impersonal, automated communication should be at the bottom of the list.
1. Face to Face
Face to face communication should be your go-to form of communication when possible.
Always use face-to-face communication for matters of importance i.e. job...
To text or not to text, that is the (hot button) question. Texting is quickly taking over as the go-to form of communication for the office, particularly as younger individuals begin to gain a strong foothold in the workforce. But should this form of communication come with a warning?
Experts argue that these famously short-form messages may often end in miscommunication- especially when used to convey matters of importance.
So if its more than just a friendly reminder or a message conveying basic information (meeting time and location for example), its best to leave it to a more established form of communication.
Have you ever been on the losing side of a misunderstood office text? Check out our Communicating for Results 60 PDU package for expert advice on tried and true communication strategies that say it right the first time.
It goes without saying that not everyone is alike. Your team is made up of a unique group of individuals who perceive things in a unique way and thrive off of different input and rewards. One critical mistake we often make a team leaders is treating these individuals the same- that is, assuming that they will respond well to the same set of instructions, communication, or feedback. Do you occasionally give feedback or instructions that are interpreted differently than you meant? Or, perhaps you have conflict within your teams from people who can’t seem to get on the same page. How do you solve these issues?
Enter, the DISC profile. The DISC assumes that people are, essentially, divided into 4 different categories (Dominant, Inspiring, Supportive, Cautious) and that these categories help dictate the most effective and impactful way to interact with these individuals. Determining who you work with that fits within these categories can be the key to increasing productivity...