Tag Archives: Effective Communication

04-Managing a project team, team dynamics, team roles

How do you Team?

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I personally have found that every project I start I find myself re-integrating with a new team. On one project I may be working with a local group of people I know well and the next day (or even a few minutes later) the team I work with may have oceans between them both geographically and in our experience/knowledge base. I find myself constantly searching for a new role to play on each team. Every time the team changes, new expectations or even demands are imposed upon me.

Being able to succeed in these constant environment changes isn’t easy; it demands that I develop myself to be flexible in the roles I play on each team. I cannot always be the best communicator or the best analyst or the best manager; I may be assigned projects for which I am the least knowledgeable person on the team. Yet, I need to always find a role to play that adds value if I am to be successful.

In Amy C. Edmondson’s blog she describes “The Three Pillars of a Teaming Culture” that fuel successful teams in this rapidly changing environment. She states that we should create a culture of; curiosity towards each team member’s abilities and knowledge, be passionate about the task at hand to motivate cooperation and be empathetic enough to not only hear but rather comprehend other opinions.

These three “pillars” have already helped me re-think the way I approach my constantly changing environment. By listening and engaging more with the people I am working with, we have collectively gained an understanding of where each other’s frustrations and inspiration comes from. We are exponentially increasing the quality of work we do collaboratively and independently, as we are now able to gather thoughts, debate them and decide on a direction more efficiently without hesitation.

Do you think the three pillars can help you get more out of yourself and your team? Are you able to constantly find a way to bring value to a changing environment? Do you feel that working in a team is making you more productive? Do you teach others, learn from others or truly collaborate as a team? How do you team?

More on the 3 pillars:
http://blogs.hbr.org/2013/12/the-three-pillars-of-a-teaming-culture/

04-Managing a project team, creativity methods, feedback, stress-testing recommendations, team dynamics, team roles

4 Ways You Can Drive Seismic Performance

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As I reflected on Professor Noonan’s closing remarks last week, I thought about how can I make a difference to my team. How can I bring value not only to my department, but also to my employer. Professor Noonan emphasized that everyone has the potential to make a contribution, to think of some process or task that can help drive results and improve productivity.

I came across this article on Forbes that drove home this point for me, “4 Ways You can Drive Seismic Performance”
http://www.forbes.com/sites/ericschiffer/2014/08/13/3-ways-you-can-drive-seismic-performance/

The article suggests the following key takeaways:

1) Face Yourself On the Stand And Fire Away – Step back and reflect on what matters most to the company to elevate it. It can be as simple as automating a report.

2) Act to Kill – This sounds a little violent :), but it is just a sensational way that the article suggests that you should be deliberate and consistent in achieving your daily professional goals. Act!

3) Commit or Go Home – Commit and do not fear failure.

4) Rewire the Jet at 36000 feet – Keep progressing even in the face of hindrances.

In essence, “figure it out” and “get it done!”

07a-Crafting an effective formal presentation

How to pitch to VCs, and why accounting does not matter

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While most of our class was enjoying accounting, I had a pleasure of taking Charlie Goetz’s Entrepreneurship class.  Charlie is a fascinating person – full of energy and entrepreneurial spirit , he could survive anywhere. He is also extremely successful, building multiple business from the ground up and selling them to wealthy investors for large sums of money (including a business that exclusively sold french fries).  While working  on a project in  his class, I finally realized that it is not just about ideas and execution – Charlie’s pitch and presentation were keys to his success. One might have the best idea and great execution – but if you can’t sell it to real people, especially people with money and connections, all those ideas will be worthless.

One presentation that each entrepreneur hopes to have is a pitch to a venture capitalist – that means your idea made it past the idea stage, and you have an opportunity to make it big. If you can sell your idea to a venture capitalist, you can sell your presentation to anyone, whether it is your boss,  Professor Noonan,  or even Dean Lewis. So how does one prepare for this presentation – “the Money Game” section at WSJ has few tips:

– Present Yourself:

Modesty does not pay. Each presentation, whether to a venture capitalist or to your classmates, is a lot like a date. People want to know something about you,   they want to know why they should listen to you.  Going to straight to your presentation is a lot like like going on a date and saying “Let’s get it on”.

–  Tell it to mom:

Keep is simple.  Steve Jobs once said:

“Simple can be harder than complex: You have to work hard to get your thinking clean to make it simple. But it’s worth it in the end because once you get there, you can move mountains.”

When making a presentation, keep it simple and understandable. It is always easier to send more information to ones who need more details,  but once you loose your audience, it is impossible to get them back. One caveat – the assumption needs to be clearly explained, and your pitch needs to be grounded in reality.

– Don’t Play with numbers:

Integrity is paramount. Whether pitching to a VC or your Boss, you cannot undermine their trust. A lot of presenters try to focus on the positive, but what one needs to show is they have though of the negatives and have a plan to address it.  It absolutely necessary that your audience can trust you.

– Stay on the radar:

In class, the presentation may end on the day of the class. Yet in the real world,  this is just a start – persistence pays off.  Even if you receive a no at the first pitch, you should keep in touch with the investor.

Your can read the rest of the article at WSJ.

PS. Accounting is crucial to business, and multiple accounting scandals of the 2000s certainly proved that.  However, the is always a CPA when you need an accounting advice, but you are the one who needs to make the pitch.

 

 

03-Planning the work of a team, 04-Managing a project team, team dynamics, team roles, work plans

MANAGE AND PLAN LIKE A FORMULA1 TEAM

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Manage and Plan Like A Formula 1 Team

“You don’t drive races on paper” – Kimi Raikkonen.

I have been a Formula1 racing aficionado since a kid. I would watch live telecast of a race hosted in any time-zone and also attended the Grand Prix at Austin. Their planning, strategy, risk management and precision has always amazed me. For once I saw the race from the eyes of a Project Manager and not a race car aficionado. There is so much that I have learnt which helped me in handling my projects much efficiently.

If we compare, Formula1 season is like a project and each race is like a milestone. The season has a Scope, Timelines, Requirements, Resources, Budget, Strategy, WBS, Quality assurance, KPIs and so does each race. Engineers, designers, mechanics, PR all work for the driver to help him minimize risk and increase the opportunities to win the race.

A race car driver is faced with competition, risk of crash, financial loss if any damage to the car and more. With all these, it is only imperative that the team provide an early identification and assessment of risks. The point is to know and stick to a threshold. We need to go through the hardship of taking the risk to either be successful or learn the lesson and move on.

“ I accept every time I get into my car, that there is a 20% chance I could die, and I can live with that risk – but not 1% more” – Nikki Lauda

Project management shall lead to the team success. Project plan which is monitored and updated as necessary, maintaining communication with all the stakeholders, maintain all the project documentation including meetings notes, technical reports, Analytics, diagnostic reports, KPIs and develop contingency plan for all the risks. All the above apply equally the same to Formula1 or software development or construction of a building or any other project. Any slight error to capture or communicate information would have an impact on the productivity and performance. Thereby posing huge threat on the budget or deadlines.

The project manager should be wise to have the technical resources working only on the dedicated project without having any internal pressure to work on other projects. If resources have to be shared project manager should plan to have the phase prior to entering the core of project work as switching projects would interfere with engineer’s concentration. All communication should happen at the discretion of the project manager, who in turn should be capable of knowing what to speak, when and to whom.

It is also very important to know who is responsible and who is accountable for what. During the race the Pit stop-team is responsible for changing the tires, cleaning driver’s helmet, replacing the damaged body parts, etc. It is the responsibility of one ‘lollypop man’ to control the car’s departure from the pit stop. The precise timing and millimeter perfect choreography plays an important role in the race. If a nut is loose, someone at the pit-stop is held accountable. If departure timing conflicts with another race car, the lollypop man is held accountable. In any projects RACSI (Responsible, Accountable, Consulted, Supported and Informed) plays a vital role to manage the roles and responsibilities of stakeholders and team members of a project.

I could writes pages and never give a closure to this article. There is a lot to be explored and learnt and every race gives me a new insight. 

07c-Telling stories

Importance of storytelling in business and effect of interactive media in this process

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This article discusses the importance of storytelling in communications and its effect on creating strong bonds between people, consumers, and businesses. The article also talks about the effect of technology and interactive media on business and consumer interactions. http://adage.com/article/guest-columnists/storytelling-apple-google-chevy-led-success/229814/

Throughout ages storytelling has been used as a tool to convey our thoughts, educate ourselves and help others to shape their opinion about us. The article uses “journalists”, “teachers”, “athletic coaches” and even “moms and dads” and “little kids playing with dolls and fire engines” as examples of storytellers that each have their own tale to talk to others about.

Storytelling is also essential to the success of many businesses: how effective they interact with consumers and how well they build value with them. The article points out a creative method used by successful companies to build upon their stories; “creation myths: Jobs and Wozniak toiling away in a garage; Page and Brin penning plans for Google at Stanford; Coca-Cola’s secret formula locked in a vault”; these tales convey company cultures to consumers and help businesses to shape consumers view about the company and build value with them.

The importance of storytelling can specially be appreciated in the advertising industry as it plays a key role in creating bonds between consumers and the brands. The article uses Chevrolet and Pepsi as examples: “Chevrolet has been associated with “baseball,” “hot dogs,” “apple pie” and the American ethic for almost 100 years. Pepsi has been “the choice of a new generation” in one way, shape or form for more than half a century.”; I think diligent communication and well-crafted storytelling techniques helped these to companies to build special bonds with their consumers.

Thanks to today’s advanced technology, consumers and business are able to communicate more effectively via interactive media. Just like this very blog that we are using, consumers can leave their comments about a particular product and the feedback can then be expanded by other people’s comments. I think this type of storytelling benefits both sides as producers can improve their products based on the collective feedback ‘story’ received from consumers.

While interactive media provides a communication channel between businesses and consumers, it may have some shortcomings as well. Focusing only on boosting their efficiency, some advertising and distribution companies have missed on building ‘deep relationships’ with their consumers and instead focused on how many ‘likes’ or ‘clicks’ they are receiving; I believe that by using such techniques, not only the companies do not receive in-depth product feedbacks, but also they weaken their relationship with the users! This is a limiting factor for interactive media and needs to get improved over time.

01-Structuring a problem, 03-Planning the work of a team, 04-Managing a project team, work plans

Tips for Leading or Attending Your Next Staff Meeting

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Staff meetings. We know the drill. I think we’ve all had experience with good ones, and ones that are just plain awful.

In my experience, staff meetings have served a number of different purposes: updating others on the progress of projects, decision-making, feedback on work, getting insight from team members, problem-solving etc. The success of those meetings depended on the number of people who attended, how prepared individuals were when they went to the meeting, knowing the purpose of the meeting, and knowing the end goal of the meeting—not be confused with “what” the end goal is going to look like. For example, before you go into the meeting, you know that you want to come out with a solution to your most recent sales issues with a customer—you don’t know what that solution may be until the end of the meeting.

The following tips are from an HBR blog post about the most common mistakes that are made when trying to run a staff meeting. I’ve summarized them below:

  1. There’s no clear objective. To avoid this, make sure the objective of the meeting is clear so that “participants […] know what to expect and how to prepare.”
  2. There’s no focused agenda (despite having a clear meeting objective). This means that the agenda items are unclear (and not detailed enough). Speak to attendees beforehand to determine what exactly they want to discuss and how much time to allot to them.
  3. Not everyone in the room has a chance to speak. Ask directs questions, give “the mic” to them to speak, let the interrupters know they’ll have their time to speak = more engagement from everyone.
  4. Endless debates without a conclusion. This goes back to Mistake #2. If folks have an idea of what the agenda is beforehand, then they can come prepared with data to back potential arguments or provide useful feedback.
  5. Not reaching a consensus on an action item. Before you leave the meeting (or soon after), identify what’s supposed to be done, who is supposed to do it, and when it’s supposed to be done by.
  6. No remembering to give “kudos” to individuals. Towards the end of the meeting, make sure that you still recognize certain individuals or teams for their efforts. Help bring everyone’s efforts and hard work full circle—remind them of the overall goal.

Now I wanted to ask you…

  1. What “mistakes” have you made in a meeting?
  2. Based on your experience, what tips do you have on leading a successful meeting?
  3. What do you do just before a meeting? Right after a meeting?
07b-Using good information design, 07c-Telling stories, 07d-Delivering a presentation, clearing slides, PowerPoint resources, slide-craft

What Not To Do

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What Not To Do (When Giving a Presentation):

While most of us know what we “should” be doing when it comes to giving presentations, we oftentimes forget what we should NOT be doing. I have realized over time that what we should vs. should not do are not inherently mutually exclusive. You can be doing everything that you are “supposed to” (i.e. following best practices), but simultaneously be making common errors that can limit the effectiveness of your delivery.

I’m as guilty as anyone when it comes to checking the boxes for everything that a strong presentation should have, but I’ve started to realize that by diagnosing errors that I am more inclined to make, many of the recommended strategies subsequently fall in line naturally.

To frame this as a metaphor, I’m talking about targeting the disease, not making the anecdote stronger. I’ve found that this starts with getting back to the basics and building from there. So, what are some of the more common pitfalls in presentation delivery? After vetting several resources I’ve consolidated a list of quick anecdotes that I have found to be helpful to keep in mind:

  • Avoid reliance on slides. Slides are there to compliment your presentation and provide a framework, not the other way around.
  • Overload: Less is more. Too much talking and/or too much text will easily disinterest any audience, no matter how rich the content.
  • Avoid Apologies: If something goes wrong, there is a typo, you say something incorrectly, etc… JUST GO WITH IT. Odds are that no one else noticed and by drawing attention to it you are just calling out yourself (and your credibility).
  • Avoid filler words: This is public speaking 101, it sounds easy and we’ve heard it thousands of times, but it is absolutely critical. Unfilled airtime between sentences and ideas is okay. Specifically avoid “um”, “so”, “right”, and “you know” are very common and very distracting!
  • Going over your allotted time: Once you start to go long you begin to lose your audience. And once you even begin to lose your audience, it’s too late. This can cause the audience to miss your “big finish” and really tear down everything you’ve worked so hard to build.

While there are many more, these are just some of the most common problems that can hold you back from delivering the most effective presentation possible. We never get to a point where we are too advanced to worry about the basics. While one of these points are anything that you haven’t heard before, hopefully you will find some of these to be helpful reminders.

 

Helpful Resources:
http://www.inc.com/eric-v-holtzclaw/big-presentation-5-rookie-mistakes-to-avoid.html
https://www.youtube.com/watch?v=gNG0etmnwuk
http://blogs.hbr.org/2012/12/avoid-these-five-mistakes-in-y/

 

07c-Telling stories, 07d-Delivering a presentation

Making Stories Soar

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One area that I want to improve is my ability to tell good stories. I tend to rely heavily on my ability to connect with the audience by using numbers/figures but do not spend enough time preparing simple stories that effectively relate my points. Here are a couple pointers to improve your story-telling. Here are 2 simple rules that I found from the executive coaching sit: Essential Communications. Please see below for the link to the website. Stories soar when you follow two rules:

  1. Tell us details of what people did, said and felt. Don’t hover over the forest telling us about the landscape; bring us down onto the forest floor so we can enter the landscape. Give us the leaves and roots and dirt. Details of what people did, said and felt pull us into the story.
  2. Connect the details to other details. The details of what people did, said and felt must connect to and influence other details of what people did, said, and felt. The details you tell us need to feel important. In order words, the details you include must affect the outcome of the story.

Other Tips:

  • If the details don’t connect to other details, cut’em out.
  • Does everything in the story have to be true? The answer is no. But everything in the story has to feel true. The details what people did, said and felt have to create a truth that feels authentic.

http://www.essentialcomm.com/tips/execcoachtips/making-stories-soar-030311.html

03-Planning the work of a team, 04-Managing a project team, 07a-Crafting an effective formal presentation, 07c-Telling stories, 99-Applying business intelligence, team dynamics, team roles

Are you a Leader or a Manager?

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I took a class in undergrad about “Servant Leadership” by Robert Greenleaf. I started questioning the difference between a manager and a leader, and have been intrigued by the concept ever since. As I was interviewing for my current position, I was questioned as to what type of leader I would be in the organization.

I pondered, and proceeded to explain the type of manager I would be and the skills that I would bring to the table. I described that I did not feel that someone could place me in the role of “leader”. It was a position that others saw me as based on how they felt about my abilities. They would make the decision to follow, I could not decide that for them.

I stumbled upon this article in the Wall Street Journal regarding this very topic. It discusses the importance of differentiating between a manager and a leader as the concept of the knowledge worker becomes more profound in our society.

“The leader originates, the leader challenges, the leader is an individual, the leader focuses on people.”

Take a look at the article and see how your natural characteristics fall into the spectrum. I believe that leadership is a way of life. It’s a characteristic that exudes from you, both in the professional world and your personal life. Leaders are the people that I select as mentors. The fact that I have placed them in that position in my life re-iterates how I feel about their ability to lead and challenge me.

My father is a mouthy, Italian businessman with salt and pepper hair. He has drowned me in the business world from a very young age. Along the way, I have gathered a few Tony-isms from him about this matter:

“You can promote people and make them managers, but you cannot make them leaders. That trait is who you are. When it comes out, people will know.”

“The person who knows how and why will always have a leg up on the person who only knows how or why.”

He’s a deep fellow.

Decide the type of position you want to hold in the lives of your co-workers, and work towards being looked at in that light. These abilities will alter the way you present, the way you communicate, and the way you analyze situations.

I leave you with one final Tony-ism: “Be cautious not to take too much advice.”

Christine

04-Managing a project team, feedback, team dynamics

You Can’t Be a Great Manager If You’re Not a Good Coach

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In a recent blog post on hbr.org, Professor Monique Valcour presents a powerful suggestion for managers to connect with and get the most out of employees. She argues that “if your job involves leading others, the implications are clear: the most important thing you can do each day is to help your team members experience progress at meaningful work.”

So how do you know what is meaningful to them? By developing a coaching relationship and having coaching conversations. These conversations will allow managers to understand what drives each person, help build connections between each person’s work and the organization’s mission and strategic objectives, provide timely feedback, and help each person learn and grow on an ongoing basis. The goal is to develop the employee, just as the goal of a pitching coach is to develop his pitchers.

To do so, she lays out 5 tactics for managers.

  1. Listen deeply. Listen with your full attention, and create a high-quality connection that invites your team member to open up and to think creatively.
  2. Ask, don’t tell. In a coaching conversation, it’s essential to restrain your impulse to provide the answers. Your path is not your employee’s path.   Similar to the Socratic method,  open-ended questions, not answers, are the tools of coaching.
  3. Create and sustain a developmental alliance.  Follow-up is critical to build trust and to make your coaching more effective. The more you follow through on supporting your employees’ developmental plans, the more productive your coaching becomes, the greater your employees’ trust in you, and the more engaged you all become. It’s a virtuous cycle.
  4. Focus on moving forward positively. Similar to Professor Smith’s recommendation to have a 5:1 positive to negative feedback ratio, the reverse is true here — when an employee focuses on the negatives during coaching conversations, it’s the job of the manager to end the venting session and steer the discussion into a positive, solution-based dialogue.  You might ask, “Which of the activities you mention offer the greatest potential for building your knowledge and adding value to the company?” “Could you schedule two hours of time for developmental activities each week as a recurring appointment?” “Are there skills or relationships that would increase your ability to meet your primary deliverables?” “How could we work more efficiently within the team to free up and protect time for development?”
  5. Build accountability.  In addition to making sure you follow through on any commitments you make to employees in coaching conversations, it’s also useful to build accountability for the employee’s side of formulating and implementing developmental plans. Accountability increases the positive impact of coaching conversations and solidifies their rightful place as keys to organizational effectiveness.

I wanted to share this article because viewing management through a coaching lens resonates with me. To this day, I deeply appreciate and have nothing but fond thoughts towards my high school athletic coaches — they took a genuine interest in developing me as an athlete and as a person. I’ve yet to have a manager take this same kind of interest my own development, but I imagine my response to that kind of attention would be to make my time at work more meaningful and encourage me to do more meaningful work.