PM587 Week 5 Discussion

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Week 5: High Performance Teams - Discussion

Highly Effective Teams (graded)

What characteristics differentiate a high-performance team from the normal/average team?

Responses

Response Author Date/Time

Being a Member of a High Performance

Team Professor Orr6/1/2013 9:37:49 AM

Have you ever been part of a high-performance team or w itnessed one in action? If so, share your experience w ith the class.

What qualities made this team high performance?

Regards,

Susan

RE: Being a Mem ber of a

High Perform ance Team Jennifer Gherardini6/2/2013 8:14:21 PM

I have not been part of a high performance team, but w hen I think of a high-performance I think of Army teams, such

as infantry . If they are a high-performance team they w ork together like a w ell oiled machine. They know

everyone's strengths and w eaknesses and they complement each other in a w ay that balances those out. A plus is

w hen they know each other so w ell that they seem to know w hat each other is thinking. Also the longer they w ork

together on similar "projects" the more they know w hat each w ill do in each situation. Any conf licts are handled at

the very low est level and they all agree how conf licts w ill be handled.

RE: Being a Mem ber of aHigh Perform ance Team Sydney Williams

6/3/2013 10:52:19 PM

I have had the pleasure in being part of a high-performance team in the military. Our

administration team exceeded all challenges with excellence. Every member of the

administration team was either sailor of the quarter or sailor of the year. Everyone on the team

was highly skilled and also any one on the team can lead on a project. I believe the qualities that

made our team high performance are:

Great Communication - all ideas were welcomed and everyone was encouraged to share ideas.

Well-Defined Roles - Each member knew their jobs and stayed focus on his/her roles.

Valued Diversity - We all come from different backgrounds and expertise adds more value to the

team.

High Sense of Accountability- Everyone on the team is held to very high standards.

I believe no matter how great the individuals of a high performance team maybe, but true

greatness is working in the team concept to achieve the common goal.

Goal Oriented - Always keep the team goal in mind.


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RE: Being a Member

of a High

Performance TeamIsaac Oyan 6/3/2013 11:54:53 PM

I had an opportunity of being a member of a high performance team in the past. A

project was launched sometimes but the project failed due to some logistics and

government regulations then, the management looked at the performance of the teamthat handled the project and there were a lot of flaws on the part of that team, hence

the need to inaugurate another team to revisit the project because the project is of

utmost importance to the community, that was how our team came on board and at

last we laugh last because we really achieved the goal of the project and within the

budget. the followings are the secret of our success:

Team Spirit: Every member of the team see each other as one, and we work

towards the same goal and nobody allow his/her own interest to jeopardize the

interest of the group.

Communication: The communication within the team and with the upper

management was superb, because every team member were carried along with what

is going on the project.

Our team went deep down to know why and what made the first team to fail? We

really explored all resources to see that we achieved our goal.

No stone unturned: Every necessary steps that needs to be taken were taken to

see that we achieved our goal. We didn't cut corner as the first team did which made

them to fail.

Unity in Diversity: All team members were able to accommodate each others

despite their individual difference, this really help in working together and the resultwas achieved.

RE: Being a Member of a High

Performance Team Dw ayne Grant6/4/2013 9:23:52 PM

I see a lot of my classmates mentioned the armed force when it comes to teams, and I actually

concur with this statement. The soldiers, marines and sailor have to depend on each other for

their survival and their life. Unfortunately the corporate section has trouble with teamwork unless it

is a high performance organization or a project team. Some of the qualities of high performance

teams are execution, and that is getting most people in your organization to function at a high

level. So a performance organization can get most of the right peopleto do the right thingat

the right time.


High Perform ance Team Emre Karakus6/5/2013 5:13:06 PM

I have been in four years ago w hile I w as a developer of a softw are project. I have no experience w ith other


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industries, in sof tw are industry self motivation and closer relations in team is one of the important parameter. If the

problem is analyzed w ell and team has a good leader w hich is not only project manager high-performance can be

kept until completing the project. Problems has dif ferent diff iculties and ability to solve it is a distinguishing talent it

may be in a w ar or in cr itical time in life. leaders are the only roles w hich helps to solve it by f inding the right person.


High Perform ance Team Derek Amberson6/5/2013 7:45:27 PM

The only high performance team I have been part of w as my 2007 detachment. We deployed to the middle east andw as so successful that w e became the model for all detachments to follow for both coasts. The reason w e w ere

so successf ul was that leadership of the team listened to proposals, took action on the ones that w ere even

mediocre. The low est person w ant to ensure the team succeeded so they looked for w ays to improve. Since their

suggestions w ere take on they w ere w illing to make more. This improved the lines of communication and free f low of

ideas. The team w as able to f ix the big issues fast and tackle the small ones that plagued other detachments. By the

time w e w ere done, we had successf ully completed 105% of our missions, did it at the low est cost per flight hour,

and had such a high level of moral that the team still talks to this day, even though w e have all gone our separate

w ays. This is w hat makes a team great.


High Perform ance Team Desmond Calloway 6/5/2013 10:34:49 PM

I can truly attest to being a member of a high performance team thanks to service in the Marines. While a Marine

Officer Candidate, our Commanding Officer (CO) challenged us to put together a team of Navy and Marine OCs as a

performance drill team. We did so and w ere paraded around the unit and campus thanks to the leadership of Rick

Baker, USN. He w as very creative in his routines but exact in delivery and to keep up w e had to match. As a

Corpsman, he trained w ith and w orked directly w ith Marines so he knew how to relate to us just as easily as his

fellow Seamen. We w ere given a final challenge to perform in Mardi Gras. These challenges did nothing more that

empow er us to go above and beyond in training for the event. Unfortunately, Mr. Baker w as injured due to a

performance misjudgment and had to rotate out. Even being a man dow n, w e w ere able to carry on and w orked

even harder to make our team leader proud of our actions. We w ere empow ered by the task at hand and the desire

to succeed at all costs. This is one quality of a high performance team that is inherit in the US Armed forces. This

and there is a sense of unit cohesion, w here w e are more like a family than a simple team. We felt each other's pain

and w orked to make the others proud.


High Perform ance Team Joseph Miller6/8/2013 1:49:44 PM

Modified:6/8/2013 1:52 PM

I have been part of several high performance teams but the one that has left the most lasting impression w ould be a

fighter/strikefighter aircraf t live ordnance upload/download team. I have had the privilege of playing a role as each

member of this elite style team by coming up the ranks as a Team Member (TM), then Team Leader (TL), then Quality

Assurance Safety Observer (QASO) and finally Ordnance Flightdeck Crew Leader.

A team typically consists of 4 TMs, 1 TL, 1 QASO and Crew Leader overseas multiple teams at a time. Synchronicity

and clear, precise, loud commands are required during any given live ordnance upload evolution and can bechallenging w hen there are several strickf ighter aircraft blazing hot jet exhaust dow n your throat as you and the

aircraf t are battling sound dominance as you TL the commands to your TMs. The QASO ensures everybody is

follow ing exact protocol so that w e do not go home in body bags, nor do our shipmates carrying-out other ops on

deck.

A typical GBU or free falling conventional bomb upload w ith 2 TMs on the nose of the bomb, 2 TMs on the tail of the

bomb, 1 TL w orking the bomb rack w hile simultaneously yelling commands and the QASO off to the side observing

every move goes as follow s:

TL

1. Nose (visual confirm ation from TMs they are r eady

2. Tail (visual confirmation from TMs they are re ady)

3. Bring it Up

4. Dow n nose, up tail, up tail I said!!!


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5. Latched fwd

6. Latched aft

7. Ease w eapon

8. Shake w eapon

9. Rack supports w eapon

10. Lock rack

11. De-r ig, next station, double time Aircrew is w alking and we have 7 more aircraft to upload

hooyah!

You are usually given about 45 minutes to completely dow nload the aircraft of unexpended ordnance and upload the

new mission for all 8 aircraf t w ith as many as 12 bombs and 4 missiles per a/c. These ops are carried out 25/8, in

heat indexes as high as 158 degrees F, and every day for as long as 98 days straight (in my experience), before

seeing land for 5 days, and then back to w ork for 45 days, land 5, 39 days, land 5, so on and so forth for 12.5

months (my last deployment). This is a high performance team and these ops w ere carried out mishap f ree, sending

all personnel home alive and w ith all ten fingers, all ten toeshooyah!!!


High Perform ance Team Mary Hart6/9/2013 7:12:24 PM

After reading the factors of a high performance team I have realized that I have been part of one.

The most relevant factors of that team were:

-Each member of the team was totally committed to the team and its goals and objectives.-The members genuinely cared for and supported of each other, which created a true sense ofunity.

-Strong identity.

- High sense of camaraderie.

-They were fast learners and we had fun working together.

Reference: Week 5 lecture.

Barriers to High Performance Professor Orr 6/3/2013 10:44:38 AM

If you have not been part of a high-performance team, w hat kept the teams you have been on from being high performance?

Regards,

Susan

RE: Barriers to High

Performance Isaac Oyan6/4/2013 12:35:20 AM

Modified:6/4/2013 12:37 AM

Prof, I have never been part of low performance team, however, I have attended a lot of team

oriented seminars and trainings and which I will like to share some of the reasons why some

team failed or record a very low achievement on the assigned projects.

(a) Ineffective leadership: The without effective leadership, it is impossible for have high

performance team, because, the leadership will dictate the tempo at which the project will go.

The leadership gives direction, in a situation where the leader doesn't know what to do or

how to anchor the team, what will happen? failure is looming.


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(b)Lack of goal: Goal is part of any organization or team, it has been noticed that some

people do not know how to consistently plan, set and pursuing the goals on a personal basis,

how can such person pursue the corporate goal. Every team members must have an

understanding of the goal and seek to pursue the goal in order to have a good result after all.

(c) Lack of organizational ethics: If the team is going to be high performance, there must be a

laid down rules and guidelines on the corporate ethics, what should be done and what should

not be done within the team/organization. Individual has his/her own interest in mind and wantsto pursue the interest at any time, it is the ethics of the organization that will curb

such individual excesses and let the team move forward. "Discipline is a unifying factor while

alternate is chaos" (Earnest Shonekan 2004). Things that are ethical or unethical can be

judged and dealt with according provided there is organizational ethics in place.

(d) Lack of working consistently with the Strategic Plan: A lot of times, the group/team failed

to consistently work with the strategic plan and even lack the measurement or comparing the

level of work done with the strategic plan of the organization and if there is an deviation, could

they trace and aligned with the strategic plan? In a short form, some team loose focus on

what they are doing, with this, they can not be high performance team.


Performance Sydney Williams6/5/2013 10:29:52 AM

I have also had the "privilege" of being on a low performance team which was a nightmare. I can

tell everyone a few of the barriers that keep the team from achieving its objectives, and by the

times the objectives were achieved it was too late.

Barriers to High Performance are:

No understanding of the mission and vision. When the team can not see where it is going

and does not know where it is going there will be problems. Any project or program that I start I

always think about the ending in mind. What is it that we are going to accomplish? How is what

we accomplished help our organization or purpose? At one of my old organizations, they cared

about metrics instead of the mission of the organization. The VA at one point just cared about

cutt ing cost even at the benefits of the veterans. If the mission is to help Veterans, then that is

what you do, use the metrics in how to get it done, not the reason in what you do.

Lack of communication. You can not be a high-performance team, when you team does not

know it will be doing and when. Information must be communicated in a timely manner, but also

there needs to be a general understanding of the team what is going on. People must

communication is an exchange of ideas. We had a lot of great ideas but the ideas were never

communicated to upper management so this hindered performance. Communication is great

because it recognizes problems on the lowest levels before they become big problems.

Trust. This barrier is simultaneous with communication, you need to overcome this barrier in

order for better communication. In poor performance teams, the members do not trust one

another therefore they do not communicate and try work as individuals instead of a collective

group and not getting synergy in which they can greater results together rather than apart.


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Performance Huyen Bui6/5/2013 3:25:39 PM

In my previous experience in University, most of the barriers that prevent the team from high-

performance start with the trust and relationship. It doesn't matter what kind of project but the

initial impression from the kick-off meeting is very important. Without a proper kick-off meeting or

the PM doesn't want to get to know his/her team members, this will be where there is a lack of

trust, team efficiency, quality issues, innovation, apathy and conflict are not far away.

Lack of effective dialogue In todays complex organizations, team and individual roles are so

interdependent that without constant coordinated dialogue there will be costly delivery, quality and

brand erosion problems. There are a lot of really smart people that for a variety of communication

and or relationship reasons cant effectively work within an interdependent team structure.

Feedback people need continuous constructive feedback to optimize and calibrate their

approach, actions and communications with peers, staff and leaders. Without feedback people

will continuously play out their blind spots


Performance Dw ayne Grant6/5/2013 7:34:02 PM

I have been on high performance teams but I have also been on functional teams. So, I still felt the

need to comment on this discussion thread, and the single most determining factor that keeps

teams from being high performance is leadership. We learned that some leaders are functional,

and some leaders are transformational. Transformational leaders are good and they make the

people around them better, and they always keep their pulse on the big picture. Just to

summarize people want to work them, and workers will give their best for them.


Performance Derek Amberson6/6/2013 7:10:02 AM

Communication and stubbornness, a team w ithout communication and full of members that are unw illing to bend for

the good of the team are w hat I believe are the major dow nfalls of a team. The harder they try to w ork together the

tougher it becomes. The team has to have an atmosphere of togetherness, w ithout it the team members themselves

feel isolated and become part of the problem rather than the solution.


Performance

Emre Karakus 6/8/2013 6:15:36 PM

Modified:6/9/2013 2:10 PM

Hi Professor, here is the summary

employees w ould like to see future of the company and project. big picture of the project must be draw n by project

leaders. being realistic about the situation or something else it may be a person or a case in project. If these situation

makes losing guards of project managers/team leaders, it should be taken straightforw ard. Asking good questions

another w ay of keeping motivation high. it also makes team closer to each other. When all things can be talked in a

team, it makes all team members can see w hole points of problem and personalities. deep talks brings deep

knowledge and sensitivity. A goog leader also fallow s through the commitments, it is a w ay of measuring the

honesty. A good team leader is a good listener also. information and solutions w ill be reevaluated w hen though are

correlated on each other. high performance teams have good brain storming cases. Because of all human nature are

not same during the project some members may lose their motivation and it af fec ts their performance. keeping team

high performance project leader must f ace up team members. Team leader/ project managers can create fun to keep


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performance high, it should be a sarcastic style.

RE: Barriers to

High Performance Profess or Orr6/9/2013 10:22:21 AM

Emre,

Did you copy this from a site? If so, please note the citation.

It is a requirement that all posts be 80% your ow n w ords and 20% quotes maximum.

Please re-post using your ow n explanations.

Thank you,

Susan

Turning Around a Failing Team Professor Orr 6/4/2013 10:31:57 AM

Let's look at the oppositea team that is considered a failure. Why do teams f ail? What can be done to turn a failing team into a

high-performance team?

Regards,

Susan

RE: Turning Around a Failing

Team Catherine Nderitu6/4/2013 4:31:35 PM

Teams f ail due to various reasons, w hich may include;-

i) Goals

- unclear goals

- goals not effectively communicated

- not involving team members in setting goals

ii) Roles

- undefined roles and responsibilities

- unidentified leader

iii) Communication

- one w ay communication

What can be done

Proper planning is required to resolve the above mentioned issues.

Goals should be w ell defined and communicated so that the team members can understand w hat they are striving to

achieve. also, involving the team w ill give them a sense of ow nership and make them more committed.

When roles are w ell defined, then everybody know s w hat to do and contribute fully to the team.

eff ective communication should be in place to ensure there is f eedback both ways not just directions.

http://w w w .managementstudyguide.com/team-failures.htm

RE: Turning Around a

Failing Team Isaac Oyan6/5/2013 3:15:54 AM

A team is bound to fail if they forget the fundamental principles that established the

team, therefore a failing team can be turned around if they go back to the basics.

How? The followings must be put in place, which includes:
http://http//www.managementstudyguide.com/team-failures.htm


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Goal clarity: The goal of every team must be properly spelt out, which includes the

objectives, and what is required of the team, who are the sponsors, stakeholder and

this can be achieved by clearly written charter which will spelt out how the work

should be done and what are metrics to be used for measuring the progress.

Skill identification: The skill sets needed to achieve the goal of the team must be

identified and provided for, one should not over look the planning, negotiation

and leadership skills, properly identified and make sure that they are included in theteam composition.

Size: The size of the team matters if there is going to be turn around, the team must

be large enough to have all the needed skills and resources to accomplish the goal

and most be small enough to be manageable and efficient by the leader. However,

Small and large are relative, depending on the type of project at hand.

Commitment: Once the team has identified the goal, size, skill and resource, another

thing is the team members commitment to see that the goal is achieved, fully

participation, and when in doubt of anything? communication to get direction or

help.


Team Jennifer Gherardini6/5/2013 3:11:09 PM

Team cohesion is a big part of a successf ul team. If the team members aren't properly placed, that is if they do not

complement each other's w ork and of course get along, then it's going to be a lot less likely that they w ill be a

successf ul team. In my last job the contractor teams alw ays had team building activities and exercises. Sometimes

they w ould have competitions against each other, w hich w as all in good fun, w hile other times they competed

against other teams, w hich of course alw ays brings people together w hen they are trying to prove they are betterthan the other team. There are lots of dif ferent team building activities though and I believe taking the time to figure

out w hich ones w ill best bring a team together is w ell w orth it. Other reasons a team might fail as a team w ould be

clashing personalities or people w ho do not understand or agree w ith their positions on the totem pole. When I w as

23 I had a boss that w as 19. I didn't have a problem w ith it; I understood he had been w orking there longer and

knew the job better than me and I thought he did a good job of being in his position. Others how ever, it seemed like

the older the grumpier, did not take having a boss that age very w ell. It distracted them from w ork and they put their

time and effort into trying to sabotage him or get a dif ferent job rather than on the team's missions.


Team Mary Hart6/5/2013 8:39:09 PM

There are both internal and external factors that affect team success.

External causes of project team failure are as follow:

- Work load assigned. Excessive work load may affect work quality and work schedule.

- Organizational support. This lack of organizational support may result in inadequate

resources for the project and little or no incentive for success.

-The goal of the project is not achievable. The team is automatically set up for failure if the

project goal is not possible.

Internal causes of team failure are as follow:


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-Poor team dynamics; the personalities of the team members just do not work well together.

This results in lack of cooperation and support within the team.

-Poor team leadership.For a team to be successful, it needs strong leadership.

-Creep. If the scope is not kept in check and it begins to grow, it can become totally

unmanageable. Any changes to the scope must be carefully evaluated before they are approved.

- Lack of planning, lack of a skill set, lack of team cohesion, and unproductive meetings.

These are considered the main reasons for team failure. A PM will what to know what can cause

team failure in order to prevent many of these and have a better chance in succeeding.

Reference: Lecture of w eek 5.


Team Desmond Calloway6/8/2013 10:15:05 PM

The firs t failure of a high performance team can occur w hen there is a breakdow n in communication betw een the

individual departments comprised in the projects. If there is a misunderstanding betw een the teams, there can then

be confusion cause w ithin the team that is attempting to complete the objectives of the project. That also entails the

matter of communication of duty. The duties of each individual member of the team should be expressed and should

compliment their strengths and build against their w eaknesses. This is another reason for the failure of the team,

When the team itself is misaligned to the duties that are ass igned, there could be definite lapses in time for thecompletion of tasks. The team should be comprised of members that are each selected for their strengths and the

duties assigned should reflect this. This lends to to the third major reason, selecting the correct team. The selection

of the team should be based on the requirements of the project itself. The duties should be able to be completed

w ithin the specif ied frame of time.

To turn the team around, one could assume the necessity of restructuring the team. This could entail reassess ing

the strengths and w eaknesses of the team and reassigning tasks accordingly. The reassignment of duties based on

abilities w ill allow the team to focus on their w ork and create more directed results. With this should be the

establishment of new deadlines that w ill bring the project back on schedule. The timeline should also utilize the

resources that are already slated for the project and reallocate those that w ere misdirected to begin with. Lastly,

the assessment of risks and contingencies should take precedence to the assignment of duties. If there are

problems w ith the duties of the project itself then there should be a statement of change that would render a new

evaluation of the project. This statement should outline what is being done to make the project compliant w ithin thegiven parameters.

All of this begins w ith the selection of the proper project to begin w ith. The selection of the right project w ould allow

the team to function properly. If the project is too ambitious, the project manager should the render options to the

proposed plan and give actionable projections. This w ould allow not only for the selection of the proper project, but

the selection of the best team for the expected tasks and deliverables. You w ould not w ant to select a programming

team to accomplish the duties of the system admin team if all that is needed is the building and installation of a

computer in an off ice. The duties w ould not involve program code, so the skill set w ould not align properly.


TeamEmre Karakus 6/9/2013 2:23:12 PM

Motivations is one of the important fact needs to be considered w hile searching causes of failure. Project is all about

management. managing of source, managing of quality and managing of time. project analysts are also key f actors to

describe f ailures.

It is another w ay to keep team high performed. project managers/team leaders must check three things at a time. First

thing is checking schedules, second thing is mood of team members and the third thing is quality of creation. project

failure can be defined also failure of team members or failure of quality. project leader should check quality of project

and team members af ter completing a successful project. high performance team can be understood w ith their

mood. When team leaders have built the perfect team, the job is not over. The team must be sustained. This is

especially important on long term projects, in w hich team members leave and new people come in. Keep on giving

clarity on outcomes, roles, behaviors and project mechanics.


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Your Qualities of Effective Leaders Professor Orr 6/5/2013 11:18:43 AM

What qualities do you currently have that w ould help make you an eff ective leader?

Regards,

Susan

RE: Your Qualities of Effec tive

Leaders Catherine Nderitu6/5/2013 1:47:04 PM

Honest

Self-motivated

Optimistic

Organized

Great listener

Proactive

Responsible

Personable

Patient

Decisive

RE: Your Qualities of Effec tive

Leaders Huyen Bui6/5/2013 3:30:57 PM

In order to be an ef fec tive team leader, I already traits like f lexible, problem-solving, active listening, delegating,

creative, optimistic, enthusiasm, accountable, and having a clear vision.

What I need to w ork on to make myself better in communication skill, result-driven, and organized

RE: Your Qualitiesof Effective

LeadersIsaac Oyan 6/6/2013 1:32:39 AM

The qualities that I have presently as a team leader are, Integrity, Commitment ,

Optimistic, great listener, Open minded, Team spirit, encourage others, Time

conscious, excellent communication both written and verbal and always ready to

learn new things.

RE: Your Qualities ofEffective Leaders Sydney Williams

6/6/2013 6:16:57 AM

The qualities that I currently have that makes me an effective leader are:

Resiliency - In in the business world and life in general we all get knocked down, and the best laid

plans in a project or program does not seem to always go right. The ability to come back from

tough situations, I believe is my greatest asset.

Strong sense of purpose - People are not going to commit to a purpose unless you, yourself are

committed to that purpose.

Understanding - If you are understanding of people they will come to you and that opens up


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communication.

Motivated - The more motivated you are or even appear, people will feed off that energy and follow

you.

RE: Your Qualities of

Effective Leaders Kelser Mcmiller6/6/2013 9:38:16 AM

I believe the qualities that I have are that I can listen, but also take a neutral stance. I allow other people to lead w hen

necessary, as w ell as, allow people to fail and correct their ow n mistakes. I am honest even w hen it may hurt

someone, w hich means I am a realist w hen it comes to s ituations at w ork. I also like to look two steps into the future

to make better decisions.


Effective Leaders Derek Amberson6/7/2013 8:26:19 PM

I was once told that a good effective leader is not someone w ho know s everything but surrounds themselves w ith

those that do. I like to say that a person f ollow s a manager because they have to and follows a leader because they

w ant to. This is w here the leaders break out and become the cream of the crop. Take a look at President Reagan. Itcan honestly be said that he was not the best suited for the position as pres ident at the time, 1980. He w on and

instead of doing it his w ay, he w ent out and found those that w ould not only give sound advice, but give the right

advice. He did not know everything, and that show ed in some of his decisions, how ever today w e remember the

man as one of the greatest presidents of the 20th century. This is because he knew w hen to question, w hen to ask

and w hen to act. He lead his team by empow ering them to become the best in their field. In turn they made him the

best in his.


Effective Leaders Mary Hart6/8/2013 9:40:38 PM

Modified:6/8/2013 10:39 PM

What qualities do you currently have that w ould help make you an eff ective leader?

I find that first of all I have the will of being a leader, many people will have the internal qualities

of a leader but he/she is not aware of these qualities or just don't what to be one for many

reasons.

I enjoy building teams, sett ing standards, motivating others, encouraging performance, fostering

collaboration, and promoting learning; these qualities helps me in being an effective leader. But

learning project planning, monitoring and controlling procedures will help me in being an effective

PM leader.


Effective Leaders Emre Karakus6/9/2013 4:01:31 PM

Sharp perception is one of the qualities for being an effective leader. The other important quality is self-assessment,

people w ho can only improve their self and prepare for f uture asking and answ ering questions about their self. this

is also an element for being an eff ective leader. keeping teem members motivated can only be done by responding

their needs and criticism. Know ing the organizations helps better decision and directions. decision makers must take

risks to move the team and projects forw ard.


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Effective Leaders Desmond Calloway6/9/2013 10:02:33 PM

An ef fective leader is one that has the ability to communicate w ell to the team under their command. This does not

mean yelling or barking orders though. The information that is being given should be ref lective of the needs of the

company. It should also be clear, concise and delegated to those w ho can be most productive in the tasks. A great

leader w ould be able to select their team based on the tasks being ass igned. This w ill allow for them to communicate

in language that the actor of the task can understand. This information should be fully in line w ith the deliverables

and mission of the project. The communication of the leader also means that the leader listens to the information

being given to him/her. The information can be useful to the progress of the project as a w hole. It may also off er a

unique view of the project and w hat is needed for the team.

Qualities of Good Leaders you have

Known Profess or Orr6/6/2013 11:20:28 AM

Take a moment to think about the diff erent leaders that you have w orked for or w ith. What qualities did they have that made

them good leaders?

Regards,

Susan

RE: Qualities of Good

Leaders you have Known Jennifer Gherardini6/6/2013 3:50:06 PM

The best leaders that I have know n have taken care of their subordinates. They take the time to ask about how they

are and put the eff ort into remembering. This is more easily done by leaders w ho actually care and pay attention.

There are lots of w ays a leader can take care or their "kids". Know ing what opportunities are available to them,

including job advancement and training, informing them and helping them obtain the options that they are interested in

is one w ay. Another w ay is making sure others do not take advantage of them or throw them under the bus.

Sometimes people get loaned to other off ices or have a joint job and others may try to treat them unfairly or if

something w rong happens try to blame the outsider. A good leader w atches out for their employees and does their

best not to allow this to happen or put themselves on the line to insure it gets corrected. Also taking the time to show

appreciation is w ell w orth it. I w as f ortunate to have a great leader w ho cared about all of us, took care of us, and

always made us feel appreciated and w e w ere happier at w ork and w orked harder because of it.


Leaders you have Known Catherine Nderitu6/7/2013 3:28:25 PM

My last supervisor w as/is a great example of a good leader.

She w as a team builder and w orked on developing the team, an example to the team, inspirational, motivator and a

great listener. She w as involved w ith the team and her off ice w as open to all team members. She recognized the

good w ork of the team as w ell as pointing out w hen the team w as slacking and w orked w ith the team to streamline

things.

I believe having r isen through the ranks to management position also helps build a leader because they understand

the work of the subordinates better.


Leaders you have Known Kelser Mcmiller6/7/2013 7:48:47 PM

I have seen many different types of leadership styles s ince I have been w orking, and it seems there is not really just

one good leader. My VP of PEP for my company is a very open and approachable guy. He allow s f or people to come

straight to him w ith issues, concerns, and even new ideas and observations. He w ill speak w ith you and give you

an insight that maybe w as over looked by yourself. He also is very transparent w hen he is able. Information is f reely

given in the form of w eekly updates on Board of Director decisions and f inancial announcements for the company as

a w hole. I believe he is a great example of a good leader w ho encourages independent thought and loves new ideas


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that may help the organization.


Leaders you have Known Dwayne Grant6/8/2013 10:51:18 AM

We know about the follow-up and follow-thru and the communication process. However, leaders

know and understand the people process, and understand that nothing can be accomplished

without taking care of the people that take care of you. Next, I want to talk about transformation

leadership, and we have an inherent idea of what it means. It is one of those concepts that hard to

define, but we also know what it is not. Transformational leaders are impact players and we dont

know everything they do on a daily basis, but we can sure tell when they are not around. The

idea, concept and strategies that I learned from some transformational leaders, are filed in my

memory banks and are used when the appropriate situation arises.


Leaders you have Known Joseph Miller6/9/2013 12:16:41 PM

Empathetic/sympathetic but w ill hold you accountable

Lead by example

Takes ow nership in decisions

Know ledgeable/experienced yet humble to continue learning

Confident yet open minded

Motivator

Understands each subordinate on all levels of psychology, productivity, strengths, w eaknesses, etc

Provides incentive based goals

Can recognize w hen to counsel for both positive and negative scenarios

Supportive yet disciplined


Leaders you have Known Emre Karakus6/9/2013 4:14:51 PM

Because of my w orking area, it is always technical skills w hich brings a leader to f ront. Softw are development

projects have problems w ith planning and project success/productivity. Agile principles has methods w hich makes

planning and scheduling easier. The other problem in sof tw are development teams are communication, people w ho

prefer being a softw are programmer don't like talking much or their conversations are always on specific areas.project leaders have dif ficulties to communicate w ith them, communication is one of the important skill makes a

project manager successf ul. Project managers must have authority on f inancial parameters like giving bonus to team

members, scope of project and team members.

Becoming Better Leaders Profess or Orr 6/7/2013 8:16:29 AM

What qualities did they not have or did they need to w ork on to become better leaders?

Regards,


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Susan

RE: Becoming Better

Leaders Isaac Oyan6/7/2013 11:51:17 PM

Leaders can be more better, if they change from certain things they were doing like Micro-

managing the subordinates, Leaders always right, No room for initiatives.

Micro-Managing is an official ways to manageorcontrol the subordinates withexcessive

attentiontominordetails. Monitoring or policing the employees or teams to see all what they

are doing at every time. Getting into the business of the team members unduly. This really kills

the morale of the employees.

Leaders always right: This is general saying for those leaders that are not competent and have

fear that their subordinate may be more knowledgeable than them, as this, they do not want

their subordinate to share their experiences, instead they try to silence them by saying that

leaders always right.

No room for initiatives: Some leaders are authoritative in nature and they give order instead of

direction/instructions to their subordinates by doing this, initiatives are not welcomed and the

subordinate has to follow the order of the boss to letter.

RE: Becoming Better

Leaders Kelser Mcmiller6/8/2013 11:39:11 AM

One quality I have seen in one of my managers is their ability to take every thing personal and to get angry. When

w orking in a professional atmosphere, a leader has to be aware that there w ill be times w hen expectations may not

be met. They also need to understand that everything is not about their ow n personal feelings. I believe an effec tive

leader is able to dif ferentiate between their emotional feelings and the good of the organization. A better leader also

knows how to stay a leader by keeping others that report to them at a length. It does not mean not participating in

personal conversations w ith workers, but making sure their are boundaries.

RE: Becoming Better

Leaders Emre Karakus6/9/2013 4:22:31 PM

Projects w ere planned mostly time limited and money or iented. Project managers didn't take risk to extend some parts

of projects w hich w ill make project better. these kind of extensions are required system analyst can not be able to

see. Project leaders/managers didn't put effort to motivate teams. I believe most of the employees motivate w ith

money not a f ree lunch f or a long term project, because of the limitations in authority project managers are not able to

use their full rights on team. Most of the companies, make business w ith softw are projects have a problem w ith

sustainability, motivation is one of the major element to sustain team/project/project managers success. I believe

stakeholders project ow ners must have much role on projects and companies auditing how project teams are

managed and motivated. It is also important for their projects f inished on time and having a high quality product.

Advice for Developing Leaders hip

Skills Profess or Orr6/8/2013 12:39:08 PM


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Documents

PM587 Week 5 Discussion