The Management Tip of the Day

  As a project manager, success ultimately depends on keeping your team aligned throughout every stage   of   the   project—not just at   the   start. Ask your team   the se five questions periodically to discover early signs   of   misalignment before   the y derail your collective goal.   What’s your understanding   of   the   project?   Probe each team member’s evolving understanding   of   the   project—and   the   business case behind it. Check in on both   the ir strategic (big-picture) and tactical (step-by-step) understanding. What concerns do you have?   Don’t ask team members   if the y have concerns—concerns are a given, so get   the m out in   the   open and discuss   the m. How do you see your role?   Don’t assume role clarity—verify it. Let your team members verbalize   the ir roles within context. And be sure to check in on roles...

  Like most approaches to work,   the re is a time and place for pessimism. Raining on people’s parade is rarely welcome. How can you make sure that your outlook on things, even if it tends to be a bit gloomier than o the rs’, doesn’t drag   the   team down or hurt your relationships with your colleagues?   First, understand your “motivational focus.” Are you prevention-focused? That is, concerned with safety,   of ten seeing tasks as a series   of   obstacles to overcome? A prevention focus can be a productive mindset—as long as you don’t constantly bring people’s mood down.   Next, understand what might be driving your negative mindset beyond a prevention focus. Are you burned out or feeling negative because   of   something going on at work or in o the r parts   of   your life? If you find that your pessimism is a product   of   factors that are in your control, take steps to address   the m.   The n...

  The re are four to five generations   of   people in   the   workforce at any given time, which means you need to be equipped to manage a multigenerational team. Here are strategies to help you address   the   needs   of   employees across   the   age spectrum.   Cultivate lifelong learning.   A worker’s career can span six or more decades. To help   the m keep   the ir skills up to date, invest in   the ir learning and development by encouraging continuing education and on- the -job learning experiences.   Of fer flexible work arrangements.   Employers can promote work-life balance and help   the ir employees maintain   the ir employment, job performance, and productivity when navigating different life phases.   Of fer flexible retirement options.   It may seem counterintuitive, but   of fering flexible retirement options can be a powerful employee retention tool. If wor...

  Does everything always feel like a fire drill on your team? False urgency, or unproductive busyness that doesn’t lead to meaningful progress, can unwittingly damage your team’s morale, well-being, and performance. Here’s how to combat false urgency on your team.   First, recognize   the   signs. Are you and your team in a chronic state   of   overwhelm and reactivity? Do you and your team only have time to do “real work” in   the   evenings or on weekends? Try to pinpoint   the   source   of   this urgency. Are competing demands creating pressure?   The n, prioritize ruthlessly. Help your team separate   the   tasks that are actually urgent from   the   ones that can wait. And remember, sometimes subtracting work and discontinuing low-stakes projects is   the   best way to boost productivity on   the   work that really matters.   Finally, protect your team from external reques...

  The   accelerated pace   of   technological change is reshaping jobs in ways that require you to constantly reinvent your career. Here are three ways to make what can feel like a daunting transition easier.   First, finding your next role almost always takes longer than you expect. If you want your liminal period—where you must navigate between a past that’s clearly over and a future that’s still uncertain—to lead to real discovery, you need to experiment with divergent possibilities while delaying commitment to any one   of   the m.   Next, human beings are very good at ei the r-or thinking: Ei the r I’m leveraging my old skill set or I’m pivoting to something new. But making a career transition usually entails doing both simultaneously. Consider staying in your old job while exploring your options until something new becomes viable.   Finally, when it comes to making a career change,   the connections you already have might not be th...

  Managing   the   expectations   of   a wide range   of   stakeholders is one   of   the   biggest challenges you can face as a project manager. But it’s a critical skill to develop—directly addressing misalignment   of   expectations can have tangible benefits, including reducing safety incidents and increasing productivity. Here are some strategies you can use to close   the   expectations gap.   Consider   the   root   of   everyone’s expectations.   To prevent conflict and confusion, collectively set goals at   the   outset, and understand what it will take to meet key performance indicators (KPIs). Equally important is continually reevaluating   the se goals as   the   project moves along.   Don’t take sides.   As   the   project manager, your job is to find   the   common ground   of   all your stakeholders.   Fo...

  Do you manage too many people?   The   more direct reports you have,   the   harder it is to give each   of   the m individualized support and attention. Here’s how to create systems and processes to help you manage more effectively and make sure everyone feels supported.   First, delegate decision-making responsibilities. Trying to handle everything on your own can slow things down and cause bottlenecks. Instead, empower your team to have agency and autonomy over lower-stakes decisions while you focus on   the   big-picture, high-level strategy.   The n, leverage   the   power   of   groups. Individual autonomy is critical, but it’s not enough on its own. Teams need a culture that encourages everyone to hold each o the r accountable, give feedback, and learn from each o the r.   Next, get out   of   the   way. Effective delegation comes down to trust. Once you establish your team’s autonomy...

  Have you ever had a bad feeling about a pitch for a product, idea, investment, or course   of   action?   The re are five manipulation tactics people use to get you to buy into a bad idea or dubious partnership. Here’s what to look out for:   Stealing credibility.   Manipulators inau the ntically build   the ir credibility by invoking big-name brands or high-pr of ile people   the y’ve worked with in   the   past. Always do a little research to make sure   the ir work backs up flashy claims on   the ir resume or website.   Exploiting shared threats to win trust.   Look out for people who always try to bond with you over shared negative opinions. Carefully consider any pitch that relies on shared enemies or common threats to build rapport.   Faking market validation.   Before hiring or entering a business partnership with someone, be sure   the y haven’t exaggerated (or worse, fabricated)   the ir...

  Skill-building is critical in a constantly changing environment. But are your employees able to apply   the ir skills effectively in different contexts? Here’s how you can use   the   70/20/10 learning model to ensure your employees get   the   right mix   of learning and application:   10% formal instruction:   This portion   of   the   learning strategy involves investing in structured educational experiences that focus on specific skills, like workshops, courses, and training modules.   20% social learning:   This is   the   learning that happens when we’re exposed to o the rs—for example, through interactions with mentors, coaches, or peers. To harness   the   power   of   this 20%, you might set up a mentorship program or a peer-to-peer education program to help employees learn from   the ir colleagues. Regular team-building activities can also foster a culture   of ...

  On a hybrid project, communication and coordination become both more critical and more challenging. Here are some strategies to ensure your hybrid team is set up for success.   When assembling your project team, start by considering logistics. Will   the   work be more collaborative or independent? Select a collection   of   team members best situated to work in   the team’s dominant style.   The n clarify terms and expectations. When you’re running a hybrid team, it’s essential to be absolutely clear on project goals, deadlines, and constraints; what information gets shared via which communication channel; what warrants a synchronous meeting; and what warrants after-hours contact. Keep   the se norms documented in a place that’s easy to update, and check in on   the m frequently.   Next, make sure everyone is set up with   the   same digital platforms, tools, and systems. On a hybrid team, your s of tware is also your c...

  Traditional job descriptions can’t keep up with   the   variability and fast-changing nature   of   people’s roles in organizations to day . So how can you write descriptions that are more flexible while still helping you recruit great talent and clarify   the   basic expectations   of   the   role? Consider   the se three approaches.   Outcome-focused descriptions.   The se articulate   the outcomes expected from a role—not   the   specific tasks or duties   the   employee would be required to perform. This approach gives employees flexibility to determine   the   best way to achieve those results.   Skills-focused descriptions.   The se outline   the   skills and capabilities an employee should bring to   the   position (or aim to develop). With this approach,   the   emphasis shifts from required tasks to required talents—and how those talents ...

  When anxiety is high and morale is low, kindness isn’t a luxury—it’s a necessity. Being kind doesn’t only benefit   the   people around you; research shows it also benefits your own mental health. Here’s how to be kinder at work.   First, remember that being kind to o the rs starts with being kind to yourself. Set priorities and boundaries, and take time to recharge when you need it. Once you meet your own needs, you can turn your attention to o the rs.   Next, be intentional about establishing and sustaining relationships at work—especially if you’re on a remote or hybrid team. Make plans to meet virtually or in person with your colleagues. Ask about   the ir pets,   the ir recent move, or   the ir family. Most importantly, practice active listening. Showing someone that you genuinely care about what   the y have to say is an impactful display   of   kindness.   And don’t be shy about giving your colleagues au the ntic prais...