PMBOK 7. Project Performance Domain: Team

This domain contains all functions and processes that relate to project team management. This domain emphasizes the importance of effectively managing and leading project teams to achieve project objectives. It covers various aspects related to team dynamics, collaboration, communication, and leadership within the project context. This is a domain about managing a project team, and not about its formation, which belongs to the Planning Domain.

Team Performance Domain (Source: Project Management Institute)

The project team is a set of individuals performing the work
of the project to achieve its objectives. An environment can
be established to support the team in evolving into a high
performance team. This includes fostering team development,
encouraging leadership behaviors from all project team
members and sharing ownership for the outcomes.

Key components of this domain

• Management and leadership of the PM itself — the ability to adapt your management style. Defining roles and responsibilities within the project team, ensuring clarity in job roles, and aligning them with project objectives.
• Team Development — understanding how team development (such as forming, storming, norming, performing, and adjourning), and strategies to facilitate team cohesion and effectiveness.
• Ensuring efficient and coordinated work. Establishing effective communication channels within the team, promoting open and transparent communication, and addressing communication barriers to ensure effective information flow among team members.
• Project team subculture. Fostering collaboration among team members, promoting a positive team culture, and managing conflicts that may arise during the project lifecycle.
• Leadership qualities of each team member. Providing leadership and direction to the project team, motivating team members, and empowering them to take ownership of their tasks and contribute to project success.

Approaches to Management and Leadership

Approaches to management and leadership vary widely depending on organizational culture, industry, and the specific context of the situation. Here are some key approaches to both management and leadership:

Management Approaches

1. Classical Management Approach: This approach emphasizes principles of efficiency, rationality, and hierarchical structure. It includes scientific management (Taylorism), administrative principles (Fayol), and bureaucratic management (Weber).
2. Human Relations Approach: Contrary to the classical approach, this approach focuses on the importance of social factors in the workplace. It emphasizes employee satisfaction, motivation, and group dynamics.
3. Systems Approach: Views organizations as complex systems with interrelated and interdependent parts. It emphasizes understanding the entire system and its interactions rather than focusing solely on individual components.
4. Contingency Approach: Asserts that there is no one-size-fits-all solution to management problems. Instead, the approach suggests that management practices should be adapted based on the specific circumstances and context of the situation.
5. Total Quality Management (TQM): Focuses on continuous improvement, customer satisfaction, and the involvement of all employees in the quality improvement process.
6. Lean Management: A systematic method for the elimination of waste within a manufacturing or service process. It aims to create more value with fewer resources.

Leadership Approaches

1. Trait Theory: Focuses on identifying the inherent traits or characteristics that make someone a good leader. Traits may include intelligence, charisma, decisiveness, and empathy.
2. Behavioral Theory: Shifts focus from inherent traits to observable behaviors of leaders. It suggests that leadership can be learned through observation and emulation of effective behaviors.
3. Contingency Theory: Similar to the management approach, contingency theory in leadership suggests that the effectiveness of leadership styles depends on the situation. Different situations may require different leadership styles.
4. Transformational Leadership: Focuses on inspiring and motivating followers to achieve extraordinary outcomes. Transformational leaders often lead by example, empower their followers, and foster a shared vision.
5. Transactional Leadership: Involves a more traditional approach to leadership, where leaders focus on rewarding or punishing followers based on their performance. It’s more concerned with maintaining the status quo than inspiring change.
6. Servant Leadership: Emphasizes serving others before considering oneself as a leader. Servant leaders prioritize the needs of their followers, foster a supportive environment, and aim to empower others to reach their full potential.

These are just a few of the many approaches to management and leadership. Effective managers and leaders often employ a combination of these approaches depending on the situation and the needs of their organization or team.

General aspects of team development

Team development encompasses various stages and factors that contribute to the growth and effectiveness of a team. Here are general aspects of team development:

1. Forming: In this initial stage, team members come together, get acquainted with each other, and begin to understand the goals and objectives of the team. They may feel excited or anxious about the new venture.
2. Storming: As the team starts working together, differences in personalities, opinions, and working styles may surface. Conflict and tension may arise as team members navigate roles, responsibilities, and expectations.
3. Norming: During this stage, the team begins to establish norms, values, and expectations for working together. Roles become clearer, and team members start to develop cohesion and trust. Collaboration improves as conflicts are resolved.
4. Performing: At this stage, the team is highly functional, and members work together smoothly to achieve common goals. There is a high level of trust, effective communication, and synergy among team members. Productivity and creativity are at their peak.
5. Adjourning (or Mourning): In some models, this stage is called “adjourning,” where the team disbands after completing the project. In others, it’s referred to as “mourning,” where team members reflect on their experiences and transition back to their individual roles or new projects.
6. Leadership and Support: Throughout the team development process, leadership plays a crucial role in guiding the team, resolving conflicts, and facilitating communication. Leaders provide support, encouragement, and resources to help team members succeed.
7. Communication: Effective communication is essential at every stage of team development. Clear and open communication fosters trust, collaboration, and the exchange of ideas among team members.
8. Trust Building: Trust is the foundation of a high-performing team. It develops over time through consistent behavior, reliability, and mutual respect among team members. Trust allows team members to feel safe taking risks, sharing ideas, and asking for help.
9. Conflict Resolution: Conflict is inevitable in any team setting, but how it’s managed can determine the team’s success. Effective conflict resolution involves active listening, understanding different perspectives, and finding win-win solutions that benefit the team as a whole.
10. Continuous Improvement: Team development is an ongoing process that requires continuous reflection, learning, and adaptation. Teams should regularly evaluate their performance, identify areas for improvement, and implement strategies to enhance their effectiveness.

By understanding and addressing these general aspects of team development, teams can navigate through various stages, overcome challenges, and achieve their objectives more effectively.

Highly effective project teams

Highly effective project teams share several characteristics and practices that contribute to their success. Here are key aspects of such teams:

1. Clear Goals and Objectives: Highly effective project teams have a clear understanding of the project’s goals, objectives, and deliverables. This clarity helps align team members’ efforts and ensures everyone is working towards a common purpose.
2. Strong Leadership: Effective project teams are often led by leaders who provide clear direction, support, and motivation. These leaders empower team members, foster collaboration, and guide the team through challenges.
3. Diverse Skill Sets: Successful project teams consist of members with diverse skill sets, backgrounds, and expertise. This diversity enables the team to approach problems from different perspectives and leverage a wide range of talents to achieve project goals.
4. Effective Communication: Open, honest, and transparent communication is crucial for effective project teams. Team members should feel comfortable sharing ideas, concerns, and feedback. Regular communication channels help keep everyone informed and aligned.
5. Defined Roles and Responsibilities: Each team member should have clearly defined roles and responsibilities within the project. This clarity ensures that tasks are assigned appropriately, and everyone understands their contribution to the project’s success.
6. Collaborative Environment: Highly effective project teams foster a collaborative environment where team members work together towards common goals. Collaboration encourages knowledge sharing, problem-solving, and innovation.
7. Adaptability and Flexibility: Successful project teams are adaptable and flexible in response to changing circumstances, requirements, and priorities. They can quickly adjust their plans and strategies to overcome obstacles and seize opportunities.
8. Effective Conflict Resolution: Conflict is inevitable in any team setting, but highly effective project teams handle conflicts constructively and resolve them in a timely manner. They encourage open dialogue, active listening, and finding mutually beneficial solutions.
9. Accountability: Each team member should take ownership of their tasks and deliverables, holding themselves accountable for their performance. Accountability ensures that deadlines are met, quality standards are upheld, and project objectives are achieved.
10. Continuous Improvement: Highly effective project teams are committed to continuous improvement. They regularly reflect on their processes, identify areas for enhancement, and implement changes to optimize their performance and outcomes.

By embodying these characteristics and practices, highly effective project teams can overcome challenges, maximize their potential, and deliver successful outcomes for their projects.

Project team culture

Project team culture refers to the shared values, norms, beliefs, behaviors, and practices that characterize how team members interact and work together within a project. Cultivating a positive team culture is crucial for fostering collaboration, motivation, and high performance. Here are key elements of a strong project team culture:

1. Shared Vision and Goals: A cohesive team culture starts with a shared understanding of the project’s vision, goals, and objectives. When team members align around a common purpose, they are more likely to work collaboratively towards achieving success.
2. Open Communication: A culture of open communication encourages transparency, honesty, and constructive feedback among team members. Effective communication channels enable the free flow of information, ideas, and concerns, fostering trust and collaboration.
3. Mutual Respect and Trust: Respect and trust are foundational to a healthy team culture. Team members should value each other’s perspectives, skills, and contributions, creating an environment where everyone feels valued, supported, and empowered.
4. Empowerment and Accountability: A culture of empowerment encourages autonomy, initiative, and decision-making at all levels of the team. Team members should feel empowered to take ownership of their work and be held accountable for their actions and outcomes.
5. Collaboration and Teamwork: Emphasizing collaboration and teamwork encourages synergy, creativity, and innovation within the team. Team members should actively collaborate, share knowledge, and support each other to achieve common goals.
6. Continuous Learning and Development: A culture that values continuous learning and development fosters growth, adaptability, and resilience. Team members should be encouraged to seek out new skills, knowledge, and experiences that contribute to personal and professional growth.
7. Celebration of Successes: Recognizing and celebrating achievements, milestones, and successes reinforces a positive team culture. Celebrations can boost morale, motivation, and team cohesion, while also acknowledging the hard work and contributions of team members.
8. Inclusion and Diversity: A culture of inclusion and diversity respects and celebrates differences in backgrounds, perspectives, and experiences. Embracing diversity fosters creativity, empathy, and understanding within the team, leading to better decision-making and problem-solving.
9. Adaptability and Resilience: Cultivating a culture of adaptability and resilience prepares the team to navigate challenges, setbacks, and changes effectively. Team members should be encouraged to embrace uncertainty, learn from failures, and adapt their approach as needed.
10. Positive Environment: Creating a positive and supportive work environment promotes well-being, morale, and job satisfaction among team members. A culture that prioritizes work-life balance, recognition, and respect for individuals’ needs contributes to overall team success.

By nurturing a strong project team culture based on these elements, project managers can foster an environment where team members are engaged, motivated, and committed to achieving project success.

Сheck achievement of results by domain

The team shares responsibility for the result of the project. Everyone knows the vision/essence/purpose of the project and its goals. We track phrases and attitudes towards the project.

The team is highly effective. We observe whether the members of the project team interact. Team members adapt solutions and work as the environment or situation changes. There are no complaints that no one notices someone else’s contribution. We see that the work is being completed and the results are obtained on time without failures and of the required quality.

Leadership and essential interpersonal skills are demonstrated by all team members. Observation of behavior. Monitoring the resolution of the same conflicts before they paralyze the work or project.

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