Every business has its share of trying times, where the leadership skills come under scrutiny, wherein they are judged on their ability to mitigate the ensuing risks and find resolutions. Crisis management is a make-or-break event for any leader, but there are many other situations where effective mettle of leadership is needed. One such common scenario is when a company needs to undertake a special project with multifaceted challenges. Considering the strategic importance and sensitivity of such projects, business leaders must have the apt project management skills to ensure seamless project delivery.
In my leadership journey, I had my fair share of experience in mobilising and managing such projects. In leading these projects, we were expected to deliver results where most odds were against us. We had to garner resources to mobilise against tough timelines. In these engagements, effective project management leadership was the need of the hour. During these projects, I had my share of difficulties with which I gained many insights that helped me accomplish our goals. However, the most profound learning in their success was the management of people.
Besides the requisite compliance and governance that the project requires, the people’s factor which is the basis of project team selection and what is necessary to keep the chosen people engaged and motivated is significant. The critical attributes for the team selection, besides basic soft skills, are expertise and experience. Seek out individuals with a proven track record and relevant experience in similar projects to ensure that their expertise comes in handy to manage the project, including mobilising resources for quick onboarding and kickstarting the project. However, I prefer blending this team with fresh blood to infuse innovation.
Time management is an essential prerequisite; therefore, the team to lead such projects must have good time management skills. In most projects, timelines compliance demands this attribute. It is, therefore, critical to look for individuals with a history of effectively managing their time, setting priorities, and meeting deadlines.
For effective project management due to its demanding situations, the individuals selected must have problem-solving skills. Conditions often require a team with a solid ability to analyse problems, think critically, and come up with creative solutions, enabling them to overcome obstacles.
People in the project team must demonstrate adaptability and flexibility. Tight timeline projects often require quick changes and adjustments. I have always ensured when going into large project mobilisations or leading special projects, that the team leading the project, has this essential characteristic. They should be willing to adjust their plans and strategies to meet the project requirements and deadlines coupled with strong team dynamics. Team chemistry matters, and it is a must where collaboration and cooperation are crucial for project success. When leading such projects, especially when mobilising mega projects with tight timelines, I have always realised good chemistry plays an important role. Therefore, look for individuals who can collaborate effectively to help streamline the project and maximise productivity.
The second consideration in the “People” factor that leadership must ensure that the team selected to execute the project has the requisite resources and ecosystem.
Establish a compelling vision, paint a clear picture of the desired result and how it will benefit the team members and the organisation. In my context, whenever leading such missions, I have always ensured to engage the team in their own professional development and learning opportunities in that specific engagement, besides articulating a solid vision for the group about the overall impact of the success of that project to inspire enthusiasm and commitment.
In the execution plan, leadership needs to encourage autonomy and ownership to give team members the freedom to make decisions, take ownership of their work, and have a say in how the project is executed. Having a sense of autonomy can be highly motivating and empower individuals to take more initiative.
Provide the necessary resources and support: Ensure team members have the right tools, training, and help to accomplish the project. They are offered support, such as L&D tools, and additional resources, such as specific software and equipment, demonstrating leadership commitment to their success.
Build effective communication is vital need in any project’s success. Keep the team informed about progress, challenges, and milestones. Regular and transparent communication helps build trust, keeps motivation levels high, and reinforces the importance of the project. Both horizontal and vertical communication channels must work as inter and intra-communication must engage the team. How often failures in these can derail the project timelines or impact the success? In addition, good communication skills matter, and due care be taken that individuals therein respect the communication protocols.
Team motivation and engagement: Besides hiring a competent team, the second aspect for the leadership to ensure is how best to engage and motivate the project team. For me, this is always a top priority to accomplish this prerequisite. The project leadership must align, as they are leading players and the sole drivers for the success of projects and its due sensitivities considering its requirements such as resources, stakeholders management and communication. Therefore, first and foremost, define the project’s purpose clearly and its body. Clearly explain the project’s goal, objectives, and expected outcomes. People tend to be more motivated when they understand the significance of their work, their contribution and how it contributes to the organisation’s overall goals, including their own learning uptake. Leadership must also go the extra mile to recognise and reward team achievement. They must not only wait for the finishing line but celebrate milestones and acknowledge individuals or team contributions therein, especially for those who have made significant contributions. Such recognition, though, needs due sensitivity and must be done tactically. Recognition and rewards, tangible or intangible, can go a long way in motivating and incentivising people to continue putting in their best efforts.
Positive work culture and team chemistry: Create an environment encouraging collaboration, innovation, and open communication. People are more likely to be motivated when they feel valued, heard, and supported by their colleagues and leaders. Also, take care of interpersonal relationships and uphold mutual respect and necessary delegation to ensure zero deviations. Remember, motivation can vary from person to person, so it’s essential to understand individual needs and tailor your approach accordingly.
When considering hiring a team for exceptional and tight timeline projects, the aforementioned considerations are bare essentials. They will help ensure the team can deliver results efficiently and effectively within the given timeframe.