{"id":6524,"date":"2011-08-23T06:35:33","date_gmt":"2011-08-23T13:35:33","guid":{"rendered":"https:\/\/svapm.org\/?p=6524"},"modified":"2011-07-31T15:07:51","modified_gmt":"2011-07-31T22:07:51","slug":"how-do-you-handle-the-%e2%80%9cpains-in-the-necks%e2%80%9d-on-your-projects","status":"publish","type":"post","link":"https:\/\/svapm.org\/?p=6524","title":{"rendered":"How do you handle the \u201cpains in the necks\u201d on your projects?"},"content":{"rendered":"

\"\"<\/a>I recently was asked \u201cHow do you handle the \u201cpains in the neck\u201d at the office, team and social environments.<\/p>\n

Some personalities that project managers and coworker encounter may be:<\/p>\n

The Never Deliver\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The Chronically Late<\/p>\n

The Error Prone\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The Egomaniac<\/p>\n

The Glory Hound\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The Gossiper<\/p>\n

The Control Freak \u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 The Change Resister<\/p>\n

The Constant Complainer<\/p>\n

<\/div>\n

The best way to handle “pains in the neck” — is not to focus on them.\u00a0 Instead — focus on the behavior that you want to encourage and duplicate.\u00a0 Attract the people that you really want to work with.<\/p>\n

Reward the behavior that you want to surround yourself with.<\/em><\/strong><\/p>\n

As a project manager, clearly articulate your expectations for timely delivery, teamwork, innovation, and \u201cuneventful\u201d, quality service.\u00a0\u00a0 Encourage\u00a0those that cannot deliver those standards,to take training and coaching sessions to fill those skills gap.\u00a0\u00a0\u00a0\u00a0 Uphold the focus on the behavior that you expect and consider them tactical skill set for your team.<\/p>\n

As a project manager, establish Entrance and Exit Criteria at various stages of your project.\u00a0 Devise metrics to articulate time tables, quality level, tests that must pass successful, etc.\u00a0 Have those metrics prominently and regularly displayed at management status meetings. \u00a0Call out the team members consistently and reliably meeting those standards.\u00a0 Include those metric requirements in groups performance reviews performance benchmarks, as well.**<\/span> Make these part of your performance skill set.\u00a0 This gives everyone tangible performance metrics.\u00a0 This will minimize the effect of \u201cnever delivers\u201d, \u201cerror prone\u201d and the \u201cchronically late\u201d.<\/p>\n

**Make the expectations visible and the consequences even more visible.<\/span><\/p>\n

Establish ground rules and expectations such that every \u201ccomplaint\u201d must be accompanied by two or three solutions.\u00a0 Have an open door policy toward proposals instead of complaints.\u00a0 The \u201ccomplainers\u201d will still have valid complaints but they will become part of the solution, as well.\u00a0 Encourage the “complainer” to find other team mates with his\/her similar passion for this topic and brainstorm together.<\/p>\n

When faced with the egomaniac, glory hound and the control freak, acknowledge their individual contributions and guide them into the next level of leadership.\u00a0 Have this clearly articulated in their Individual Business and Career Development Plan.\u00a0 Publicize a vision of interdependency and encourage them into the Leadership, Manager and Team training.\u00a0 Put those classes in their Individual Career Development Plans, as their next phase of career advancement.\u00a0 Better illustrate that if they are the only ones doing these things, they are stuck at this position. **<\/span> By using leadership, mentoring and teamwork techniques, they can essentially \u201cclone\u201d their services (allowing that individual to move forward).<\/p>\n

Instead of acknowledging an heroic efforts on a task, award the steps he did to eliminate that need in the future.<\/p>\n

**At all times, award synergetic, repeatable solutions instead of the single-handed heroic, one-time thrust of force. <\/span><\/p>\n

Continually reward innovation and change.\u00a0 This will turn the focus away from\u00a0 \u201cchange resisting\u201d \u2013 toward embracing change. \u00a0 Place in the Personal Business Commitment Goals the goal of creating or adopting a new process or tool.\u00a0 Make it a part of their performance evaluation or individual development plan.<\/p>\n

Life is constant change. \u00a0And successful people need to be comfortable with the change.<\/p>\n

<\/strong>Conclusion:<\/strong><\/p>\n

If you are surrounded by \u201cglory hounds\u201d, \u201cgossipers\u201d or \u201cconstant complainers\u201d, ask yourself, what am I doing to attract those types of people?\u00a0 Am I enabling them? Am I encouraging that continued behavior?<\/p>\n

Then step back and change\u00a0 your behavior to attract the type of people you really want on your team.<\/p>\n","protected":false},"excerpt":{"rendered":"

I recently was asked \u201cHow do you handle the \u201cpains in the neck\u201d at the office, home and social environments.<\/p>\n","protected":false},"author":1508,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"give_campaign_id":0,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[2,845,6,27,847,848,849,899],"tags":[195,39,33,64,1370,17,38,54,46],"class_list":["post-6524","post","type-post","status-publish","format-standard","hentry","category-leadership","category-human-resources","category-communications","category-training-certification","category-self-leadership","category-1-1-leadership","category-team-leadership","category-career-2","tag-accountability","tag-best-practices","tag-common-sense","tag-communication","tag-leadership","tag-lessons-learned","tag-project-management","tag-soft-skills","tag-teamwork"],"aioseo_notices":[],"jetpack_featured_media_url":"","_links":{"self":[{"href":"https:\/\/svapm.org\/index.php?rest_route=\/wp\/v2\/posts\/6524","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/svapm.org\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/svapm.org\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/svapm.org\/index.php?rest_route=\/wp\/v2\/users\/1508"}],"replies":[{"embeddable":true,"href":"https:\/\/svapm.org\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=6524"}],"version-history":[{"count":0,"href":"https:\/\/svapm.org\/index.php?rest_route=\/wp\/v2\/posts\/6524\/revisions"}],"wp:attachment":[{"href":"https:\/\/svapm.org\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=6524"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/svapm.org\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=6524"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/svapm.org\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=6524"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}