Archives for category: Team Building

This is post #3 regarding Gary Rechtferig’s insights on emotional intelligence in project management. After gaining self-awareness of your emotions and triggers, it then becomes about managing your reactions.

Project or program management is generally an influencer role. It is important to manage your emotions to deal with others effectively. Gary’s recommendation is to journal after meetings to find patterns in your emotional triggers and responses. If you can identify your triggers, then you can change how you react to them. Read the rest of this entry »

In my prior post (link to it here), I described my interpretation of Gary Rechtfertig’s E.I. (Emotional Intelligence) framework, though I missed that portion of his talk. In this post, I begin drilling into this framework to figure out if/how I can apply it to my practice of project management.

The first “room” in this framework is “Self-Awareness.” A key element of self-awareness is to be honest about yourself. This involves being honest about a) my own emotions and b) the strengths and weaknesses in my skill set. Read the rest of this entry »

Recently, I heard a gentleman, Gary Rechtfertig from Doulos PM Training, speak on emotional intelligence to a group of project managers. Unfortunately, I missed the first few minutes of his talk, but I found the part I heard useful.

I’ve been pondering on his presentation deck for two reasons: 1) to understand the whole of his talk since I missed his setup of it, and 2) to identify what specific actions I can take to grow as a project manager. This post will focus on trying to understand the basis on which he built his talk, which also happens to be the part I missed.

First, Gary defines emotional intelligence (E.I.) using two quotes. Read the rest of this entry »

As I’ve been pondering the theme of “team culture“, I’ve been considering how I would be more intentional with virtual teams (or team members) next time I run such a project.

It can be an interesting challenge creating a cohesive team when all team members are located in the same building much less the same city or state or country. How can team members feel a sense of loyalty to the “team” if they don’t know one another? Why would one person give up his convenience to help someone out who is simply a name on the plan or a voice coming through the speaker? Read the rest of this entry »

Recently, I came upon the concept of “team culture” as I was reading about the human resource aspect of project management. I hadn’t really thought about the “culture” of teams I’ve led – at least, not in those terms.

I often think about my interactions with people and how people interact with me. I also like to observe how people interact with one another. But I have not necessarily thought about how my interactions and actions establish a “culture” (i.e. customs and beliefs) within the team.

Reading about this concept made me realize how much more intentional I need to be, as the project manager, in setting the proper tone for the team. Read the rest of this entry »