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Resistance to client feedback can stall growth—for the project, the team, and the individual. How do you turn resistance into collaboration? Current Status: Right now, you may have a team member who views client feedback as criticism or interference. This attitude creates tension with the client, hampers collaboration, and risks project outcomes. Desired Status: Picture a team where feedback is welcomed as a tool for improvement. Your team member listens actively, aligns with client needs, and co-creates solutions that strengthen relationships and drive project success. Bridge: Transforming resistance into collaboration starts with understanding the root of the resistance, reframing feedback as an opportunity, and building a feedback-positive culture. I once worked with a consultancy team where a senior analyst resisted feedback from a key client, perceiving it as undermining his expertise. The relationship with the client was deteriorating, and it was affecting the project delivery. After assessing the situation, I suggested the team lead take a structured approach: Arrange a one-on-one conversation to understand the analyst’s perspective and concerns. Reframe feedback discussions as problem-solving exercises rather than evaluations. Pair the analyst with the client for collaborative brainstorming sessions, allowing him to take ownership of implementing feedback. By guiding the analyst through these steps, he shifted from defensiveness to active collaboration. As a result, the client relationship flourished, and the analyst’s reputation as a reliable partner improved. Key Implementation Points Acknowledge Concerns: Privately discuss the team member’s resistance to identify underlying fears or misconceptions. Reframe Feedback: Present feedback as insights that empower improvement, not critiques of competence. Lead by Example: Demonstrate openness to feedback and share how you’ve used it to improve. Set Feedback Protocols: Establish clear processes for how client feedback will be handled and implemented. Celebrate Wins: Highlight and reward moments where feedback was embraced and resulted in better outcomes. By guiding your team member to embrace feedback, you foster a culture of continuous improvement, build stronger client trust, and achieve smoother, more successful project outcomes.

Why problem solving thinking is so important? When working on various projects, I often encounter situations where the client presents requirements that are not fully thought out and consistent. This is a very big threat, especially at an early stage of the project, as it can cause delays and bad decisions that are very difficult and expensive to change. What to do in such a situation? The problem solving thinking approach comes to the rescue. It is based on several pillars. First, critical thinking. In this way, we try to look at the presented requirement and assess how much sense it makes. Does it really meet the end user's goal? Has it been formulated correctly? Knowing the answers to these questions, we use our creativity, knowledge and experience to reformulate the requirement, clarify it or reject it altogether. Then we talk about it with the client, explaining our way of thinking and showing alternatives that will help achieve the original business goal. This is probably the most important thing here. The point is not to leave the client with the information that what they came up with makes no sense and nothing can be done about it. It is necessary to show alternative solutions and other paths to reach the goal. By talking about them, we will build trust and avoid misunderstandings, which should guarantee smooth cooperation. To sum up, it is worth remembering the 4 C`s when working on project requirements: - critical thinking - creativity - communication - collaboration

The Power of SMART Goals! A key to effective management is setting clear and achievable goals. While simply having goals is important, the real power lies in employing the SMART goal framework. For managers and team leaders, understanding and utilizing SMART goals is not just beneficial, it's essential for driving productivity, fostering team cohesion, and achieving organizational success. SMART Goals, when used correctly can be a game changer for leaders! So, what Does SMART stands for? How will it help you and your team perform to the best of your ability? Let's break it down! SMART stands for Specific, Measurable, Achievable, Relevant, and Time-bound. Specific: Vague goals are breeding grounds for confusion and missed targets. Instead of "Improve customer satisfaction," a SMART goal might be "Increase customer satisfaction scores by 20% by the end of Q1." Eliminate ambiguity and ensures everyone understands the desired outcome. Measurable: A measurable goal includes quantifiable metrics. This could be specific numbers, percentages, or a benchmark (achieve a 4-star rating on google). This allows for objective and transparent progress tracking along with concrete evidence of success or areas needing improvement. Achievable: Unrealistic goals can be demoralizing and unproductive! Have you worked for a company that set goals that were never meant to be with-in reach? These kind of goal leads under-performance. Why try if you will never reach the goal line? Achievable goals are challenging yet attainable within the given resources, timeframe, and capabilities of the team. Managers need to realistic. This fosters a sense of accomplishment and motivates the team to strive for success. Relevant: Goals should align with your organization's objectives and your team's responsibilities. A relevant goal that contributes directly to the bigger picture avoids wasting time and resources. It also creates a sense of purpose and ensures that everyone is working towards a common goal. Time-bound: A deadline provides both urgency and focus. A SMART goal always includes a specific timeframe for completion. This could be a week, a month, a quarter, or a year. Time-bound goals prevent projects from dragging on indefinitely. For managers, this allows for better project planning, resource allocation, and timely completion of crucial tasks. So, as a team leader, what's in it for you? SMART goals provide a clear roadmap for success, increased productivity, and improved performance. They also enhanced team collaboration as shared understanding of goals fosters better teamwork! Plus, measurable goals allow for an easier and more objective performance evaluations at the end of the year. Tracking progress against measurable goals also provides valuable data for informed decision-making. By consistently applying the SMART goal framework you set yourself and your team up for success!

ARE YOU WORKING IN A MATRIX ORGANIZATION? DON'T YOU HAVE AUTHORITY TO MANAGE A TEAM DIRECTLY? Then these techniques are for you... This is common in matrix organizations where team members report to several managers, and you don’t have definite power over them. Some techniques and skills to manage the team effectively in this situation: 1. Build Relationships: Trust and Respect: Earn the trust and respect of your team. This can be done by showing competence, being reliable, and demonstrating integrity. Personal Connections: Get to know your team members on a personal level. Understand their motivations, strengths, and weaknesses. 2. Communicate Clearly: Transparency: Keep communication open and transparent. Share the project goals, timelines, and individual roles clearly. Active Listening: Practice active listening to understand team concerns and feedback. 3. Influence and Encouragement: Influence Skills: Develop your influence skills. Use logical arguments, emotional appeals, and cooperative strategies to persuade team members. Lead by Example: Demonstrate the behaviors and work ethic you want to see in your team. 4. Leverage Expertise: Subject Matter Experts: Rely on subject matter experts within the team. Their expertise can often sway opinions and decisions. Empower Team Members: Give team members ownership of tasks and decisions. This can increase their commitment and motivation. 5. Conflict Resolution: Arbitrate Disputes: Act as an arbitrator in conflicts. Use your influence to find common ground and resolve issues. Negotiate: Be prepared to negotiate and compromise to keep the project on track. 6. Align Objectives: Shared Vision: Align the project goals with the personal and professional goals of your team members. Recognition and Rewards: Recognize and reward contributions and achievements to boost morale and motivation. 7. Stakeholder Management: Engage Stakeholders: Keep stakeholders informed and engaged. Their support can give you the leverage you need to influence your team. Manage Upwards: Ensure that higher management understands the challenges you're facing and supports your efforts. 8. Use Data: Evidence-Based Management: Use data and metrics to make your case and track progress. It’s harder to argue with facts and figures. 9. Adaptability: Be Flexible: Be prepared to adapt your management style to different team members and situations. 10. Professional Growth: Continuous Learning: Continue developing your leadership and management talents. Workshops, courses, and books on leadership can be very helpful. Being a project manager without direct power requires a blend of soft skills, diplomacy, and strategic thinking. It's all about leading through encouragement rather than command. I hope you will enjoy your job by implementing the above tools and will be a successful manager.

How I Build Effective Teams and Manage Projects Over the years of my work and after answering over 1000 similar questions from the attendees of my lectures, I still haven’t found a universal answer to the question "How can you build an effective team?" Especially if it’s a distributed team. Even more so if it spans across different time zones. The majority of entrepreneurs I’ve talked to forget about almost all of these points, hoping for a miracle or intuition. Rather than searching for universal answers, I focused on the key principles that, in my opinion, are essential for making it work. Focusing on these principles, on the contrary, is highly likely to help establish effective teamwork and achieve the kind of synergy between sales and marketing that every entrepreneur dreams of. So, here’s my top list: Clear Goals and Strategy. Before working with a team or launching a project, it’s crucial to understand what we want to achieve and how. Establishing a clear strategy with well-defined goals and outcomes is the foundation of success. Role and Responsibility Distribution. It’s important that each team member knows their role and responsibilities. I always aim to clearly allocate tasks so that people don’t waste time on uncertainty. I use models like RACI (Responsible, Accountable, Consulted, Informed) to assign specific roles and make the management process transparent for everyone. Open Communication. Constant and transparent communication is key to success in any team. I always maintain open channels of communication where everyone can voice their opinions or suggest ideas. This helps to avoid misunderstandings and allows for faster responses to potential issues. Data-Driven Management. I rely heavily on data-driven decision-making in my work. Whether it’s performance analytics of the team or project progress, data helps make informed and accurate decisions. I also use project management tools like Jira and Trello to track task completion and keep everyone updated. Motivation and Development. It’s important for team members to feel valued. This doesn’t always mean raising salaries. Often, recognition of their efforts and providing opportunities for development and growth within the company is enough. I regularly hold one-on-one meetings with colleagues to understand their goals and help them achieve them. Flexibility and Adaptation. Projects don’t always go as planned, and the ability to adapt to changes is critically important. I’m always ready to adjust my approaches and decisions in response to new challenges and opportunities to ensure the project’s success, no matter what difficulties arise. If you’re interested in the topic of effective management and building your dream team, let’s discuss how these principles can work for your company! How do you approach this challenge? What principles do you use in your practice to build effective teams? #management #leadership #teamwork #projectmanagement #HR #business

Incorporating emotional intelligence (EI) into decision-making for Information Systems (IS) projects is crucial for creating collaborative, efficient, and adaptable teams. Emotional intelligence can help leaders manage relationships, understand team dynamics, and navigate the complexities of technological challenges. Here’s how you can apply EI in IS project decision-making: 1. Self-awareness in Technical Decisions Understanding your emotions: When making decisions, such as adopting new technologies or resolving system issues, emotional self-awareness helps you manage biases, stress, and personal reactions. For example, in stressful situations like system failures, recognizing how stress affects your decisions can help you remain calm and objective. Bias management: Acknowledge any preferences for certain technologies or vendors. Self-awareness ensures decisions are based on facts and project needs rather than personal attachments. 2. Empathy in Stakeholder Engagement Understanding team and client needs: IS projects involve multiple stakeholders, including developers, end-users, and management. Empathy allows you to understand their perspectives and pain points, leading to better communication and decision-making that addresses real user needs. Client engagement: When gathering requirements or managing changes, empathy helps in recognizing the emotional concerns clients may have, such as fears about system downtimes or data loss, which can shape your approach to problem-solving. 3. Social Skills for Team Collaboration Fostering collaboration: Decisions involving system architecture or process optimization often require input from various departments. Emotional intelligence helps in navigating team dynamics and fostering open communication, ensuring that all voices are heard and that the team works harmoniously. Conflict resolution: Disagreements may arise during IS projects, such as over-feature priorities or tool selection. Strong social skills enable you to mediate conflicts, ensuring the team reaches consensus while maintaining positive working relationships. 4. Self-regulation in Managing Change Staying flexible: IS projects often involve rapid changes, such as new compliance requirements or emerging technologies. Self-regulation ensures you remain adaptable without reacting impulsively to changes. A composed approach allows for smoother transitions and helps the team navigate disruptions effectively. Stress management: When faced with tight deadlines or system challenges, self-regulation helps maintain focus and prevents reactive decisions that could harm the project’s long-term success. 5. Motivation to Drive Success Setting and pursuing goals: Emotionally intelligent leaders stay motivated and resilient even when projects face obstacles. This motivation drives continuous improvement, whether by learning new technologies or finding innovative solutions to complex IS problems.

The Methodical Architect or The Intuitive Activator? The Methodical Architect (Invention & Tenacity Geniuses) The Methodical Architect is a creative individual who can envision both the beginning and the end of a project. They excel at developing solutions from a broad perspective while paying close attention to the finer of execution. This ability to create and execute makes them invaluable in helping teams develop solutions and ensure they come to fruition in line with the original intent. What to watch for: In their quest for precision, they may miss nuances in their environment or overlook the human needs of their colleagues. The Intuitive Activator (Discernment & Galvanizing Geniuses) The Intuitive Activator acts as the bridge between ideation and implementation. Their intuitive ability to assess and refine great ideas seamlessly transitions into their natural talent for rallying support and driving momentum toward execution. They bring such helpful clarity around decisions & generate a surge of enthusiasm to spark action. What to watch for: Due to their quick assessment skills, they might jump to rallying others too soon. It's important for them to consider the details of implementation before they fully engage their galvanizing gear. This can help mitigate their own expectations for an immediate response. Having great people on your team is important...the NEXT STEP is to figure out how to best work together! Questions about Working Genius? e: coaching@michaeldueck.com

DiSC® and Critical Thinking DiSC® and Critical Thinking are two distinct but complementary tools that can greatly enhance personal and professional development. Here's a brief overview of each and how they might intersect: The DiSC® behavioral assessment is a tool used to understand human behavior.  It categorizes behaviors into four primary types based on traits: - Dominance (D): Focuses on results, confidence, and boldness. - Influence (I): Emphasizes social interactions, enthusiasm, and persuasiveness. - Steadiness (S): Values cooperation, sincerity, and dependability. - Conscientiousness (C): Prioritizes accuracy, quality, and competency. Understanding these types helps individuals and teams improve communication, collaboration, and conflict resolution by recognizing and appreciating diverse perspectives. Critical Thinking Critical thinking is the objective analysis and evaluation of an issue to form a judgment. It involves: - Analysis: Breaking down complex information into understandable parts. - Evaluation: Assessing arguments and evidence logically. - Inference: Drawing conclusions based on sound reasoning. - Explanation: Clearly articulating reasoning and evidence. - Self-Regulation: Reflecting on one's own beliefs, values, and biases. Critical thinking enhances problem-solving and decision-making by encouraging thorough and reasoned approaches to various issues. Intersection of DiSC® and Critical Thinking Combining DiSC® with critical thinking can lead to more effective interpersonal interactions and problem-solving strategies. Here's how they intersect: 1. Self-awareness: DiSC® helps individuals understand their natural tendencies, which can inform their approach to critical thinking. For instance, someone high in Dominance (D) may need to consciously slow down and consider multiple perspectives before making a decision. 2. Understanding Others: Recognizing the DiSC® styles of others can aid in critical thinking by anticipating how they might approach problems and react to solutions. This understanding can lead to more empathetic and effective communication. 3. Collaboration: In a team setting, leveraging the strengths of various DiSC® styles can enhance collective critical thinking. For example, an Influencer (I) might generate creative ideas, while a Conscientious person (C) evaluates them for feasibility and accuracy. 4. Problem-Solving: Diverse perspectives from different DiSC® styles contribute to a more holistic approach to critical thinking, ensuring that solutions are well-rounded and considerate of various viewpoints. 5. Conflict Resolution: Critical thinking can help address conflicts by encouraging logical analysis and fair evaluation, while DiSC® provides insights into the behavioral tendencies that may be driving the conflict. By integrating the insights from DiSC® with the principles of critical thinking, individuals and teams can enhance their effectiveness in communication, problem-solving, and decision-making.

Maneuvering a challenging relationship with a colleague can feel draining, even exhausting. You might feel emotionally overwhelmed or prefer avoiding them altogether. But you can’t. How do you deal with that situation? Start with getting to the root cause of what triggers these strong reactions. Is it something in their behavior? The way they speak? The dynamic altogether? Practical Steps for Breaking Down the Trigger 🔫 Identify the Trigger Use specific language to label what sets off your reaction. Maybe it’s a “disapproving look,” a “raised eyebrow,” or phrases like, “You should do it this way, or else…” or, “I know better, I’m senior.” 🫨 Name Your Emotions Recognizing them can help you understand why the interaction feels so charged. 💭 Observe Your Thoughts Note any thoughts that pop up, especially those tied to fear, self-doubt, or negative self-talk. Are you worried about rejection, losing your job, or damaging your reputation? 🕰️ Look for Relatable Past Experiences Has someone behaved like this towards you before? Reflect on that. Did anyone step in to support you? 🗓️ Detail the Present Situation – Pinpoint specific behaviors or phrases that provoke your reaction. 💁♀️ Honestly Assess the Source 👭 Ask yourself: is this a “me problem” (something personal within you) or truly a relationship problem with this person? ➡️ 👭 If It’s a Relationship Issue ➡️ Consider using a structured approach to provide feedback, like the Nonviolent Communication NVC framework or techniques from the The Gottman Institute 1️⃣ Start by clarifying your intention for a feedback conversation. 2️⃣ During the conversation, take responsibility for making your needs clear and ensure they’re understood. 3️⃣ Shift the focus from demands to collaborative agreements on how to work together.# 🧨 One to one feedback has failed in the past between the both of you? Ask a coach to facilitate this conversation. An agile coach or professional facilitator will creating a safe space, ensuring both of you are sharing, being heard a listen. A coach can serve as a communication bridge, translator and buffer. 👉 Zero in on a single trigger at first. If more frustrations bubble up, write everything down in a journal-style entry, then highlight each trigger separately. For example, say your colleague leans back during meetings, chin lifted, surveying the room. Then, they speak to you in a patronizing way, almost like “mansplaining,” even though they’re not a man. Afterward, they walk around the office, charming everyone—seemingly beloved by all but you. In this case, you might find multiple triggers: their body language, tone, language choice, perceived power dynamic, or office cliques. 💭 🫶 Managing a challenging work relationship takes effort, and it’s no easy feat. Remember: you can't change anyone, you can change how you react and give people the chance to get to know you better. #agilecoach #feedback #communication

Influencing Without Authority 🫡 A project manager's success goes beyond tracking tasks and managing timelines, it’s about influencing without authority. This ability helps you guide stakeholders toward project goals even when you don’t have formal managerial control over them. Developing strong interpersonal skills will allow you to build relationships, resolve challenges, and ensure your project stays on course. Your mission is to Build trust, solve problems, and keep everything on track. The Below four interpersonal skills will help you lead (and keep your sanity intact) 😅 🌐 Communication: Communication is more than talking ,it’s about connecting. Whether it’s a quick check-in, sharing feedback, or a project update, your words should motivate, not just inform. Keep things clear and upbeat, and don’t forget to listen. The smoother the communication, the fewer the surprises. You’re building relationships, not reading from a script. 🤝 Negotiation: Change Is Inevitable, So Get Comfy with Compromise, Things might go off track and Negotiation will be your lifeline here. Maybe a deadline slips, or two stakeholders can’t agree on priorities. Your job? Find that sweet spot between their needs and the project’s goals. balance interests while keeping the project on Track. ⚖️ Conflict Mediation: Yes, conflict will happen and you’ll need to step in before things escalate. The goal? Turn disagreements into productive conversations. Set up those peace talks early, and keep everyone focused on solutions, not drama. Calm the Storm Before It Spreads! 🎯 Motivations: Everyone’s driven by something whether it’s recognition, pride in their work, or just crossing things off the to-do list. Your role is to Figure out what motivates each stakeholder and use that insight to keep them engaged. Some love praise, others appreciate a quiet “good job.” Knowing what makes people tick helps you bring out their best work and builds trust along the way. The beauty of influencing without authority is that it’s all about relationships, not titles. With these Skills, you’ll be guiding projects, smoothing out conflicts, and delivering the project's success.