APM PPQ Establish and develop teams to achieve project aims and objectives
APM Project Management TrainingShow Notes
2.1 Critically Evaluate Tools, Techniques, and Leadership Behaviours Tools and Techniques: The podcast discusses utilizing the Tuckman model (forming, storming, norming, performing) as a framework to understand team development stages. It emphasizes the importance of trust and confidence through practical approaches like kick-off meetings, social events, and fulfilling commitments. Leadership Behaviours: Effective leadership in project management is highlighted through the necessity of establishing trust and confidence. Leaders are advised to under-promise and over-deliver, ensure clear communication of expectations, and actively maintain commitments to build credibility within the team. 2.2 Critically Analyse Response to Changes in Project's Environment The dialogue explores the adaptation to changes in a project's environment, emphasizing the need for flexibility in leadership styles. It discusses the situational application of leadership models like Hersey and Blanchard, and Max Landsberg's skill-will model to cater to evolving team needs and environmental contexts, ensuring that team requirements and interests are continuously supported. 2.3 Critically Analyse Tools and Techniques for Effective Team Development For maintaining an effective team, the session underscores the importance of clarity in roles and responsibilities through tools like RACI matrices and comprehensive project plans. It also suggests regular updates and adaptations to the project environment, advocating for proactive management of team dynamics and ensuring alignment with project goals through continuous development and training. 2.4 Critically Evaluate the Role of Monitoring and Feedback Monitoring and feedback are framed as crucial for recognizing individual contributions and guiding team progress. The discussion points out that both project-oriented and personal feedback are necessary. The former ensures that the project stays on track, while the latter supports individual development, addressing personal challenges and aligning them with project goals. 2.5 Critically Evaluate Relationship Between Performance Management and Motivation Performance management is linked directly to motivating team members by aligning individual professional growth with project goals. The conversation highlights how performance appraisals, development opportunities, and potentially even financial incentives like bonuses can enhance motivation, leading to successful project outcomes. 2.6 Critically Evaluate the Use of Conflict to Improve Performance The podcast illustrates the concept of 'positive conflict', suggesting that controlled, constructive conflict can be beneficial. It can stimulate innovation, challenge ideas to improve project outcomes, and enhance performance through healthy competition. Moreover, resolving conflicts respectfully can strengthen team cohesiveness and trust among members.
More from APM Project Management Training
What does it take to move from project manager to project leader? In this episode, Matt and Ruth at Parallel Project Training explores the shift from managing plans and processes to leading people, influencing others and making decisions under pressure. We discuss why the transition can be challenging, the habits that hold us back and how to build confidence as a leader. We also introduce our new Applied Project Leadership Programme, designed to help experienced project managers put leadership into practice now. To find out more about our leadership programme contact us at [email protected] or call on 0118 321 5030.
In this episode of the Parallel Project Training Podcast, host Ruth Phillips is joined by Becky Willmott, Senior Training Consultant, to discuss their career journeys in project management in recognition of International Women's Day and its theme, "Give to Gain." Becky shares how she entered project management through public procurement in the NHS, later moving into logistics and eventually becoming Head of a Project Management Office (PMO). The conversation highlights the wide variety of roles within project management, particularly the often-misunderstood role of the PMO. Rather than being purely administrative, PMOs provide vital support through governance, reporting, data analysis, and specialist expertise that enable project managers to deliver successful outcomes. Ruth and Becky also explore the different career paths within the profession, from project coordination through to programme and portfolio management. They emphasise that project management offers a dynamic, flexible and highly transferable career, with opportunities across many industries. The episode concludes with practical advice for anyone interested in starting or developing a career in project management, including gaining experience through workplace projects, exploring training and professional qualifications such as the APM Project Fundamentals Qualification, and taking advantage of networking opportunities within the profession. Finally, the discussion looks ahead to the future of project management, considering how AI may reduce administrative workload and allow project professionals to focus more on leadership, stakeholder engagement, and organisational change—while also creating opportunities for greater diversity in the profession.
15. Ethics, Compliance and Professionalism - This podcast discusses the ability to work consistently in a moral, legal and socially responsible manner, and covers: a) The importance of continuing professional development, which should cover both knowledge, skills and behaviours, and the individual's role in identifying and addressing their own competence gaps. b) Knowledge of the sources of specialist advice and standards that need to be adhered to. c) The impact of the legal and regulatory landscape on projects (such as the impact on working conditions, risk management, governance and sustainability).
14. Diversity and Inclusion - This podcast discusses the ability to build and maintain an inclusive environment that embraces a diverse culture, and covers: a) Knowledge of diversity, including characteristics which may cause a person to be treated less favourably, such as: age, disability, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. b) Why incorporating diversity into all parts of a project, from team members to customers, is a factor in creating a positive working environment and the importance of embracing diverse thinking in teams as a means of generating innovative solutions. c) How conscious and unconscious bias can affect actions and how to treat people fairly, including adapting behaviours to support individuals' needs and facilitate their contributions.