January 5, 2007 – Evil Alter Ego #2: Ms. Bellows

The superhero gene inherent in project managers can mutate and become something ugly. Such is the case with Ms. Bellows. Instead of discussing, she yells. People leave her office in tears. Behind her back people call her Yelly Kelly.

The problem is that she is successful. People jump when she says to and projects get done on time. This makes upper management happy and she is rewarded, reinforcing the original problem. Eventually no one willingly works with her and some of the best resources leave the department, company or even country.

If you see this trait in you, how can it be stopped?

This is a tough problem because there are so many factors tied in to it. Family origins, bullied as a child and inferiority complex are prime examples. I’m sure through psychoanalysis Freud would determine that she was deprived of Starbucks in junior high. Some of the blame obviously falls on the environment that allows or even fosters her behavior. Because everyone expects this attitude the cards are stacked against change. But if you see some of Ms. Bellows in your actions and want to break out of it, there is hope. Here are a few things you can implement to reduce the volume.

1. Acknowledge that it is a problem. Look at the negative impact it is having on your team and your ability to lead. Your feelings are legitimate. There are things that make us all mad. The problem is the action.

2. Address the causes. Sit down and make a list of the things that really tick you off, like dropped commitments, missed dates and unforeseen issues. You know what your hot buttons are. Now train yourself and your team to deal with the root causes of these problems before they happen. Record action items in meeting minutes so commitments are clear and expectations are set. Refine estimation techniques to set realistic dates and track to them. Use risk mitigation to identify potential issues and address them before they happen.

3. Take a deep breath. When you are ready to let fly with a verbal barrage take a hearty breath in through your mouth. This does 2 things for you. First, it is very hard to make your vocal cords yell when you are breathing in. Second, it gives you a brief chance to relax and change what you are going to say.

4. Replace yelling with a catch phrase. Instead of yelling, imagine if you said something like “I would normally be yelling by now, but….” Most people hear better when they are not being yelled at. The natural tendency is to become defensive or tune out. Catching them off guard like that may help them listen this time and do things differently next.

NOTE: Screaming is abusive and doesn’t belong in the work place. If you are a victim of a yeller and feel like you are in a hostile environment, speak to your HR department. If you recognize it in yourself, seek help.

January 4, 2007 – Evil Alter Ego #1: Mr. Genius

There is a certain gene in the DNA of a project manager that results in a superhero complex. We are the ones that find leadership voids and itch to fill them. If there is chaos, we long to tame it. When things are wrong we strive to right them. Where there is no org chart…well, you get the idea.

Unfortunately there is also a dark side to this gene. The side that urges us to become bosses instead of leaders, engrossed in schedules instead of managing and concerned with process over people. These next entries are dedicated to fighting those tendencies and overcoming our Alter Egos.

The first Alter Ego that needs to be dealt with is the Mr. Genius. He is prevalent among new or weak project managers that have moved up the ladder from a technical background. He thinks that since he is in charge he must be the brightest and have the best ideas. Their ideas are presented as facts and the team had better fall in line behind them or else.

There are several downfalls to this concept. First, as you transition from the technical realm to project management you can’t stay current on the latest and greatest. Naturally your ideas start to become old school technically. Second, it stifles any ability of your team to bounce ideas around and make them better. Third, you begin to realize that there are brighter bulbs on your team than you. Finally, your team will eventually find people to work for that value their abilities to think.

The only way to overcome this is through my 4-step program.

1. Repeat the following: “My idea is not the only idea and sometimes it isn’t even the best one.” If you struggle saying that then keep repeating it until it sticks. Eventually you may realize that you want people on your team that are smarter than you. It increases your odds of success and allows you to concentrate on managing.

2. When you present an idea make it the starting point and not the final decision. Be the first ones to point out a flaw that needs to be addressed. This encourages others to either replace your idea or make it better.

3. Don’t stubbornly hold on to an idea that has been bested. You will only build animosity with your team.

4. Appreciate the final product. Acknowledge the team’s success and refrain from muttering “my idea still rocks” under your breath.

Following these steps will result in a more productive team and keep you from burning out trying to be the brightest one in the bunch and the evil Mr. Genius can be sent packing.