Strengths and weaknesses of project management

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Strengths and weaknesses of project management

PaulMaguire Focus on developing people's strengths. Jeff joined your team 18 months ago, and he's proved himself to be a talented and successful salesman.

He seals the biggest deals, brings in serious revenue, and builds great relationships with clients. So, when your sales team leader transferred to another department, you were confident that promoting Jeff was the answer.

However, a few weeks later, you're starting to regret your decision. Jeff's existing skills have not translated to team management: You now realize that you focused on Jeff's successes when you Strengths and weaknesses of project management him, and ignored his weaknesses. You should have used a "strengths-based leadership" approach and concentrated on building his existing strengths, and promoted someone with more effective management skills to the team leader position.

In this article, we'll explore what strengths-based leadership is, and we'll see how you can use it to develop yourself and your team members. We'll also examine the advantages and disadvantages of this approach, and look at how you can identify your own strengths, so you can become a more effective leader.

What Is Strengths-Based Leadership? Strengths-based leadership is about focusing on your strengths, and delegating tasks that you're not as good at to others who are more skilled or experienced. You can also use this approach to identify your team members' strengths, and encourage them to use these in a way that benefits everyone.

Leaders are sometimes expected to excel at everything, and to have very few weaknesses.

Strengths and weaknesses of project management

In reality, though, you'll likely be an expert in a specific area only, despite your range of qualifications and experience, and this doesn't guarantee that you'll succeed elsewhere.

When you attempt to become an expert in all areas, you risk spreading yourself too thin and becoming ineffective. So, it's important to recognize your strengths and weaknesses, and delegate tasks that others could do better.

Benefits of Strengths-Based Leadership Let's look at the benefits of using a strengths-based leadership approach. Improving consensus and delegation. Working with experts in areas where you are less experienced is a sign of strength, not weakness.

You're admitting where you need help, accepting others' expertise, developing a more consensual leadership style, focusing on what you do best, and promoting effective delegation. Encouraging people to focus on their strengths increases team member enjoyment and engagement. This survey found that only one percent of employees become disengaged if their manager actively focuses on their strengths, while 40 percent become disengaged if they are ignored.

You can use strengths-based leadership to develop your team. This approach encourages you to hire people based on their individual strengths, not because their skills and interests align with your own.

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So, you are more likely to develop a diverse team, with a range of strengths, skill-sets, attitudes, and cultural values. Using this approach means that you will likely be more confident in delegating and passing on responsibility to your team members, and less focused on making people "fit," which can reduce creativity and innovation.

Drawbacks of Strengths-Based Leadership Despite its benefits, there are potential weaknesses in the strengths-based leadership approach. This approach can increase the risk of "pigeonholing" someone. For example, if you encourage people to focus on their strengths only, they might become bored, frustrated and resentful that others are moving up and developing new areas of expertise, while they aren't.

If everyone focuses on their strengths and "leads" in their own areas, you might struggle to determine the group's overall direction and make final decisions. This approach focuses on building talents and strengths but, in some areas, you also need to address performance weaknesses and knowledge or skills gaps.

Otherwise, you and your team members are less likely to improve or develop, and your work could be undermined by a weakness that no-one has covered. Finding This Article Useful?Online Resources. The Essential Guide to SWOT Analysis from Jackson Hille, content associate for FormSwift, a SF-based startup that helps organizations, entrepreneurs, and businesses go paperless..

Quality Guide: SWOT Analysis is a helpful guide from Management Sciences for Health and United Nations Children's Fund.. Mind Tools: SWOT Analysis provides a quick overview of SWOT.

Strengths-Based Leadership - Leadership Training From

Aug 30,  · At some point in your career, you’ll likely be asked: What are some of your greatest workplace strengths?Maybe your boss will pose the question in . Use strengths-based leadership to identify, recognize and develop people's strengths, skills and experience, and become a more effective leader.

Managers often have no problem evaluating their employees' strengths and weaknesses, but taking stock of their own skills is just as important. Here are the 10 key questions to ask yourself when. From a manager perspective, identifying strengths and weaknesses is the "secret" to unlocking the potential of every employee and every information enables leaders to make smarter decisions about task assignments, deliver more effective performance and reviews, and ensure that every employee can grow and succeed.

Update: This is a very old post written in early If you're looking for a project management tool now, instead of dotProject, check out web2project. It's a fork driven by real-world features and community feedback and has a release schedule.

Due to the impending release of dotProject v and a database server by my [ ].

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