Team dimensions

Save for later

Favourite

One of the many advantages of working within a project team is that it offers access to diversity in numerous dimensions. Often, the team is assembled according to who is available and who has the requisite skills; rarely does the PM have the luxury of a selection process. Nevertheless, diversity within the team will present itself in many facets, including skills, experience, background, education, attitude and personal preferences.

All of these are in addition to the traditional diversity considerations of age, race, gender, sexuality and ethnic origin.

Individually, each of us represents a complex range of preferences and experiences that shape our approaches and attitudes. This diversity is essential to the success of a project team. Imagine how a project can be hindered if the project team does not have the ability to:

  • Assess a project context using tools such as PESTLE to encourage diverse thinking;
  • Understand multiple aspects of the scope of a project from the perspective of having different skills/experience/background;
  • Assess negative risks from a number of perspectives, including being risk-prone or risk-averse, the proximity or distance of the likely occurrence, and the magnitude of impact;
  • Have members of a team who understand and represent opportunity (positive risks), seeing potential advantages, benefits and increased success;
  • Address change requests while seeing both a holistic view of the project and the potential impact of a change, together with the detailed understanding of the potential to affect time, cost, quality, delivery and satisfaction; Use a diverse approach to manage conflict;
  • Employ situational leadership to adjust leadership approaches to suit the context.

Those of us working in a project or programme context are well aware of the team roles and models provided by the experience of Meredith Belbin, Dr Margerison, Dr McCann and G M Parker (to name but a few). All of these models categorise the diversity of people through defining labels, behaviours and outcomes of different approaches and perspectives.

Diversity of people and perspective is what brings value to a team approach, combined with mutual respect and appreciation to encourage dialogue
and to achieve success.

Sheilina Somani

Posted by Sheilina Somani on 24th Nov 2014

About the Author

I've over 30 (humbling) years as an international practicing project manager, consultant, speaker and coach/mentor.

Currently, Teaching Fellow for UCL, School of Management and Tutor for Academy4PM (Apprenticeship Programme).

Previously delivered multiple IT projects in the Property Industry. I'm a Fellow and RPP accredited by APM, as well as holding PMP from PMI and Master Practitioner in NLP (Neuro Linguistic Programming).

I'm a past Chief Examiner for Knowledge Examinations for BoK 6ed; which includes Fundamentals, Project Management Qualification, Risk Management and Higher Apprenticeships (HAPM); Deputy Chair of the APM Examinations Panel BoK 5ed and held a volunteer role with Kids Company.

I'm a passionate and committed community builder/sustainer. Always happy to learn, share, discuss and evolve.

Comments on this site are moderated. Please allow up to 24 hours for your comment to be published on this site. Thank you for adding your comment.
{{comments.length}}CommentComments
{{item.AuthorName}}

{{item.AuthorName}} {{item.AuthorName}} says on {{item.DateFormattedString}}:

Share this page

Login or Register to leave a comment:

Recommended blogs

Evolution and continuity

4 October 2016

Save for later

Favourite

Should major programmes have a ‘single controlling mind’?

28 November 2016

How is your programme structured, and who orchestrates the master plan? Is this the most effective way to deliver the outputs and customer benefits required?

Save for later

Favourite

Recommended news

Save for later

Favourite

Save for later

Favourite

Join APM

Sign up to the APM Newsletter.