PMcrunch

I typically find change to be refreshing, but also find that it is not always possible. I also find that I have great admiration for those who can maintain a fresh and consistent outlook all of the time. They can be at the top of their games all of the time – and not necessarily incorporate that same type of change component that I do.

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We all have different personalities – even project managers. But what makes one person more effective than another? Are there certain situations in which each of us is more effective than others? Is there something that we, as project managers, can do to become more effective through our personality? Are there situations that we should avoid?

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Parkinson’s Law – the concept that work expands to meet the time available – is a common human behavioral reality. To deal with it, we can always tighten up the timeframe or define the work and deliverables more explicitly, but it is not always so straightforward to deal with.

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Personality is an important consideration in team building. Think about how people have different individual work styles and how they work differently in a group differs! Understanding how you and your team members tend to work can help each of us to work together more effectively. One popular way to discover personalities and its effect work styles is the use of the Myer-Briggs Type Indicator (MBTI).

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One of the tough jobs of a project manager is to manage people and groups of people. The larger your project, the more apt it is to have splinter groups, clicks, and polarization. Equally dangerous – on small as well as larger projects – is the idea of a core project team being alienating towards certain ‘splinter’ groups of stakeholders!

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