Some Necessary “Labels”

Deprecated: trim(): Passing null to parameter #1 ($string) of type string is deprecated in /home1/lifeioe2/public_html/wp-content/plugins/shareaholic/public.php on line 457

Deprecated: trim(): Passing null to parameter #1 ($string) of type string is deprecated in /home1/lifeioe2/public_html/wp-content/plugins/shareaholic/public.php on line 463

Deprecated: trim(): Passing null to parameter #1 ($string) of type string is deprecated in /home1/lifeioe2/public_html/wp-content/plugins/shareaholic/public.php on line 469

Deprecated: trim(): Passing null to parameter #1 ($string) of type string is deprecated in /home1/lifeioe2/public_html/wp-content/plugins/shareaholic/public.php on line 457

Deprecated: trim(): Passing null to parameter #1 ($string) of type string is deprecated in /home1/lifeioe2/public_html/wp-content/plugins/shareaholic/public.php on line 463

Deprecated: trim(): Passing null to parameter #1 ($string) of type string is deprecated in /home1/lifeioe2/public_html/wp-content/plugins/shareaholic/public.php on line 469

Deprecated: trim(): Passing null to parameter #1 ($string) of type string is deprecated in /home1/lifeioe2/public_html/wp-content/plugins/shareaholic/public.php on line 457

Deprecated: trim(): Passing null to parameter #1 ($string) of type string is deprecated in /home1/lifeioe2/public_html/wp-content/plugins/shareaholic/public.php on line 463

Deprecated: trim(): Passing null to parameter #1 ($string) of type string is deprecated in /home1/lifeioe2/public_html/wp-content/plugins/shareaholic/public.php on line 469

I have never been a fan of “labels” (even before it was cool!) I spent Elementary School having students tell me I wasn’t popular enough. In High School I wasn’t risky or “punk” enough, now as an adult I’ve had peers tell me I need to “work on my confidence” because to them, it seemed I wasn’t “sure” enough of my abilities.

The last label regarding insecurity or lack of confidence opened my eyes more than any previous label I’d been dealt.

I am confident. I am sure. I know my strengths and my limits.

I’m not sorry for not being overly pushy or talking the loudest, that just isn’t my style. I am a successful Project Manager through establishing strong interpersonal relationships built on mutual respect, and that is how I know I can rely on my team to accommodate my requests and they can always rely on me for whatever support I can offer them.

The difference between me and the “dominant” PMs is personality type. In this case I’m labeling the difference as Introversion and Extroversion.

I’ve worked with a number of managers who feel that if they are the loudest, they are the most correct – or that since they are in a “management” role, what they say goes.While this may be true on paper, a manager is only as successful as their team and if you piss off your room full of engineers you can best believe that their priorities are changing as you speak and you’ll be left explaining up the ladder why your program is so far behind schedule.

In meetings I tend to observe and absorb as opposed to demand and dominate. I will take thorough notes on progress, risks etc. and will follow up on topics that don’t need to be addressed in front of the current audience. I am respectful of everyone’s time and try to limit the number of meetings scheduled, and the duration of each. 

As with all things you must find balance. I am not saying that only Introverts should lead or that they are better than our outgoing counterparts. Many of my peers I would consider as extroverts (or legit fakers like me,) and they have found the happy medium when managing their teams.

Respectful, helpful Program Managers who realize and broadcast the worth of their team will go further than those who only carry the proverbial “big stick.” But don’t let the “Speaking Softly” fool others into believing you are a pushover and are not strictly monitoring the program progress and holding people to their responsibilities. Teddy’s Foreign Policy is still useful today for Program and Project Managers both Introvert and Extrovert a like.

Whether you direct the meeting or hand the reins elsewhere the main 2 points are the same:

1. Listen to your people, respect that they know more about their expertise than you do, ask the right questions, and utilize your organization skill set to keep them on track.
2. Don’t be like Plankton…..