This Sunday Blog is About Developing a Team…

Related to my Full Sail class Executive Team Management.



Legal Note: The class is using Gary R Heerkens’ book Project Management Copyright 2010 McGra-Hill. The following notes and charts fall under Fair-Use for educational reasons and no direct profits were from material discussed. There is Added comment Comments from Zon Petilla. Most material was “paraphrased” by Zon Petilla.


Chapter 2 Highlights_

Relates to defining a need, a solution, a plan, and a budget for a project plan. Analyzing how successful the plan was after the project (p.28).

Chapter 3 Highlights_

Responsibilities to your Role_ (p31)
• The Project
• The Organization
• The Team
• The Project Manager

Have realistic targets (p33)
• Refer to Chapter 8

Perpetual Emphasis on Function (p34)
• People often over focus on their function rather then the project.
• The focus on their function may hinder a new project.
• People may band to a work group rather then the real needs of the client
• Function may affect decision process when between the project and departments (p36).
• Function conflicts between new project and other departments in larger organizations.
Skill Requirements of the Project Manager (p36)
1. Project management process skills
2. Interpersonal and Behavioral Skills: Communication, Counseling, and team member development skills.
3. Technology Management Skills
Also relates to Required Legal Knowledge
4. Desired Personal Traits
Cognitive and Psychological Habits needed to be successful.
Misc Skill Sets
Social Network Leverages (p44)
Benefits to Soft Side Approaches (i.e. Friendliness as Professionalism to All) (p46)

Chapter 5 Highlights_
Define the Project and the roles, but allow for flexibility (p79)

Consider expenses of involvement Vs. anticipated contribution (p79) Meaning, “Work for free” Vs. work for a “direct wage”. Often members in beginning projects may have to work for free or contribute skills off hours to develop a new project before getting a paid job or role.

Develop a list of things needed from each team member before you start the screening process (p82)


Develop a clear map of the decision hierarchy to help the decision process (p83)
• Relates to the small and larger group infrastructure

Develop the answers to predicted common questions team members may have (p84)
• “What’s in it for me” Questions
• Psychological Questions
• Performance Questions
• Communication Questions
• Team description questions



Understand how to council are reinforce a positive and clear team member psychology (p85)
• Review proposal project objectives
• Create Friendly Leadership environment
• Define Behavioral Norms for Communication, Change, and Completion
• Project Logistics
• Give Praise and Remind them why they are on the team
• Give constructive function feedback

Forming, Storming, Norming, Performing (p86)
• Note: Fifth stage: “Mourning”. After the project is done project leadership roles and goals have to change.
Encourage Team Meetings (P 91)
Reward the Team as a whole (p 92)
Establish Mutual Expectations (P 93)
Not all team mate are created equal (P 95)
• Be prepared to treat others by different factors
• Be prepared to explain to others why different people are being treated defiantly.
• Be prepared to explain to an individual why they are being treated differently.