How do you communicate and reinforce shared values and goals throughout the project lifecycle?

Based on my experience this maintain alignment and motivation among team members, to do this 1 Clearly define the vision and purpose of Project, the outcome, benefit and impact 2 Create concise and memorable vision that capture essence of Project purpose and goals, it need to resonate among all stakeholders 3 Communicate project vision to all stakeholders, using various communication channels 4 Link the shared value of Project to tangible actions, behavior and decision 5 Empowering team members to take ownership of Project vision and align their individual goals and action with share values 6 Celebrating instance where team members demonstrate behavior that reflect shared value of Project 7 Monitor Project progress and address challenges

In the early years of my career itself I learned that as a leader my biggest and first responsibility is to communicate the vision. To me, crafting a compelling vision is like painting a vivid picture of success. I like to start by articulating a clear purpose that resonates deeply with my team. I use simple language that everyone can relate to, fostering a sense of unity. Consistent communication, through regular updates and team discussions, helps embed these values into the project's DNA.

Start by articulating a clear and inspiring vision for the project, highlighting its fundamental purpose and objectives. Use persuasive communication techniques to ensure the vision is understood and internalized by all team members. Align the vision with the organization's core values, highlighting how the project will contribute to achieving them.

To effectively communicate and reinforce shared values and goals throughout the project lifecycle, start by defining and clearly articulating the vision and purpose. Engage and empower your team by involving them in decision-making processes. Regularly reiterate these values in meetings and project updates to ensure alignment and commitment. This approach fosters a cohesive team environment and ensures everyone is working towards common objectives.

Harness the power of storytelling to convey the project's vision and purpose in a memorable and emotionally resonant manner. Craft narratives that illustrate the journey from the current state to the envisioned future, highlighting challenges, successes, and transformative moments along the way.

Promote an inclusive and participatory environment, where all team members feel valued and empowered to contribute. Facilitate brainstorming sessions and workshops to engage team members in defining goals and strategies to achieve the project vision. Provide professional development opportunities to enable team members to effectively perform their roles.

Tailor task assignments based on each team member's unique strengths, skills, and expertise. Conduct assessments or utilize tools like StrengthsFinder to identify individual capabilities and preferences, allowing you to delegate responsibilities effectively.

Adoption will be crucial to get where you want to go. One big driver for adoption is that people adopt the idea / recognize it as their own. This comes much, MUCH more easily through co creation. So, in addition to involving people in order to have a better design of the future state, you make them familiar and supporting of the solution.

To involve and empower your team, assign tasks based on individual strengths. For example, if a team member excels in data analysis, allocate analytical responsibilities. Provide necessary resources and guidance, fostering a supportive environment. Encourage open communication for idea-sharing and collaboration, both internally and with external partners. Recognize achievements promptly, celebrating milestones. For example, acknowledging a team member's efficient problem-solving or a successful project phase completion reinforces empowerment. For example, regularly expressing appreciation boosts morale and engagement, creating a motivated and collaborative team.

Establish key performance indicators (KPIs) that are aligned with project objectives and organization values. Hold regular follow-up meetings to monitor progress, identify challenges, and make necessary adjustments to the strategy. Celebrate milestones and achievements along the way by recognizing and rewarding team success.

Embrace an agile, iterative approach to project review and adjustment, fostering continuous improvement and responsiveness to changing dynamics.

As a Transformational Leader in the Business Intelligence field, it's crucial to recognize that monitoring and adjusting project progress isn't just about the data. It's about aligning that data with our vision and purpose, and ensuring our team members are empowered to act on it. By establishing clear KPIs and maintaining open communication, we create a culture of continuous improvement and innovation. Remember, the data tells a story - make sure it's one that inspires your team to achieve greatness! 🚀 #Leadership #DataDrivenDecisions #ContinuousImprovement

I agree that the success of a project lies in continuously monitoring the project progress and performance by establishing key performance indicators (KPIs) and regular checkpoints. In my view, for example, using the project management tools to track tasks, timelines, and milestones. Analyze data to identify trends and potential issues. Regular team meetings facilitate progress updates and issue resolution. Adjust plans based on feedback and changing circumstances. For example, if a task is delayed, reallocate resources or adjust timelines accordingly. Flexibility and proactive problem-solving ensure the project stays on course, enhancing overall efficiency and success.

It's imperative not only to track the KPIs but also to track the behavioural measures? Agree upfront behavioural expectations, role-modelling the values, and monitor them alongside the KPIs, all of a sudden the unmeasurable becomes explainable, and people will feel that all the talk of values and behaviours matter and see the business results.

Lead by example, consistently demonstrating desired values and behaviors on a daily basis. Integrate project values into all organizational practices and processes, from hiring to performance evaluation. Provide regular, specific feedback to team members, highlighting how their behaviors align with project values.

Modeling and reinforcing project values involves consistent demonstration and recognition. Firstly, as a leader, embody the desired values in your actions, fostering a culture of integrity. For example, if transparency is a value, openly communicate decisions and project updates. Secondly, reinforce values by recognizing and rewarding aligned behaviors. For example, if collaboration is a key value, acknowledge team members who actively contribute to group efforts. For example, regularly highlight such instances in team meetings, creating a positive feedback loop that reinforces the desired values and behaviors throughout the project.

Some people will adopt quickly the target values and behaviours because they resonate with them. Others wont'... To encourage them: -Make sure you lead by example -Make sure you put others in the spotlight (it's not only you, as the boss, it's us as the team) -Create stronger incentives (is the end year evaluation taking this into account ? may be a good idea to do so...)

Lead by example, embodying the project's values in your actions. Use your experiences to guide your team, showing how these values translate into daily work. Create a supportive atmosphere where team members are encouraged to embody these values, fostering a cohesive and value-driven environment.

Establish open and transparent communication channels so team members can freely provide feedback and suggestions. Demonstrate receptivity to feedback, demonstrating that team members' opinions and concerns are valued and considered. Take concrete action based on the feedback received, showing that the team's contributions have a real impact on decisions and the course of the project.

Communication is all about talking and listening. Everyone feels heard when their ideas are taken seriously. If there is merit in the feedbacks, appreciate it, acknowledge it and implement it. If there is no merit in it, acknowledge it, appreciate it and thank them for it.

Remember, you don't know what you don't know - so you can't adapt if you fail to identify. Upward feedback will not only help you to identify the "state of the system", it will encourage your teams to put their minds at work into improving the ways of working. - If you are really smart, you make sure other smart people are heard too. In addition, doing this is once again leading by example. By showing others how you constructively take feedback, you plan the way for them, to accept your feedbacks and learn from it.

Picture a garden where every bloom whispers its secrets to the attentive gardener, who listens, learns, and nurtures their growth. Feedback is the lifeblood of progress, offering invaluable insights and perspectives that fuel continuous improvement. By creating a culture of openness and receptivity, you cultivate a fertile ground where ideas flourish and flourish, yielding bountiful harvests of success.

In my experience, command and control approaches tend to ignore the value of the collective intellect and diversity of your teams. Mentors of mine have reinforced that "No one person has a monopoly on good ideas". Emphasising a willingness to listen, evaluate, and act on relevant suggestions underscores a commitment to leveraging diverse perspectives for innovation. Leaders should champion an open dialogue, and where appropriate, integrate those diverse insights into decision-making. This inclusive approach not only enriches problem-solving but also cultivates a culture of shared ownership and respect.

Including the team and the broader stakeholders in the post-project/closure review builds trust and shows that their opinions are valued. It gives the team members a voice (and it is key to make sure they feel heard). -> This also leads to a sense of shared ownership in future projects.

After I started my career, it took me some time to realize my retrospectives were missing something. I tried to do it well, bring the team, analyse, uncover, maximise future productivity gains. I only realized what it was when I met with one offshore team during a trip. We were having dinner, drinks, the atmosphere was cheerful - people actually opened up. -> People need to be comfortable, relaxed for a good retrospective. Even if you are a cool boss, you need to go a bit beyond. Now I totally go for relaxed drinks / eventually afterwork, to get meaningful restrospectives. Less professional, Less academic but much more meaningful

Imagine a mirror that reflects not just your image, but the wisdom gleaned from every triumph and setback. Reviewing outcomes isn't about assigning blame or seeking praise; it's about learning, growing, and evolving together. With each reflection, you deepen your understanding, refine your strategies, and emerge stronger, wiser, and more resilient than before.

A post mortem review is often one of the most overlooked parts of implementing projects. When it comes to the changes it's important to take time to evaluate what worked and what didn't. Often you will learn much more from what didn't work than what did. Take that feedback or take those learnings and apply meaningful changes that can be iterated on for the next time.

Post-project, take time to reflect on both successes and areas for improvement. Involve the team in this process to enhance learning. Celebrate achievements and openly discuss lessons learned, fostering a culture of continuous improvement and recognition.

As you embark on this journey, remember that every step, every decision, shapes the narrative of your shared endeavor. Be mindful of the ripple effects of your actions, the unseen currents that shape your path. Embrace uncertainty as an opportunity for growth, and embrace diversity as a source of strength. Above all, never lose sight of the humanity at the heart of your project, for it is the bonds of trust, respect, and camaraderie that will carry you through the darkest of storms.

Foster a Collaborative Environment: Encourage open communication and collaboration among team members. Use tools that facilitate information sharing and teamwork. For example, establish a project communication platform where team members can easily exchange ideas and updates. Provide Ongoing Training and Development: Invest in continuous learning opportunities for your team. Offer training sessions, workshops, or access to resources that enhance their skills and knowledge. This not only improves individual performance but also contributes to the project's overall success. For example, if the project involves new technologies, ensure that the team receives adequate training to stay updated and proficient.

Remember the human aspect of leadership. It's not just about processes and outcomes, but also about the growth and well-being of the people involved. Share stories of resilience, adaptability, and innovation from your coaching experience to inspire and encourage your team.

In my experience in large-scale transformations, programs that eventually succeed are those in which shared values and goals are: 👍 Communicated clearly and often 👍 Embodied and acted upon by senior leadership 👍 Tracked, and every progress towrds them is highlighted and celebrated 💡A great practice I have witnessed works well is to reward/recognize team members in key meetings (e.g. status updates, steering committees, retrospectives) who make a notable contribution to a specific goal, or embody a shared value particularly well.

Take time to introduce yourself, open up to the team(s). You are not imparting wisdom, but learning, like them - give personal examples. Values are personal. No one actually wants to adopt new values because that's what they are asked to do. So make sure the values resonate with you, and that you resonate with your teams.