The Importance of Leadership in Project Management - Essay Example

Leadership in Project Management The importance of leadership in project management Leadership, in business context, refers to the act of leading an organisation or a group of individuals (idictionary, 2015). They are collectively called leaders. Leadership involves numerous aspects the first been the establishment of a clear vision for the group they represent. They have to present the goals and show the people they lead what way to follow. Leadership also involves sharing the vision they have already established in the organisation with other individuals who are involved, to motivate them follow it willingly (Business Dictionary, 2015). Leadership may also involve offering the knowledge, information, as well as, the methods that will be applied to achieve that vision. Finally yet importantly, leadership also features balancing and coordinating conflicting interests of all the stakeholders and the members (Business Dictionary, 2015). In addition, a leader is supposed to step up in case of any crisis, they must also be able to act and think creatively in tough situations (Chemers, 1997). A thing with leadership, which is unlike management, is that it is not taught in an institution: Leadership is in-born in someone though it may be learned and enhanced through various ways like mentoring or coaching (Markwell, 2013). A famous quote by Professor Warren G. Bennis states that “Leaders are the people who do the right thing; managers are those who do things right” (Manktelow & Carlson, 2015). An example would be Bill Gates, no matter his early failures, he continued working with innovation and passion, which has driven the software industry and Microsoft to success. Leadership is the act of inspiring assistants to carry out works and involve themselves in achieving a goal. In the definition of project management, knowledge of the project is essential. A project is an activity that is intended to produce a unique service, product, or result. A project is a temporary subject since it has both a defined beginning and end/completion in duration (Project Management Institute, Inc, 2015). In addition, it also has defined resources and scope. It is unique in the sense that it is not a repetitive procedure, but a set of agreed operations that have been planned to meet a singular and common goal. An example of a project may be construction of a building or road network, development of software or a solution for an enhanced business process. Therefore, project management is the application of skills, knowledge and techniques to accomplish projects efficiently and effectively (Project Management Institute, Inc, 2015). Project management is a strategy for organisations to use that may assist them in combining their projects to the business goals, hence competing better in their market. Project management constitutes five different process that it follows: Initiation of the project, planning of the activities, resources, etc. Executing the project that is the real deal of the process, controlling and monitoring of all the activities happening in the site of the project. Closing is the last part of the project (Project Management Institute, Inc, 2015). Project management information is drawn from 10 areas that are cost, integration, human resources, stakeholder management, quality, and scope. Communications, time, risk management, and finally procurement (Project Management Institute, Inc, 2015). Project management (unlike management, which is concerned on all of these) offers a unique focus that is designed by the resources, schedule, and goals of each project. Construction project management is the whole coordination, planning, and control of a project activity form the time it commences to the time it is completed (3rd Forum, 2003). It is aimed at meeting the client’s desires to yield a financially and functionally viable project. Construction project management requires a comprehension of the design and construction process as well as awareness of modern business management. The construction project is outcome-oriented and has a finite period planning process for every project to be completed, with certain objectives (University Alliance, 2014). The objectives of the construction project management that have to be defined clearly include creation of a communication system. It is to keep all the parties involved informed through the whole project. Maximisation of all resources by acquiring materials, equipment, and labour in maintaining the project’s stated plan and schedule (University Alliance, 2014). Thirdly, stating of the budget, scope, performance standards, schedule, as well as the method to be followed in selecting participants and stakeholders of the project. Finally, a construction project management should implement the project responsibilities by correctly controlling and coordinating all the possible aspects of the project (University Alliance, 2014). The main importance of leadership in project management is that it ensures that all the things are done and the team members are motivated are they carry out their responsibilities towards delivering project success (Chittoor, 2012). Management of a project while applying leadership skills depends on the life cycle stage in which the project is in and the type of project. The leaders emphasises on teamwork and team building, as well as, motivation. It is so as the members of the project can labour together as a group (Geddes, 2009). In addition, the leader is supposed to give credit, support the team, and nurture creativity of members in taking calculative risks so that they can convey project success. Leadership styles in project management Not only do the best team members allow various leaders to constantly emerge according to their strengths, but also they appreciate that leadership should and can be situational; that is depending on the needs of the team (Center of Leadership Studies, 2014). This part of the paper is going to discuss six different leadership styles in project management that leaders/managers should exhibit. When they should be used and their value will constitute the discussion. The pacesetting leaders are focused on excellence and self-direction, which he expects form all the team members (Benincasa, 2012). They are supposed to model the qualities and behaviours they require form their assistants. They set high performance standards, which they use to detect and clear any individuals who might have weaknesses in certain sectors. This leadership style is of great value when the members of the team are skilled and motivated, and the leader requires quick results (McDonough, 2011). However, this type of style may exert pressure on the workmates as well as squish innovation from them. They may feel incompetent and non-contributory to creativity in the project. The leaders who exhibit this type of leadership style are mostly quantity/productivity oriented rather than quality of the work they expect. The authoritative leader is the one who is focused on the end goals and organises the team members to work together on a common vision (Benincasa, 2012). The means they are going to perform their duties is up to each individual. “Come with me” is a phrase that could be used to describe this type of leadership style. This leadership style best applies when the team members require a new vision, due to change of circumstances, or when clear supervision is not needed. An authoritative leader is known to inspire and exhibit an entrepreneurial spirit as well as energetic enthusiasm for the main goal (Harris, 2009). However, like all other styles, its limitation is that it is not recommended when the members of his team are more knowledgeable than him (McDonough, 2011). The leader values every contribution of a member, and through these, he or she motivates them. The affiliate leaders are the types who often create emotional bonds with every team member in the organisation, making them feel that they are part of the team (Benincasa, 2012). “People come first” is the best phrase that can describe this type of leadership style. The style is more valuable when the teammates are working in stress, or when the members need to recover from a form of trauma, or also when they need to rebuild trust amongst themselves. Some of the outcomes of this style apart from meeting the required objectives are team harmony and open communication. However, this style should not be applied over-board as human beings have a nature of developing mediocre performance or a lack of focus when they are solely nurtured and praised (Harris, 2009). An example of this type of leader would be the one who cares about his work life balancing; that is his family’s needs and his individual’s goals. Coaching leaders are those whose main objective is to train individuals and develop their skills so that they are competent in future. “Try this” is the appropriate phrase that can be used to describe this type of style (Benincasa, 2012). This style is especially valuable when a leader requires the teammates to build personal strengths that are lasting that would mark them successful and competent in various fields. Another value of this style is that it works best when the team is less experiences and small in number. A limitation to this type of leadership style occurs when the members of the team are defiant and unwilling to learn or change, or if the leader does not possess proficiency in the field that they operate (Harris, 2009). The coercive leaders is one who demands compliance to anything he orders (Benincasa, 2012). In this type of leadership, after a leader has given out an order, there is only one direction to look. The style is most valuable when the organization or team you are working with is in a crisis, like a company takeover attempt or turnaround, or an actual emergency such as fire or earthquake (Benincasa, 2012). In addition, it is effective in case a problem among the teammates needs to be controlled after not all other options have borne fruits. There is a limitation for this type of leadership style, it has the ability to easily alienate individuals and suppress inventiveness and flexibility in the work place. “Do what I tell you” is a phrase that would best describe this form of leadership style in project management. The democratic leader is the one who creates a consensus through participation of all the team members (Benincasa, 2012). Everyone led under this leadership style has a say. “What do you think?” is the best phrase to designate this leadership style. The democratic leadership style is most valuable when the leader of the organization requires the members of his team to buy into or own a decision, goal, plan, or if they are uncertain and require fresh concepts from other, teammates who are qualified/have extra skills. In addition, it is a good source of morale among the workers (Harris, 2009). However, a limitation with this type of leadership style is that it is time consuming. Hence, it is not applicable in times of emergency or when the members of the team do not have enough information to offer their support to the leader’s requirement (Center of Leadership Studies, 2014). An example of this leadership style would be a committee without a representative or chair. This can occur in cases where there is not true hierarchy, hence occurrence of constant disagreements where there is no resolution to a problem in sight. Effect of personality and culture on leadership styles Individuals who have task-oriented personality types are likely to have considerable focus on particulars (introvert). Therefore, they will not be comfortable commencing an action-plan or project unless they are contented that they have all the required facts. On the other hand, those who exhibit relations-oriented type of personality (extrovert) are likely to have considerable focus on the products and will be comfortable starting a project or action plan after acquiring just the essential facts (Blake & Mouton, 1982). It is significant that a leader comprehends his personality type accurately so that they may enhance their leadership style according to the management circumstance (Bass & Stogdill, 1990). Certain personality types are related to the effectiveness and performance of a leader. They include emotional stability, agreeableness, urgency, and conscientiousness. Although there are no collective personality traits that are forecasters of a leader’s effectiveness in all the situations, some organisation cultures and situations necessitate specific personality traits, in which the leadership style is relative to the supporter’s desires of a leader (Hogan, et al., 1994). Conclusion For one to become a leader and lead effectively in an organisation, they will require to possess leadership skills. Secondly, the skills they possess have to match the standards/ethics of the culture where the leader will be working. Lastly, they will require authority to implement these skills. Aspects of culture that might affect leadership styles include how things are done in the organisation. It refers to a series of basic assumptions, which the team members have discovered/invented and developed during the time they work, which assist them to deal with the team’s issues internal integration and external adaptation (Balogun & Hailey, 2004). In other words, leaders have to adapt to the organisational culture in order to lead effectively (Schein, 1986). They have to be aware of the shared norms, values, and practices that assist in distinguishing one organisation from any other (Higgins, et al., 2006). References 3rd Forum, 2003. 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[Online] Available at: www.villanovau.com/resources/project-management/construvction-project-management/#.VOkcAMXgHa8 [Accessed 10 march 2015]. Read More