I found this picture while cleaning off my iPad (yes, this one too). It was from a creating strategic impact workshop. While discussing project management techniques, I used it to show how to develop project management strategies when dealing with unpredictable people in business.
Putting the range of predictability (from low to high) on the Y-axis, the X-axis conveys how “good for business” someone might be, from low to high.
Sizing up someone you work with regularly in these two areas helps develop a strategy to build and strengthen the working relationship to maximize its effectiveness.
Project Management Techniques – The 4 Types of People on Your Team
Obviously, the best situation (upper right quadrant) is someone whose business behaviors are predictable, and the person is good for business. We LOVE them! These are the people to recruit for any project you are leading.
In the lower right quadrant, you have people who exhibit productive business behaviors but do so unpredictably. They may not always finish things, could be prone to running late, or aren’t always available when needed. You still want to involve them, but your project management techniques need to include anticipating what to do if they fall down when you need them. It may require getting them assignments early or having someone else available to step in if they aren’t ready to deliver when you definitely need them.
In the upper left, these people aren’t great for business, but at least they are predictable in their shortcomings. If you must include these types of people on project teams or in management groups, be ready with work arounds or other maneuvers to minimize dependencies (especially critical dependencies) related to them. This way, they won’t compromise the group’s progress.
Finally, and unfortunately, we have people who are bad for business, but unpredictably so. You can count on them messing up things (unintentionally OR intentionally), but you can’t be sure how they will do it. You want to get them off the team or out of the organization if possible, but that is not always in the cards. If you are stuck with trying to manage around them, marginalize them or handle them as you would a sociopath. (Surprisingly or not, the articles we’ve written on the topic are among some of the most viewed on the Brainzooming blog.)
During a lull in your next management meeting or project update, draw this grid and see where all your team members fit. Here’s hoping you fill up the upper right quadrant right away!– Mike Brown
Senior executives are looking for employees who are strong collaborators and communicators while being creative and flexible. In short they need strategic thinkers who can develop strategy and turn it into results.
This new Brainzooming mini-book, “Results – Creating Strategic Impact” unveils ten proven lessons for senior executives to increase strategic collaboration, employee engagement, and grow revenues for their organizations.
- Learn smart ways to separate strategic opportunities from the daily noise of business
- Increase focus for your team with productive strategy questions everyone can use
- Actively engage more employees in strategy AND implementation success