In project management, interpersonal communication is a key factor for project success. In order to effectively communicate with project teams, it is important to understand the cultural differences as well as the individual personalities of people on your team.
Interpersonal communication also increases project success. In order to effectively communicate with project teams, it is important to understand the cultural differences as well as the individual personalities of people on your team.
Project managers have a responsibility for both project objectives and interpersonal relationships throughout the project management process.
Here are some tips on how project managers can improve their culture for interpersonal communication with project teams.
Understand the culture first:
Project managers should have a good understanding of the project teams’ cultures. Especially if they are communicating with international project teams. You need to have a project team culture in mind before they can effectively communicate with project teams.
- One way project managers can do this is by understanding the individual personalities of each member on their project teams first.
- Another way project managers can understand the culture of their project teams is by understanding how different cultures communicate.
As a project manager, you need to approach each project team member with an open mind and be receptive to new ideas. You can also improve your own culture by being open-mind when working with other team members from different backgrounds.
For example, you can hold project team meetings in a relaxed and calm environment. This will help project managers communicate better with the project teams because they are more receptive to new ideas and different perspectives.
Use a management style that is consistent and fair:
Project managers should be aware of the different personality types present in project team members. They should also need to understand their own leadership style preferences.
These factors will influence your choice of methods to use when managing project team members. Each member may respond differently based on his or her preferred method of receiving feedback. So it’s important to adjust your approach accordingly.
For example, if you have someone who receives criticism poorly. Don’t just begin yelling at them for not doing what you want they suppose to do. Instead, take time out privately and speak with this person about it. This way he/she won’t feel attacked.
Encourage teams members to give constructive feedback:
Project managers should also encourage project team members to make suggestions. In order to provide feedback on ways, they think the project can improve. This will allow them to communicate their ideas freely without feeling like it’s not welcome or that you are going to ignore what they have said.
It will also give project managers the opportunity to gain insight into what project team members are thinking and feeling. This will help them understand different perspectives and where there might be barriers for certain individuals or groups of people on their project teams.
For example, project managers should not ignore project team members who are newer to the project or company. However, you should also not feel obligated to listen if someone on the project team is already an expert.
Treat project team members with respect:
Project management is a stressful job. So it’s important that you don’t add any additional stress onto your project teams. You should avoid showing disrespect towards individual personalities, communication styles, ideas, etc.
By not providing an open environment in which every voice can be heard without fear of judgment or criticism from others. You will discourage collaboration between project team members. Also, put yourself at risk for missing out on great potential solutions to problems within the project.
For example, you shouldn’t project your own likes or dislikes onto project team members. As a manager, you should also refrain from sharing personal preferences with the project teams. This way project team members will not feel like they are being judged or pushed to agree with you.
Be clear about deadlines:
It’s important for project managers to understand that deadlines are not the same for everyone. People have different personalities and styles of working. So what might be achievable in one person’s mind may seem impossible to someone else.
Project managers should avoid giving project team members unattainable goals or false hope by setting unrealistic expectations. This will only result in frustration on their part when they realize the task cannot get finished within a certain time frame.
More importantly, it can also cause resentment towards project management. When people feel like they were misled from the beginning. Because project managers didn’t provide all necessary information upfront before giving them a deadline to meet.
Give project teams enough time to contribute:
Project managers need to give project team members the opportunity and time they need in order for them to offer their ideas. This will encourage project team members to feel like they are part of the project, not just another cog.
By setting project team members up for success, project managers can show that they are interested in more than just the end result. They care about how each project team member feels and their overall contribution to the project’s process as well.
For example, you should not make any team members feel like they are being rushed. Instead, project management should provide them with enough time to contribute their ideas, comments, and suggestions.
Provide regular feedback:
You have to provide project teams with progress updates. So they know exactly where everyone stands at all times. This will eliminate any confusion or stress involved when people feel like they have no idea what is going on within a project.
It also gives them an opportunity to voice concerns before it becomes too late. In order to address them properly without affecting other aspects of your work or relationship with you or others.
For example, you should avoid making project team members feel like they are not being heard. So that project teams know exactly what is expected of them and why it is being expected.
Be open about project changes:
Project managers should always provide project team members with updates on project changes. This includes any adjustments made to timelines, deadlines, or other factors involved in the project’s overall success.
By being transparent about what has changed within a project and why it was necessary for certain things to happen. Project managers are showing they have nothing to hide from their project teams. And that everyone is valued enough for them to feel comfortable sharing important information with one another.
For example, you should avoid making project team members feel as though they are being left out or not trusted with sensitive information. By sharing all changes and updates to a project, you can ensure your project team understands the reasoning behind each change. So everyone stays on the same page moving forward.
Benefits:
These are some benefits to improve your culture for interpersonal communication with project teams:
- Project management will show they value project team members.
- Teams feel like their ideas are being listened to and taken seriously.
- Team members trust the project manager with sensitive information about sharing all updates or changes within a project’s process.
Conclusion:
There is no single way that can be said as the best way for improving your culture for interpersonal communication with project teams. But these eight ways mentioned above would definitely give you a good base.
This is where to start from in order to improve your cultural relationships both internal and external throughout every stage of the project’s development timeline.
