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Telephone: 0118 321 5030 | Login | Register

Effective Project Leadership

Overview and Background

It is well recognised that the quality of relationships impacts the success of projects: many argue more than any other factor. This programme will engage delegates in an exploration of their own and others’ behaviour in order that they can maximise the effectiveness of their teams and create successful stakeholder relationships. The PMs who operate as leaders are the most successful precisely because they inspire people to “put their hearts” into their work: who create teams that are magically “more than the sum of their parts”.

To achieve this, leaders are required to understand:

  • what makes themselves tick
  • what makes others ‘tick’, their drivers and how they react in certain circumstances
  • the impact they have on the feelings of others.

The programme will use the SDI® (Strength Deployment Inventory®) as the tool to facilitate conversations on self-awareness and team dynamics. The SDI is a proven, memorable tool for improving team effectiveness and reducing the costs of conflict.

This increased awareness will allow participants to, for example, deal more easily with conflict, engage with stakeholders, adapt project management to suit the project and manage risk more effectively.

Target Audience

Experienced project managers at a project leadership level in your organisation, looking to understand their leadership style and maximise their potential to create an effective project team.

Aims of the development programme

The programme aims to develop self awareness in the individuals using widely respected frameworks and diagnostics to help develop an understanding of each individual’s project leadership traits. The programme integrates pre and post coaching to coach individuals to maximise on their strengths to build truly effective project teams.

This development programme consists of four elements:

  1. Introductory thirty minute telephone or face to face conversation with the tutor (one to two weeks prior to the workshop) to discuss and establish personal expectations, explain the format of the programme, and to gain commitment to attendance at the full programme including action learning sessions, pre-reading, completion of the SDI and a personal questionnaire asking participants to reflect on what they wish to achieve from the programme
  2. Two day residential workshop covering the modules described below.
  3. After one month the tutor will facilitate a one-to-one coaching session to check on progress towards the agreement of an action plan with stakeholders and offer support and advice on the effectiveness and feasibility of the action plans.
  4. After three months the tutor will facilitate a further one-to-one coaching surgery to check on progress with the action plan, offer further advice and collect anecdotal evidence of the implementation effectiveness.

Development programme objectives

At the end of the programme (both workshop and follow up) delegates will be able to:

  1. Distinguish between managing and leading others and the benefits of the latter
  2. Manage their own behaviour in a way that gives them more choices, greater flexibility and encourages greater engagement by others
  3. Clearly understand how personal motivation impacts everyone and how to utilise to enhance their projects
  4. Build high levels of trust and confidence in self and others to deliver results
  5. Increase the effectiveness of their leadership style – enabling them to relate more effectively with more people more of the time by focusing on some of their key professional relationships
  6. Resolve conflict more effectively
  7. Understand how to get the best out of each member of their team
  8. Communicate in ways that others can “hear”
  9. Deliver powerful, passionate messages
  10. Deal more effectively with stakeholders and clients
  11. Gain clear information on what others expect from you and also you require from them
  12. Create more effective teams by understanding the motivation and dynamics between participants and how this requires varying communications styles

The detailed outline proposed timetable for the event is as follows:

Module 1: Introduction

  • Explore individual training needs, objectives and contributions individuals will make to the workshop
  • The role of the project leader; what differentiates the best from the rest?
  • The nature of the leadership challenge in your organisation?

Module 2: Understanding your own motivational style and its impact on leading others?

Delegates will receive feedback on the results of the SDI diagnostic tool completed before the workshop. This will include individual support diagnosing the output from the questionnaire when things are going well and when faced with conflict or opposition.

Module 3: What differentiates the “best from the rest”

Based on detailed research into best in class project managers, this session will explore the attributes of the best project managers in a number of business environments and the relevance to project management in your organisation

Module 4 Teambuilding

Building a performing team takes significant time and effort. In his session individuals will reflect on the performance of their own teams and the challenges they face in improving their performance.

Module 5: Communication

Effective communications requires leaders to deploy a wide range of strategies. In this session you will critically evaluate your own communication preferences and how these are perceived by others in the project team.

Module 6 Dealing with Conflict and Change

Projects involve both internal and external change which can often create significant conflict. Effective management and resolution of conflict is a key skill for project managers. In this session we explore different strategies for facing up to and defusing conflict situations.

Module 7: Diverse teams

Motivating multi disciplinary, multi cultural and virtual teams is a challenge for even to most experienced project manager. This session includes hits and tips to improve you management of diverse teams.

Follow up: Action Learning

An action learning session will take place one month and three months after the two day workshop. The first will be a short term review whilst the latter will be more in depth considering factors that will generate long term performance improvements.

The aims of these sessions are:

  • To develop ownership within the individual of on-going improvement in project delivery
  • To develop mutual accountability with the group
  • To encourage a culture of knowledge sharing and reflective practice

The format is a delegate led review of progress against plan facilitated by the course tutor. Delegates will be asked to identify where the plan has been achieved and where not, what lessons can be shared with the other delegates along with consideration of what else could be done to complete them and realise the benefits. Common emergent themes will be recorded and discussed and extent to which on-going collaboration is adopted by the group with be agreed. Review can be one-to-one, in small action learning groups or over the telephone.


The evaluation of the programme will be through analysis of the feedback forms completed by the delegates at the end of the workshop, completion of action plans, feedback forms completed by course tutors at the end of each workshop, together with feedback of benefits through line managerial reporting structures. Evidence of benefits will also be captured, collated and communicated during the action learning sessions.

Success Criteria

  1. At the end of the workshop, individuals will have identified at least three practical but effective improvement actions which have real potential to increase the capability of your organisation to deliver successful projects.
  2. Within one month of the workshop, all individuals will have agreed their action plans with key stakeholders and made significant progress implementing the priority actions.
  3. Within three months of the workshop, the delegates will have progressed at least one of their priority action plans to such an extent that they can demonstrate benefits to project and programme delivery in your organisation.

About Parallel

We give all of our clients a personal service, blending traditional and modern learning techniques to deliver a flexible training solution. We are a small and specialist project management training provider with a global reach. Our consultants are best in class and are equally at home delivering off the shelf courses or a solution tailored to your specific needs. We have designed this website to give you a flavour of what we do. If you like what you see, please do get in touch to discuss how we can support your organisation.