SCENARIO 3: Creating a Win/Win Situation
SCENARIO 3: Creating a Win/Win Situation You know your team understands how busy you are. You put off doing their Perf Reviews to get the project done.
Glossary: Mgr = Manager TL = Team Lead Mtg = Meeting Perf Review = Performance Review
Ask for volunteers
Do it yourself. Team is already swamped with work.
2 weeks in you realize that you aren’t going to be able to hit the deadline
Start
You are now TL to: 2 new hires 1 person who started before you 2 people who started with you You are really close to one person on the team. You hangout together outside of work and you know each other’s families very well.
Feedback
No one responds. Everyone is swamped with work.
Your other responsibilities are slipping: Perf Review Reports
Review team’s workload
You have been in your TL role for 2 weeks
Wrong Answer: You finish the project on time, but you have disappointed your team and manager by not getting their Perf Reviews done on time.
Your Mgr calls you into their office and tells you that you and your team have 1 month to complete a project. It will most likely include working some nights and on the weekend.
Talk with Mgr and say “I won’t be able to meet the deadline.
You immediately think about how much work your team is already working on… plus they have a lot of flex/vacation days scheduled during this time.
Your close friend has capacity, but you know they have plans with their family the following weekends.
Wrong Answer: Asking for volunteers is a great way to engage people, but sometimes you won’t get any volunteers. You have to take it into account that the same person might always feel the need to volunteer. Don’t want to burn them out. Volunteer may start to complain since no one else volunteers.
Feedback
Don’t ask close friend because they have plans for the weekend
End up delegating project to another team member.
You say to employee “I’m not going to give this to you because I know your family obligations are important.”
Feedback
Wrong Answer: Have to be careful not to burn out your employee. There is a potential that this employee might leave the company.
Another person on the team is just coming off a large project and can tell they are burnt out. You know they will do a great job and can get it done. Give it to them.
Feedback
Wrong Answer: Long term implications on the relationship. Will eventually have to have a conversation. If you let it go, the worse it will get.
Feedback
The person that was working on the team before you, was also interested in the TL role.
Have your Mgr delegate
Employee sees this as an opportunity to work directly with Mgr to show they would have been a better fit as TL.
Team member goes to Mgr with questions and updates
Address your concerns with Mgr. You feel out of the loop. You have no authority.
You are out of the loop
Ask Mgr if project deadline is flexible. Clarify priorities.
Mgr coaches you through juggling priorities
Bring team together to motivate
(Commiserating) TL says “Mgr says we need to get this project done.” Say “I’m sorry, there is no way that the team can take on more work right now. Plus everyone has vacation/ flex time scheduled. (Want to win trust/ respect of team by saying no.)
Feedback
Wrong Answer: Your job is to find the balance of protecting team and getting the job done.
Gain buy-in. Team is enthusiastic about project.
Team pushes back saying they are overworked. They start bad mouthing manager.
Review workload of team.
Agree with team about your manager.
Stand behind manager.
Tell the team that you will reward them at the end of project with a team outing.
Feedback
Wrong Answer: While team outings and incentives are a nice motivator, it’s not the best motivator. Bring ownership and share the overall vision of the project.
Feedback
Close friend has capacity.
Feedback
Feedback
Ask Mgr to talk to employee
Talk to employee yourself.
Tell Mgr “I made a mistake.” Explain your feelings more.
Address with team member
Focus on vision. Describe why it’s a great thing. Tell them you understand that the timing is bad, but we need to get it done. Be realistic. Team can work together to support each other.
Feedback
Wrong Answer: Mgr is disappointed. Mgr says “As a TL you need to make time for your team’s work and special project I ask of you. Ned to meet the deadlines. Need to learn to delegate.
Don’t address at all
Mgr delegates project to the person who has been on the team longer than you. Mgr asks that you see the project through to completion.
Wrong Answer: Word gets around… everyone on team is mad because you are playing favoritism.
Wrong Answer: Risk: Might be able to gain trust with team member. Mgr not looped in though. Behavior continues and keeps going to Mgr.
Meet with friend to discuss project.
Friend gets really quiet. Stops making eye contact with you.
Wrong Answer: Building solidarity with team but this is the wrong answer. You thought you were acknowledging and being empathetic.
Wrong Answer: You realize you didn’t communicate the vision of the project. You want the team to feel like they can come to you. Whenever you are faced with a situation like this, you need to find a balance: Open to hearing feelings of team But still need to be supportive of leadership team
Feedback
Feedback
Say “Seems like you are not OK with this project. Tell me about it.”
Keep trying to sell project and convince them. (Ignore nonverbal cues)
You need to separate work from personal life. Tell them they need to get the project done.
Wrong Answer: If Mgr has conversation with employee the behavior may not change.
Wrong Answer: Start to develop relationship with employee. Acknowledge it could be difficult knowing that the employee wanted the TL role.
Employee says “I have family commitments for the next couple weeks...you know that.”
Come up with alternate schedule to get all the hours in.
Employee says “Fine. I’ll do it.”
Feedback
Employee says “Fine. I’ll do it.”
Employee starts talking to other team members about how you don’t care about the team.
Feedback
Right Answer: Great job! You worked well with employee. There were able to get the project done and attend their family function.
Wrong Answer: You need to learn to create different relationships since you are a TL now. It will be hard and different than things were before. Project gets done. 2 weeks in you are still trying to establish yourself.
Feedback
Wrong Answer: Team has lost respect for you. Pushed too hard and lost sight of employee’s feelings.
Glossary: Mgr = Manager TL = Team Lead Mtg = Meeting Perf Review = Performance Review
Ask for volunteers
Do it yourself. Team is already swamped with work.
2 weeks in you realize that you aren’t going to be able to hit the deadline
Start
You are now TL to: 2 new hires 1 person who started before you 2 people who started with you You are really close to one person on the team. You hangout together outside of work and you know each other’s families very well.
Feedback
No one responds. Everyone is swamped with work.
Your other responsibilities are slipping: Perf Review Reports
Review team’s workload
You have been in your TL role for 2 weeks
Wrong Answer: You finish the project on time, but you have disappointed your team and manager by not getting their Perf Reviews done on time.
Your Mgr calls you into their office and tells you that you and your team have 1 month to complete a project. It will most likely include working some nights and on the weekend.
Talk with Mgr and say “I won’t be able to meet the deadline.
You immediately think about how much work your team is already working on… plus they have a lot of flex/vacation days scheduled during this time.
Your close friend has capacity, but you know they have plans with their family the following weekends.
Wrong Answer: Asking for volunteers is a great way to engage people, but sometimes you won’t get any volunteers. You have to take it into account that the same person might always feel the need to volunteer. Don’t want to burn them out. Volunteer may start to complain since no one else volunteers.
Feedback
Don’t ask close friend because they have plans for the weekend
End up delegating project to another team member.
You say to employee “I’m not going to give this to you because I know your family obligations are important.”
Feedback
Wrong Answer: Have to be careful not to burn out your employee. There is a potential that this employee might leave the company.
Another person on the team is just coming off a large project and can tell they are burnt out. You know they will do a great job and can get it done. Give it to them.
Feedback
Wrong Answer: Long term implications on the relationship. Will eventually have to have a conversation. If you let it go, the worse it will get.
Feedback
The person that was working on the team before you, was also interested in the TL role.
Have your Mgr delegate
Employee sees this as an opportunity to work directly with Mgr to show they would have been a better fit as TL.
Team member goes to Mgr with questions and updates
Address your concerns with Mgr. You feel out of the loop. You have no authority.
You are out of the loop
Ask Mgr if project deadline is flexible. Clarify priorities.
Mgr coaches you through juggling priorities
Bring team together to motivate
(Commiserating) TL says “Mgr says we need to get this project done.” Say “I’m sorry, there is no way that the team can take on more work right now. Plus everyone has vacation/ flex time scheduled. (Want to win trust/ respect of team by saying no.)
Feedback
Wrong Answer: Your job is to find the balance of protecting team and getting the job done.
Gain buy-in. Team is enthusiastic about project.
Team pushes back saying they are overworked. They start bad mouthing manager.
Review workload of team.
Agree with team about your manager.
Stand behind manager.
Tell the team that you will reward them at the end of project with a team outing.
Feedback
Wrong Answer: While team outings and incentives are a nice motivator, it’s not the best motivator. Bring ownership and share the overall vision of the project.
Feedback
Close friend has capacity.
Feedback
Feedback
Ask Mgr to talk to employee
Talk to employee yourself.
Tell Mgr “I made a mistake.” Explain your feelings more.
Address with team member
Focus on vision. Describe why it’s a great thing. Tell them you understand that the timing is bad, but we need to get it done. Be realistic. Team can work together to support each other.
Feedback
Wrong Answer: Mgr is disappointed. Mgr says “As a TL you need to make time for your team’s work and special project I ask of you. Ned to meet the deadlines. Need to learn to delegate.
Don’t address at all
Mgr delegates project to the person who has been on the team longer than you. Mgr asks that you see the project through to completion.
Wrong Answer: Word gets around… everyone on team is mad because you are playing favoritism.
Wrong Answer: Risk: Might be able to gain trust with team member. Mgr not looped in though. Behavior continues and keeps going to Mgr.
Meet with friend to discuss project.
Friend gets really quiet. Stops making eye contact with you.
Wrong Answer: Building solidarity with team but this is the wrong answer. You thought you were acknowledging and being empathetic.
Wrong Answer: You realize you didn’t communicate the vision of the project. You want the team to feel like they can come to you. Whenever you are faced with a situation like this, you need to find a balance: Open to hearing feelings of team But still need to be supportive of leadership team
Feedback
Feedback
Say “Seems like you are not OK with this project. Tell me about it.”
Keep trying to sell project and convince them. (Ignore nonverbal cues)
You need to separate work from personal life. Tell them they need to get the project done.
Wrong Answer: If Mgr has conversation with employee the behavior may not change.
Wrong Answer: Start to develop relationship with employee. Acknowledge it could be difficult knowing that the employee wanted the TL role.
Employee says “I have family commitments for the next couple weeks...you know that.”
Come up with alternate schedule to get all the hours in.
Employee says “Fine. I’ll do it.”
Feedback
Employee says “Fine. I’ll do it.”
Employee starts talking to other team members about how you don’t care about the team.
Feedback
Right Answer: Great job! You worked well with employee. There were able to get the project done and attend their family function.
Wrong Answer: You need to learn to create different relationships since you are a TL now. It will be hard and different than things were before. Project gets done. 2 weeks in you are still trying to establish yourself.
Feedback
Wrong Answer: Team has lost respect for you. Pushed too hard and lost sight of employee’s feelings.
