Leading Projects, People, and Teams Flashcards
(20 cards)
What is leadership?
Leadership is the ability to guide, influence, and inspire others to achieve common goals. It involves setting a vision, creating a sense of direction, and motivating people to work toward that vision with enthusiasm and commitment.
What is the difference between a leader and a manager?
Leader: Focuses on inspiring, motivating, and developing people. They create vision and drive change.
Manager: Focuses on controlling and overseeing daily operations, ensuring tasks are completed efficiently and according to established processes.
What different leadership types are you aware of?
Autocratic: Centralized decision-making, little input from the team.
Democratic: Involves team members in decision-making.
Transformational: Focuses on inspiring and motivating the team towards innovation.
Transactional: Focuses on routine tasks, rewards, and penalties.
Laissez-faire: Minimal interference, allowing team members to make decisions.
Servant Leadership: Leader focuses on serving the needs of their team.
What leadership style do you commonly adopt?
I commonly adopt a democratic and transformational leadership style, allowing for team involvement in decision-making while also inspiring them with a clear vision and motivating change.
Does your leadership style ever change?
Yes, I adjust my leadership style depending on the situation. For instance, in high-pressure situations, I may adopt a more autocratic style to make quick decisions. When working with a highly skilled team, I might shift towards a laissez-faire approach, giving them more autonomy.
What skills do you use when leading projects?
Effective communication
Delegation
Problem-solving
Time management
Emotional intelligence
Conflict resolution
Strategic planning and vision setting
Can you walk me through the stages of Maslow’s hierarchy?
a. Maslow’s Hierarchy of Needs: A theory suggesting that individuals are motivated by a series of hierarchical needs, from basic physiological needs to self-actualization.
b. Belbin’s Team Roles: Nine personality types including Shaper, Implementer, Completer, etc., that describe how people contribute to teams.
c. Tuckman’s Stages of Group Development: The stages teams go through: Forming, Storming, Norming, Performing, Adjourning.
d. McGregor’s Theory X and Y: Theory X assumes people dislike work, requiring micromanagement; Theory Y assumes people are self-motivated and seek responsibility.
Can you walk me through the stages of Maslow’s hierarchy?
Physiological Needs: Basic needs (e.g., food, water).
Safety Needs: Security, stability (e.g., job security).
Love and Belonging: Relationships, teamwork.
Esteem Needs: Recognition, respect.
Self-Actualization: Achieving full potential, creativity.
Can you walk me through the Tuckman stages?
Forming: Team members get to know each other, roles are unclear.
Storming: Conflicts may arise as individuals assert themselves.
Norming: Team starts to establish roles and norms.
Performing: Team works effectively towards common goals.
Adjourning: Team disbands after project completion.
Under the Belbin theory, what personality type(s) are you?
I align with the Shaper and Implementer roles. As a Shaper, I drive team goals and ensure focus. As an Implementer, I organize and structure tasks effectively to meet project objectives.
What motivates you?
I am motivated by meeting deadlines, achieving targets, learning new skills, and taking on new challenges that stretch my capabilities.
Can you name any legislation that affects HR in the UK?
es, several key pieces of UK legislation impact HR management. These include:
Employment Rights Act 1996:
Governs employees’ rights, including contracts, notice periods, and protection against unfair dismissal.
Equality Act 2010:
Prohibits discrimination, harassment, and victimisation in the workplace based on protected characteristics.
Health and Safety at Work Act 1974:
Places a duty of care on employers to provide a safe working environment, adequate training, and risk management.
Working Time Regulations 1998:
Sets maximum working hours, rest periods, and annual leave entitlements.
National Minimum Wage Act 1998:
Establishes the minimum hourly wage rates for workers, including the National Living Wage for workers aged 23 and over.
General Data Protection Regulation (UK GDPR) and Data Protection Act 2018:
Protects employees’ personal data and governs how it is stored, processed, and accessed.
Trade Union and Labour Relations (Consolidation) Act 1992:
Regulates collective bargaining, employee consultation, and union rights.
TUPE Regulations 2006:
Protects employees’ terms and conditions when their employment transfers to a new employer during mergers or acquisitions.
How do you motivate your team?
Provide a clear project vision and direction
Offer regular feedback and recognition for good work
Foster a collaborative environment
Offer opportunities for personal and professional development
Encourage team bonding and create a positive, supportive atmosphere
What is a communication strategy?
A communication strategy outlines the plan for conveying important project information to the team and stakeholders. It details the methods, frequency, and channels of communication to ensure clarity and alignment throughout the project.
How do you establish lines and methods of communication?
I establish clear communication lines by setting regular meetings (e.g., weekly updates, ad-hoc problem-solving), using collaboration tools (e.g., Slack, Teams), and defining clear reporting structures so everyone knows who to go to for information.
Can you give an example of some of your communication techniques?
Weekly team check-ins to track progress
Email updates for project milestones
Clear documentation and shared folders for easy reference
Interactive feedback sessions to address concerns and boost team morale
How do you ensure everyone is working towards a common goal?
I ensure alignment by:
Clearly defining project goals at the start
Ensuring that everyone understands their roles
Encouraging regular feedback and communication
Monitoring progress and adjusting course as necessary
What does AECOM have in place to help its people?
AECOM provides a range of support services:
Whistleblowing mechanisms
Employee help centres and hotlines
Counselling services
Buddy systems for new hires
Mental health support and employee wellbeing programs
How does AECOM measure project performance?
AECOM measures project performance through:
KPIs (e.g., on-time delivery, cost control)
Complaints handling procedure
Net Promoter Score (NPS) for client feedback
Post-project reviews to identify areas for improvement
How does AECOM measure your performance?
AECOM measures my performance through:
Regular reporting
CV updates to track career development
Annual performance reviews with goal-setting
Feedback from clients and colleagues on project delivery
