Introduction

Managing elite IT professionals can be a daunting task. Just like elite athletes, these experts are at the top of their game. The challenges lie not in their technical skills but in aligning their mental maps with the project’s goals.

Typically, project managers employ a straightforward, mechanical approach: setting deadlines, defining tasks, and monitoring progress. While this works for less complicated projects, when you’re overseeing cloud transformation or other complex IT endeavors, it’s insufficient.

The key lies in understanding not just what team members are doing wrong but WHY they’re doing it. This is their mental map, and unlocking it is crucial for project success. It’s not the project manager’s role to fix the issues but to guide the team in identifying and rectifying them themselves.

How to do it? Begin with a startling induction—perhaps a revelation about the project’s current state or an unmet goal. Follow this up with an axiomatic statement, something like “We have the skills to be the industry leaders, yet we’re not.” Then pose an awareness question: “Why do you think we haven’t reached our full potential?”

Be cautious here. Elite IT professionals are competitive and if they sense a challenge to their expertise, they may shut down or resist the process. The goal is to shed light on any limiting beliefs that are hindering performance.

The essence here is not about micromanaging but empowering. Allow your team members to realize the limitations in their own perceptions and beliefs, and you’ll have instilled a far more potent form of progress than any technical tweak could achieve.

So in summary this shows managing elite IT teams involves more than just setting deadlines and defining tasks, six critical lessons that could help improve project success:

• Lesson #1: Align Mental Maps –

• Recognize the value of aligning mental maps, for it makes a significant difference. It’s like tuning instruments before a concert. Get everyone on the same page. No, really. Your team’s collective mindset can make or break a project. Understand their goals, fears, and ambitions to get that synergy going. Trust me, it’s more than just a buzzword. You may or may not recognize the value of aligning mental maps, but the difference it makes is significant.
• Lesson #2: Ditch the Mechanical Approach –

• Either embrace a less mechanical approach or stick with traditional methods that only work up to a point. Throw out that old playbook. Setting tasks and deadlines? That’s table stakes. Elite teams need a nuanced approach that goes beyond the usual. Think strategy, not just tactics. Think flexibility, not rigidity.
• Lesson #3: Unlock the ‘WHY’ –

• Unlock the ‘why’ behind actions to align better with project goals. It’s not just about the ‘what,’ it’s about the ‘why.’ Get to the root of issues and you’ll find your path to solutions. When team members understand the ‘why,’ they’re not just following orders, they’re invested. The ‘why’ fuels passion and direction.
• Lesson #4: Pose Awareness Questions –

• Maybe you haven’t yet, but when you do, your team’s focus sharpens. Ignite thought. Ask questions that challenge your team without threatening their expertise. It’ll help shake off any complacency and get those innovative juices flowing. A well-placed question can light up an undiscovered path. Questions lead to clarity.
• Lesson #5: Avoid Micromanagement –

• One might avoid micromanagement and instead empower the team for lasting project success. Loosen the reins a bit. Elite professionals don’t need to be micromanaged. They need space to breathe, think, and innovate. Your role is to guide, not control. Trust boosts morale and creativity.
• Lesson #6: Overcome Limiting Beliefs –

• Address and overcome your limiting beliefs to set your sights on unlocking the team’s full potential. Last but definitely not least, tackle those invisible barriers. We’re talking about the beliefs that hold your team back. Once you’ve identified them, you’re halfway to smashing them to pieces. Break chains, unleash potential.

What happens when you apply these lessons is a transformative shift toward a more harmonious and effective team dynamic. These methods may seem nuanced, but their efficacy becomes self-evident sooner or later. You don’t have to reinvent the wheel, just reorient it. Try it, and you might not only improve your project outcomes but also enjoy sensations of relief and accomplishment along the way.

There you go, your guide to managing elite IT teams like a pro. 🚀

So how do you actually start? You know, if you were doing it, how would you be doing it? To help you answer this question, I have put together several tips and tools: Green flags, Red flags, a SWOT table, an example Measures of Success table, and lastly I simple checklist. Remember, it’s all about growth and understanding. If ever in doubt or needing a nudge, DM me, Rod Hutchings . I’m here to help!

Green flags

Here’s a table with green flags for each of the lessons, arranged in columns for easier reference:

Each “✔” represents a green flag that is particularly relevant for the lesson in the corresponding column. Feel free to modify this table according to your specific observations and requirements.

Red Flags

Here’s a table with red flags for each of the lessons.

Each “✔” represents a red flag that is particularly relevant for the lesson in the corresponding column. This table can help identify areas that may need attention in the project’s lifecycle. Feel free to adjust as needed.

SWOT Analysis Table

Here’s a combined SWOT Analysis table with each lesson being a separate row:

Each row represents a specific lesson and outlines its strengths, weaknesses, opportunities, and threats. This table can serve as a handy reference when you’re working on enhancing your team’s effectiveness and implementing these lessons. Feel free to adjust as needed.

Example Measures of Success

Below is a table outlining the Measures of Success for each lesson, with key performance indicators and targets to aim for:

Each row signifies a lesson with corresponding measures to gauge its success. The indicators and targets offer a clear path to assess whether the lessons are effectively being put into practice.

10 x Core Target Behaviours mapped to each lesson

Note: The ✔️ symbol indicates that the core target behavior is particularly relevant for that specific lesson.

Behaviours – More of vs Less of Table

The table aims to encapsulate the breadth of behaviors essential for managing elite IT teams effectively, as drawn from the key points in the article.

How do I actually Start? Simple Checklist

“How do I actually start? If I was diving in, how would I go about it? Here’s a simple breakdown:

1. Begin with introspection.
2. Understand your ‘why’.
3. Map out team’s mental landscapes.
4. Initiate open conversations.
5. Set clear goals.
6. Embrace adaptability.
7. Prioritize team feedback.
8. Ditch rigid methodologies.
9. Foster a trust-based environment.
10. Ask awareness-boosting questions.
11. Celebrate small wins.
12. Encourage team autonomy.
13. Continuously learn and adapt.
14. Challenge limiting beliefs.
15. Share success stories.
16. Embrace setbacks as lessons.
17. Realign when needed.
18. Keep communication lines open.
19. Stay inspired and motivate.
20. Reflect regularly on progress.

It has been demonstrated that the value derived from a cohesive, self-aware, and adaptable elite IT team is exponentially increased when mental maps are aligned, mechanical approaches are abandoned for more nuanced methods, the underlying “WHYs” are understood, awareness questions are openly discussed, micromanagement is replaced by empowerment, and limiting beliefs are proactively addressed and overcome.

This article shared some tips, and tools to help with your transformation projects.

Why share? I like helping people deliver projects, mentoring, and helping teams to be better and have more confidence in themselves. I am passionate about sharing my experience. You’ll find I contribute to industry panels. A list of panels and contributions I’ve made within Hacking HR include:

• Oct 2023: “Influencing Business Leaders to Champion a People-First Agenda”
• Oct 2023: “Connecting the Dots Between Data Analytics and People Strategy”
• Oct 2023: “Understanding How A People-First Culture Impacts Business Strategy and Results”
• Sep 2023: “Strategy Execution: Translating Strategy into Action through People and Culture Initiatives”
• Jun 2023: “Building Your Brand in a New Industry: How to Create a Strong Personal and Professional Brand in a New Field Where You Have Limited Experience”
• Oct 2022: “Connecting the Dots Between Business Success and People Analytics”
• Sep 2022: Joined The Hacking HR Experts Council “How to Thrive as a Leader During Digital Transformation” as part of the track “Digital Transformation Leadership” at the Hacking HR 2022 Global Online Conference
• 2021 – Understanding the Principles of #projectmangement #pm. 2021 Hacking HR 2022 Global Conference on: Managing the Challenges of An Agile HR Strategy.
• Mar 2021: “Understanding the Foundations of Agility and Innovation”

My next two panels in 2 weeks are:

• “Designing a People-First Culture that Focuses on People’s Mental Health, Wellness, and Well-being” and
• “Focusing on Human Experience at Work as the Overarching Culture Goal and Architecting Employee Experience and Workplace Experience Accordingly”

Linkedin Post: https://www.linkedin.com/posts/rodhutchings_eliteitmanagement-projectsuccess-unlockpotential-activity-7123143612690821120-6f2D?utm_source=share&utm_medium=member_desktop