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Project manager's role and authority is based in part upon the team structure and team leadership requirements.
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Quick reference
Project Teams and Team Leadership
Projects managers must apply appropriate interpersonal skills to be effective. The leadership and interpersonal skills identified are of particular importance in the project environment.
When to use
Interpersonal skills are just that – skills used for interacting with other persons on the project. Some are needed for working with project team members, others with senior management or external stakeholders, and some are appropriate in every situation. Assess the situation and use the appropriate skills. On many projects, the project manager does not have direct managerial authority over most of the team members, so the need for interpersonal skills is heightened. Most of the project management processes identify interpersonal skills as best practice tool and technique.
Instructions
The PMBOK® Guide has defined several variations of project teams:
- Project Team: “A set of individuals who support the project manager in performing the work of the project to achieve its objectives.”
- Project Management Team: “The members of the project team who are directly involved in project management activities.”
- Virtual Team: “Groups of people with a shared goal who fulfil their roles with little or no time spent meeting face to face.”
- Project Team Directory: “A documented list of project team members, their project roles, and communication information.”
Project Management Institute, A Guide to the Project Management Body of Knowledge, (PMBOK® Guide) – Sixth Edition, Project Management Institute, Inc., 2017, Glossary definition Pages 716, 717, 725.
Manager or Leader
Effective project managers must also apply leadership skills. This is not an "either-or" decision. The project manager must apply both.
Management |
Leadership |
Direct using positional power |
Guide, influence, and collaborate using relational power |
Maintain |
Develop |
Administrate |
Innovate |
Focus on systems and structures |
Focus on relationships with people |
Rely on control |
Inspire trust |
Focus on near-term goals |
Focus on long-term vision |
Ask how and when |
Ask what and why |
Focus on bottom line |
Focus on the horizon |
Accept status quo |
Challenge status quo |
Do things right |
Do the right things |
Focus on operational issues and problem-solving |
Focus on vision, alignment, motivation, and inspiration |
Project Management Institute, A Guide to the Project Management Body of Knowledge, (PMBOK® Guide) – Sixth Edition, Project Management Institute, Inc., 2017, Table 3-1, page 64.
Project Team Structure
Project teams are organized in many different ways. Each organization approach has its strengths and weaknesses. The project structure should depend upon the organizational culture, the size and scope of the project, and the maturity of the project manager and project team. The table below shows many different structures and highlight some of the characteristics. One point of clarification. When discussing matrix teams, the terms weak, strong, and balanced refer to the authority of the project manager and are not meant to indicate any preference in approach or structure.
Organizational Structure Type |
Project Characteristics |
|||||
Work Groups Arranged for: |
Project Mgr’s Authority |
Project Mgr’s Role |
Resource Availability |
Who Manages Project Budget |
Project Mgmt Admin Staff |
|
Organic or simple |
Flexible, people work side-by-side |
Little or none |
Part-time; may or may not have role like coordinator |
Little or none |
Owner or operator |
Little or none |
Functional |
Job being done |
Little or none |
Part-time; may or may not be a designated job |
Little or none |
Functional Mgr |
Part time |
Multi-divisional |
One of many |
Little or none |
Part-time; may or may not be a designate job |
Little or none |
Functional Mgr |
Part-time |
Strong Matrix |
By job function |
Moderate to high |
Full-time designated role |
Moderate to high |
Project Mgr |
Full-time |
Weak Matrix |
Job function |
Low |
Part-time; part of another job |
Low |
Functional Mgr |
Part-time |
Balanced Matrix |
Job Function |
Low to moderate |
Part-time; embedded in function as a skill |
Low to moderate |
Mixed |
Part-time |
Project-Oriented |
Project |
High to almost total |
Full-time designated role |
High to almost total |
Project Mgr |
Full-time |
Virtual |
Network Structure with contact nodes |
Low to moderate |
Part-time or Full-time |
Low to moderate |
Mixed |
Full-time or part-time |
Hybrid |
Mix of other types |
Mixed |
Mixed |
Mixed |
Mixed |
Mixed |
PMO |
Mix of other types |
High to almost total |
Full-time designated role |
High to almost total |
Project Mgr |
Full-time |
Project Management Institute, A Guide to the Project Management Body of Knowledge, (PMBOK® Guide) – Sixth Edition, Project Management Institute, Inc., 2017, Table 2-1, page 47. PMBOK is a registered mark of the Project Management Institute, Inc.
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