HKSM

Leadership is the ability to guide, influence, and empower people to achieve shared project outcomes. In projects, it emphasizes setting direction, building trust, and enabling collaboration rather than relying only on authority.

Key Points

• Leadership complements management by focusing on vision, influence, and people engagement.
• Effective leaders adapt style to context, team maturity, and delivery approach (predictive, agile, or hybrid).
• Core behaviors include empathy, transparency, integrity, decisiveness, and servant leadership.
• Trust and psychological safety enable candor, learning, and higher team performance.
• Situational leadership balances directing, coaching, supporting, and delegating.
• Ethical leadership aligns team behavior with organizational values and stakeholder expectations.

Purpose

Use leadership to align people on a shared purpose, motivate sustained effort, resolve conflict constructively, enable timely decisions, and create conditions where the team can deliver value under uncertainty.

Facilitation Steps

• Clarify outcomes: co-create purpose, success criteria, boundaries, and decision rules.
• Assess context: understand stakeholder interests, team strengths, constraints, and risks.
• Select an approach: choose and adapt a leadership style (directive, coaching, facilitative, or servant) to the situation.
• Set expectations: communicate priorities, roles, and working agreements; model desired behaviors.
• Enable participation: ask open questions, listen actively, invite diverse views, and encourage respectful dissent.
• Guide decisions: frame options, timebox, seek consensus where feasible, and make or escalate decisions when needed.
• Remove impediments: secure resources, negotiate trade-offs, and protect focus.
• Reinforce performance: provide timely feedback, recognize contributions, and support growth.
• Inspect and adapt: reflect on outcomes and team health; adjust leadership approach based on feedback.

Inputs Needed

• Project vision, objectives, and success criteria.
• Stakeholder and team analysis, including interests and influence.
• Team charter or working agreements and decision-making guidelines.
• Organizational policies, culture, and governance expectations.
• Performance data, feedback, risks, and impediment logs.
• Resource availability and constraints.

Outputs Produced

• Shared understanding of goals, priorities, and constraints.
• Decisions and action items with clear owners and due dates.
• Updated team charter, norms, or working agreements.
• Resolved or de-escalated conflicts and clarified roles.
• Improved engagement, trust, and psychological safety.
• Stakeholder alignment and communicated next steps.

Tips

• Lead by example: demonstrate the behaviors you expect from the team.
• Adapt your style to the situation and individual needs; revisit as conditions change.
• Use short, frequent check-ins and one-on-ones to stay connected and unblock issues.
• Make decisions visible with simple frameworks (e.g., RACI, decision logs, timeboxes).
• Address conflict early using interest-based problem solving and neutral language.
• Recognize outcomes and learning, not just effort; celebrate small wins.
• Communicate with clarity and consistency; explain the why behind changes.

Example

A cross-functional team is missing handoff deadlines and tension is rising between design and operations. The project leader convenes a brief workshop to restate the project goal, maps the current workflow with the team, and facilitates a discussion to identify bottlenecks. Together they agree on a working agreement for handoffs, set clear decision rules, and timebox daily syncs to 10 minutes.

The leader recognizes collaborative behaviors publicly, removes a tooling constraint by securing a shared environment, and schedules follow-up check-ins. Within two iterations, cycle time improves and conflict decreases.

Pitfalls

• Over-reliance on positional authority instead of influence and trust.
• Using a one-size-fits-all style that ignores team maturity and context.
• Failing to provide a clear vision, priorities, or decision boundaries.
• Allowing dominant voices to silence quieter contributors.
• Delaying tough decisions or lacking follow-through on actions.
• Promoting heroics over sustainable, team-based delivery.
• Neglecting feedback loops and not adapting based on results.

PMP Example Question

Midway through a project, team morale drops and functional specialists argue over priorities. To demonstrate effective leadership, what should the project manager do first?

1. Directly assign tasks and enforce compliance with the schedule.
2. Facilitate a team session to surface concerns, reset working agreements, and agree on next steps.
3. Escalate the conflict to the sponsor and request role changes.
4. Replace the least cooperative team member to set a strong example.

Correct Answer: B — Facilitate a team session to surface concerns, reset norms, and agree on actions.

Explanation: Effective leadership starts by enabling open dialogue, aligning on purpose, and co-creating solutions before escalating or taking punitive actions.