The Powerful Project Leader

by Cathy Cassidy,
Martin Training Associates

As project leaders, you already accept accountability for achieving the goals of your project. And when we say accept accountability we are referring to a commitment you make, before the project begins, to achieve the goals of the project. But alas; project leaders are the original matrix managers and you are required to lead cross-functional teams where most and possibly all the members on your team do not report to you – you have no assigned authority over them. Therefore, your ability to affect the outcome depends on two things: your ability to meet your accountability without authority and becoming a strong leader in the matrix. To help you along, focus on these tips for meeting accountability when you have no authority and becoming a leader in the matrix environment.

Seven steps to meeting accountability when
you have no authority.

• Step 1: Accept unconditional accountability and personal power.  Be committed to achieve the goals of your project and the organizational goals without excuses. Accept this before you begin the project, therefore you work proactively versus reactively to get things done.
• Step 2: Let go of the need to control. The only person you can control is yourself. By taking full responsibility for your own actions and controlling your own behavior, you will enhance your ability to be successful and guide others to do the same.
• Step 3: Use participation. People own what they participate in creating. Use participative, collaborative processes and methods for planning, managing meetings, making decisions, etc.
• Step 4: Use your sphere of influence. It is the field that extends out to include anyone that you have some ability to influence, either directly or indirectly. Use technology and your network to continue to broaden this field.
• Step 5: Build relationships. The ability to influence and negotiate is based on having relationships with people. Continually build a positive network. People will want to help you if you have a good relationship with them.
• Step 6: Focus on the process. If you set up a good process for getting the work done, with control points so you know if the process is in control or not, you won’t have to worry so much about the people. You can control the process.
• Step 7: Be generous with your recognition. Give credit to others whenever possible. Thank people for their contributions. Recognize people in public.

Tips for leading in the Matrix Environment

1. Use collaborative leadership. Look to involve stakeholders in the decision making process. Then when problems arise, involve them in the problem solving process as well. This creates ownership and commitment.
2. Plan & build accountability into your plans (i.e., project plans). Define in the planning stage who is accountable for what and who is responsible for what. Remember, accountability means you will ensure that the deliverable is met through the use of other resources (i.e. by making them available, removing roadblocks, etc) and responsibility means you will ensure the deliverable is met through your own hand (you do the work).
3. Negotiate contracts/agreements and put them into writing. Get the other parties to sign off. This way the expectations are clear and everyone is on the same page.
4. Involve stakeholders in the planning and implementing processes. This builds buy-in, and supports your ability to ensure you are accepting accountability for achievable goals.
5. Use standard processes that produce results. Don’t reinvent the wheel. Unless there is a good reason the process needs to be changed. Use processes that have been proven to work and whenever possible use processes based on collaboration.
6. Build high performing teams. High performing teams do just that – they perform better. Pay attention to the team process, because it matters!
7. Value people’s contributions. This can’t be said enough! People will work harder for those that appreciate them. Instead of looking for mistakes, look for what people do right and recognize them for that. Reward the behavior you want, which is much more effective than punishing the behavior you don’t want.
8. Provide continual feedback. Don’t wait until a job is completed to let someone know they’re off track. Provide feedback in a way that builds the relationships, honors the other person and that is objective and not subjective.
9. Focus on learning. Life is all about learning. The key to accountability is not whether or not we’ll fail at it from time to time, because that is a given, but what do we learn from it and do we repeat the same mistakes over and over again?

Cathy Cassidy is a partner and managing director of Martin Training Associates, a leader in the Project Management training, the New Matrix Management Paradigm and the principles of accountability. They work with any type of organization to implement these principles at every level within the organization.

To learn more about our training and consulting services Contact Martin Training at
866-922-3122.