Build your future with Peter Lucas Project Management
26. How skilled are you at applying emotional intelligence in a professional setting?
- Self-awareness; know your natural abilities and limitations, personality traits, tendencies, emotional reactions and their impacts on self and others
- Self-management; be aware of your emotions and positively direct your behavior
- Social awareness; accurately read emotions in others (be empathetic) and understand the root cause of their emotions
- Relationship management; successfully manage interactions with others by understanding your emotions and the emotions of others
27. How skilled are you at applying different leadership styles to appropriate situations?
- Directive - immediate compliance from employees
- Visionary - provide long term vision and leadership
- Affiliative - create harmony
- Participative - group consensus and creating ideas
- Pacesetting - accomplishing tasks to high standards - lead by example
- Coaching - focus on professional growth of employees
28. How skilled are you at supporting innovative ideas of others?
- Encourage continuous improvement in every component of work
- Provide an environment where staff have enough flexibility to try new methods while still being protected from undue risk
- Ability to distinguish true constraints from perceived constraints and encourage individuals to challenge the status quo
- Experience documenting and tracking performance of new processes and equipment
- Seek to understand the root of innovation failures and successes to evaluate future viability
- Share innovation experiences with other work groups to assist them
29. How experienced are you at executing structured change management?
- Ability to shift work units to address emergent priorities or shift in resource level requirements
- Working knowledge of change management models to implement broad or narrow change across entire work groups
- Awareness - communicate early to articulate goal/outcome of change
- Desire - engage those affected and create buy-in/ownership of change
- Knowledge - train, teach, and demonstrate new process or skills required for change
- Ability - Practice new skill or process to ensure change is executed successfully
- Reinforcement - create systems and controls to ensure sustainability of change
30. How skilled are you at conflict resolution?
- Ability to view problems from multiple objective perspectives
- Ability to problem solve
- Ability to empathize
- Demonstrate active listening and self-control
31. How comfortable are you with being a coach or mentor?
- Experience working through problems with individuals
- Actively provide feedback to others to offer suggestions for improvement
- Provide support and encouragement
- Provide perspective; listen and ask questions to guide an individual to draw their own conclusions
- Act as a sounding board for the mentee to sort through complex problems
- Share experiences while allowing mentee to do 80% of the talking
- Hold mentee accountable for pursuing their goals
32. How skilled are you at holding others accountable?
- Ability and confidence to take corrective action
- Working knowledge of strategies to hold others accountable
1) Define expectations - make sure individual knows what is expected of them
2) Describe gap - factual difference between defined expectations and actual behaviour
3) Diagnose problem - determine whether root problem is ability or motivation
4) Remove Barriers - if problem is ability, provide training/tools or make task easier. If problem is motivation, clarify consequences (explain how individual is personally affected, introduce hidden victims of sub-par performance, reward positive behaviour)
5) Next Steps - Follow-up; Who does What by When?
33. How skilled are you at facilitating meetings?
- Ability to speak confidently and legibly to groups of people
- Experience in key meeting roles including minute taker and chair
- Experience creating agendas and taking effective meeting notes
- Experience soliciting feedback from groups and keeping meetings on task
34. How skilled are you at motivating others?
- Understanding extrinsic vs intrinsic motivational factors and how/when to apply each
o Extrinsic = performance to attain outcome - pay, promotions, threat of punishment
o Intrinsic = performance by interest/enjoyment - contribution to team environment, satisfaction in job well done, pride, legacy
- Ability to engage employees and tailor motivational strategies to the individual
- Experience guiding teams through development stages: forming, storming, norming, and performing
35. How skilled are you at professional collaboration?
- Apply a collaborative approach to working with external and internal interest groups
- Seek feedback from individuals or groups that are affected by decisions
- Understand the efficiencies gained by applying trust, while not allowing others to abuse trust to gain advantages
- Take a collaborative approach with colleagues and counterparts to share ideas and improve performance and work environment
- Find and pursue areas of mutual benefit
36. How experienced are you at completing personal evaluations and career planning?
- Experience creating personal work plan tailored to the individuals needs
- Experience conducting work planning sessions, reviewing work plans, conducting reviews with staff
- Ability to align personal work plan and staff work plans with PLPM objectives and set realistic goals
- Ability to review and assess total year performance of self and others
37. How skilled are you at supporting and leveraging the benefits of diversity?
- Utilize diverse perspectives to improve decision making
- Know what discrimination is and how it affects people
- Understand the impact of discrimination on business competitiveness
- Know the 4 equity groups: Aboriginal, Visible Minority, Persons with Disabilities, and Women in Underrepresented Occupations
- Create an inclusive work environment where individuals of different genders, nationalities, backgrounds, and abilities can work safely and comfortably, free of prejudice or harassment