Self Reflection In Project Management

In daily mundane, project managers gets so much involved in problem solving and conflict resolutions that, they do not pay enough time to reflect. After performing managerial roles gap analysis, I was not only able to identify my gaps but it encouraged me to self-reflect, thus enabling me to think and see things from different spectrum altogether. Self-reflection helped me think, plan and would help me take corrective actions to fill these gaps. After completing the managerial role gap analysis, I realised that I need to improve on my Interpersonal role, which is very vital as a figurehead. Even though in my present role it is symbolic, but it cannot be underestimated and also be valuable after progression in corporate scale. As a manager,

While giving feedback emotions should be balanced and professional. Also feedback has to be specific and detailed about a person’s performance, behaviour, approach and its implications should also be clarified & candidly discussed. While receiving feedback, as a leader I sincerely need to listen to what feedback has to convey in its totality in broader sense. I have to be patient and see the feedback in correct perspective without overreacting. Have to keep an open mind and learn from the feedback, even if poorly given or presented. I have to show sincerity and accept responsibility and attempt to make feedback successful as well as a learning process (Harms & Roebuck,

Again another problem which is very vital, especially when leader is working in the multi-cultural background that is, when the project team is diverse demographically that it is normal that some team members may feel strongly about certain aspects and may behave or react threateningly so in that scenario leader mind must be mature and empathic and should be able to digest their opposing views. Another important aspect while working with a multicultural team is leadership and communication styles a leader adapts, as it is imperative while giving feedback that leader understands and recognises the style of the recipient and in a background of his mind he should be aware of a difference in culture, language and religion. As rightly said by Gallaghar in his book “How to give strength based feedback” he stated that feedback is supposed to motivate the receiver to change and to receive the message without getting defensive (Gallaghar, 2007). In conclusion, the universal law is that everyone likes being appreciated and encouraged. Leader should be aware of the outcome of negative response. The bottom line is, always thank the feedback recipients. And whenever it is feasible and applicable remind them of their contributions and strengths. These small gestures are of immense importance in building the moral and spirits of the teams and helps consolidate both manager and organization position towards targeted goals. It is important that team and its member feel that leader is fair