Explain How You Would Go About Assessing The Readiness Level Of A Project Team

As a project manager, describe how you would go about assessing the readiness level of your project team members? Situational leadership is the various styles of leadership in different situations. The text, Leading People and Projects to Success explains the four leadership styles project managers use to evaluate the readiness level of the project team members and leadership (Arora, & Baronikian, 2013). These styles of situational leadership consist of participating, selling, telling, and delegating. These styles are used as a tool that helps to improve communication, willingness, self-confidence, along with the employee’s capability to perform. Nonetheless, the situational leadership model helps management understand the relationship involved

Theresa Kelly was a manager at my previous place of employment where her primary style of leadership was the participating or supportive style. This approach was suitable for her since there were team members who can perform specific tasks but lacked the confidence to execute them. As a participating or supportive leader, she was able to motivate and increase the level of trust by providing positive feedback for the tasks that were completed (Arora, & Baronikian, 2013). Delegating was her second leadership style. Here is where she assigned tasks to the team members and the direction in which the tasks were to be accomplished. Although she was involved in providing feedback and guidance, the responsibility of performing the work relied mainly on the individual. This style is the simplest of the leadership model to use as it assumes that the person is proficient and prepared to accomplish the task (Arora, & Baronikian, 2013). Her third the was selling leadership style. This is where she implemented new ideas about the project while creating roles and objectives to support the new concepts. This method increased communication by showing the group that she was open to suggestions and opinions to gain their cooperation. With this style, the Ms. Kelly did less telling and steered more to providing recommendations as a means to motivate the team to progress even further (Arora, & Baronikian,