Presentation given by Donnie MacNicol to the SWWE branch on 27 November 2019 in Bristol

1. www.teamanimation.co.uk
What is this leadership thing – a personal
take
November 2019
Donnie MacNicol, Director

2. 2© Team Animation Ltd
Strategy –
Strategy
Consultant /
Enterprise
Architect
Complex
Programmes –
programmatic
approach being
taken – PgD /
PGM
Change /
Transformation –
Transformation
Director /
Change Manager
People /
relationships –
Leadership
consultant
https://www.linkedin.com/in/donniemacnicol/

3. 3© Team Animation Ltd
Speaking engagements
100+ conference, organisational and professional
body talks across Europe as well as Webinars and
Podcasts.
Writing Academic delivery and research
Lecturing on MSc / MBA’s and carrying out joint
research with leaders in their field to develop
innovative new thinking and ways in which to apply
this in practice.
Knowledge sharing Professional communities
Chair professional groups, am a member of a number
of business forums and have founded a private club to
promote knowledge sharing between Delivery
Leaders.
Facilitating 1-2-1 sharing and networking
Through our extensive network we regularly
facilitate connections between leaders in different
organisations and fields to allow the sharing of
expertise and opportunities.
Author of Project Leadership 3rd
Edition (2015), The Delivery
Manifesto (2018), White Papers
et al. Also contributions to
multiple books.
25 videos, 20+ published
articles through
professional bodies and
multiple other blogs.
https://www.linkedin.com/in/donniemacnicol/
https://www.slideshare.net/donniemacnicol/team-
animation-client-services-february-2017

4. 4© Team Animation Ltd
One of the defining traits of the transformative
age besides the speed of change is the increasing
dependence on connectivity. As Norman
Lonergan, EY Global Vice Chair of Advisory puts
it, “the transformative age goes beyond mere
disruption, and is instead about being connected,
whether to interfaces, data, experiences, or
people.”

5. 5© Team Animation Ltd
My
Mastermind
Journey
https://www.pennypower.co.uk/mastermind/

6. 6© Team Animation Ltd
YOU
Communicate
Delegate
Negotiate
Resolve conflict
CelebrateProvide feedback
Motivate others
Build teams
Deal with conflict
Make decisions
Listen Review materials

7. 7© Team Animation Ltd
Groupings
(Functions /
Organisations)
Teams
Relationships
Understanding of
Self

8. 8© Team Animation Ltd
Relationship
Orientation / Open
AssertiveNon-Assertive
Task Orientation /
Self-contained
• Be pleasant
• Be non
assertive
• Be selfless
• Be supportive
of my feelings
• Be sincere
iMA High Blue … are warm,
supportive and nurturing individuals
who develop strong networks of
people who are willing to be mutually
supportive and reliable. They are
excellent team players, courteous,
friendly, good planners; persistent
workers and good with follow
through.
iMA High Green … are serious,
analytical, persistent, systematic and
task oriented people who enjoy
problem solving, perfecting processes
and working towards tangible results.
They do research, make comparisons,
determine risk, calculate margins of
error and then take action.
• Be time
disciplined
• Be logical
and prepared
• Be respectful
of rules
• Be
structured
and well
organised
• Be precise
iMA High Red … are goal oriented
go-getters who are most comfortable
when they are in charge of people and
situations. They focus on a no-
nonsense approach to bottom-line
results. They are fast-paced; task
oriented and work quickly by
themselves.
• Be practical
• Be brief
• Be assertive
• Be to the
point
• Be
supportive of
my goals
• Be flexible
• Be quick paced
• Be positive
• Be generous
with your
praise
• Be supportive
of my idea
iMA High Yellow … are outgoing,
friendly and enthusiastic idea people
who excel in getting others excited
about their vision. They are fast
paced, high energy and deal with
people in a positive upbeat way;
eternal optimists that can influence
people and build alliances to
accomplish their goals.
Description of iMA™ colour types. Reproduced with
permission by Team Animation Ltd and iMA Strategies.
http://ima-pm.co.uk/questionnaire.html

9. 9© Team Animation Ltd
Unique
High Blue High Green High Red High Yellow
Strengths
Will make certain those ideas
are carried out and will bring
stability to the group
Will make certain that key
details are covered and the
project is done well
Will keep the focus and
insist on results
Will generate and promote
ideas, persuade others to
become involved
Personal warmth and the
ability to build meaningful
relationships
Precise, efficient and well
organised
Assertiveness and the ability
to get the job done speedily
Enthusiasm, charm and
persuasiveness
When engaging Be Sensitive to their feelings Be Precise Be to the point Have Fun!
Under stress
Submissive, Passive,
Dependant, Hesitant,
Indecisive
Resist change, Slow to act,
Slow to begin work,
Withdrawn, Resentful
Restless, Critical, Blunt,
Un-cooperative, Irritable,
Aggressive, Pushy
Manipulative, Over-
eager, Impulsive,
Inconsistent, Unrealistic,
Waste time
http://ima-pm.co.uk/questionnaire.html

10. 10© Team Animation Ltd
http://ima-pm.co.uk/questionnaire.html

11. 11© Team Animation Ltd
Genius!
http://ima-pm.co.uk/questionnaire.html

12. 12© Team Animation Ltd
High Green High Blue High Red High Yellow
Simple
description of
their
leadership
style in terms
of the level of
support and
direction they
provide
Delegating
Low supportive, low
directive
Relies on thinking
Control through
preparation
Participating
High supportive, low
directive
Relies on 1-2-1
relationships
Control through
support
Telling
Low supportive, high
directive
Relies on authority
Control through
authority
Selling
High supportive, high
directive
Relies on influencing
others
Control through
influence

13. 13© Team Animation Ltd
xx
Project leader
provides a low
level of direction
and support
Capable, experienced,
confident and committed to
the goals.
Capable and
experienced, but lacks
confidence or
commitment and may
question the goal or task
Project leader
provides a low level
of direction and high
level of support
Project leader
provides a high
level of direction
low level and
support
Lacks the ability, perhaps
due to lack of experience,
but is enthusiastic for the
work
Lacks experience or skill,
and confidence to do the
task, and may also lack
willingness
Project leader
provides a high level
of direction and
support
Level of Support required
Level of Direction required
HighLow
High
Low

14. 14© Team Animation Ltd
Team Location
Multi-cultural
aspects
Project
Management
Methodology
Development
Approach
Organisational
Culture
Project Purpose and
Success Criteria
External
Environment
Project
Leaders
Style
Project
Shape
3. Individual and team needs (for direction and support)
1.IndividualStyle(incl.sponsorandstakeholders)
2.Teamsstyleprofile(incl.dynamicsand
diversity)
RELATIONSHIPS (3 factors to consider)

15. 15© Team Animation Ltd
?
https://en.wikipedia.org/wiki/List_of_cognitive_biases

16. 16© Team Animation Ltd
https://www.wired.co.uk/article/google-chief-decision-scientist-cassie-kozyrkov

17. 17© Team Animation Ltd
NEW BRAND IS NOT ADDED AS YET https://www.meetingquality.com/

18. 18© Team Animation Ltd
Brexit …
… Agile
https://hennyportman.wordpress.com/

19. 19© Team Animation Ltd
What individuals and organisations need to know about developing
their project leadership capacity and capability to deliver in challenging
times.
The Project
Leadership
Compass™
The role
of the project
leader during the
key phases of
the project
lifecycle
Project
leadership and
the project
leader
The 3 key
competencies
of a project
leader
Building
personal and
organisational
capability
https://www.routledge.com/Project-Leadership-3rd-Edition/Coleman-MacNicol/p/book/9781472452801

20. 20© Team Animation Ltd

21. 21© Team Animation Ltd
Academy Framework™ - structure and tools necessary to develop and continually improve individual competency and organisational capability
Leadership Talent Development Program – flagship 12 to 18 month program where there is a clear business benefit to achieving the desired behavioural
change
Leadership Training – modular design to meet the specific needs of any organisation, typically 1 to 5 day intense programs and delivered in phases, with
pre and post group work. Modules are combined to deliver high value training and are available as stand-alone Masterclasses and Webinars. Each of the
above can be enhanced through expert Coaching / Mentoring, blended learning, simulations and case studies.
*Transitioning from Project to
Programme Leadership
*Stakeholder Engagement
Workshop
(incl use of Prendo simulation)
Research
IncludingProject
Leadership,
OrganisationalProject
Managementand
Delivery.
Associatesand
Network
Expertknowledgeand
insightfromabroad
rangeofsectors.
Accreditations
Througharangeof
bodiesasappropriateto
theneedsofthe
organisation.
*Building and Sustaining High
Performance Teams
Coaching / Mentoring skills
Leadership changes thro the
Project Lifecycle
Visioning - creating the
blueprint and roadmap to
success
Understanding your personal
leadership
Engaging and influencing
others
Effective Remote Teams
Leadership Adaptation by
project type and org culture
(incl Situational Leadership)
Relationship building
*Sponsor / SRO Development
Workshop
*Executing Strategy and
Change Executive Masterclass
*Developing Project
Leadership and Soft Skills
Workshop
*Leading Successful
Programmes
Intelligent Client
*Building a High Performance
Projects Delivery Organisation
Masterclass
*Leadership and People Skills
Briefing
*Further details and recommendations are included on Course Conductor for these modular training programmes
With Project
Leadership 3rd
Edition as a prime
source of
reference

22. 22© Team Animation Ltd
• Perceive
• Design
• Adopt
• Deploy on the project
• Practice
• Involve others
• Adapt
• Sustain its use
• Learn from
• Share knowledge
https://www.praxisframework.org/en/ima/four-colours-general

23. 23© Team Animation Ltd
https://www.praxisframework.org/en/ima/stakeholder-management

24. 24© Team Animation Ltd
A High Green would typically propose or want to see:
• a consistent and systematic approach to identifying, assessing and engaging with
stakeholders
• a focus on objective information about stakeholders so that a considered approach
can be identified
A High Green would typically be perceived as:
• engaging with the minimum number of stakeholders, typically in a limited manner
• cautious in engaging with stakeholders until there has been adequate assessment
and consideration of the objectives of engagement
https://www.praxisframework.org/en/ima/stakeholder-management

25. 25© Team Animation Ltd
1. Reflecting on your own style and strengths
• identify what you would typically propose or want to see
• Consider if this is appropriate given the context
• identify how other colour styles would tackle the same
thing – would this approach add value?
• Modify as appropriate
2. Working with others – individuals or teams
• identify their colour style
• Consider the implications in terms of the relationship and
achieving the task
• Consider how other colour styles will tackle the task or
deal with the situation – how will this impact you?
• Modify as appropriate
• Similar approach for teams
3. Approach is applicable in other ways
• E.g. culture of the department / organisation
https://www.praxisframework.org/en/ima/stakeholder-management

26. 26© Team Animation Ltd
https://www.praxisframework.org/en/ima/stakeholder-management

27. 27© Team Animation Ltd
Adrian Dooley
Praxis Framework
https://www.praxisframework.org/

28. 28© Team Animation Ltd
David Dunning
https://www.praxisframework.org/news/core-p3m-data-clubhttps://www.linkedin.com/groups/13651399/

29. 29© Team Animation Ltd
Martin Paver
Projecting Success
https://projectingsuccess.co.uk/

30. 30© Team Animation Ltd
Peer
Assist
“Members share,
learn and grow in a
safe trusting
environment through
topic based events
and peer-to-peer
networking”.
https://www.linkedin.com/company/thedeliveryclub/?viewAsMember=true

31. 31© Team Animation Ltd
“Provide leaders with sufficient structure, guidance and experience from peers to inform them as to how best plan and
deliver improvements in their delivery capability”
The Delivery Manifesto™ is structured to inform business and delivery leaders to answer critical questions:
1. Why now and what are we looking to achieve? How do we justify the investment?
2. Who do I trust to make this happen? What capabilities and experience do they require?
3. What must done, in what order and what are the priorities given our unique context? Where do we start?
4. How do we make this happen and when? What are the options?
1. Adopt the optimal delivery structure and culture
2. Give people certainty of their role
3. Invest in people and their development
4. Communicate the approach
5. Capture and disseminate knowledge
6. Execute the strategy in the right way
7. Adopt an optimum approach to delivery
8. Assure delivery and show value
9. Give people the right tools
10. Use data effectively