6 Leadership Best Practices: How to Make Sense of the Unfamiliar

by Ron Shapiro

There’s no mistaking the simple fact that leadership styles differ enormously from person to person. There are, however, a number of shared traits that successful, effective leaders 6 Leadership Best Practicespossess. Research has proven that these traits of sense and success are deeply linked to the thriving of effective leaders.

Good leaders are immediately open to new understanding. Leaders do not necessarily understand complex concepts immediately, but they must be open to learning efficiently. Effective leaders are constantly asking themselves how to make sense of something new, and how to do it quickly.

Good leaders create safe spaces. In order to lead effectively, good leaders are warm and welcoming, rather than intimidating or aloof. By allowing room for other people to speak up and share their thoughts, perspectives, and opinions, good leaders can use their inherent executive power to create an empathetic environment that encourages colleagues to approach them with tact and professionalism, knowing that they will be heard.

Good leaders approximate, and this is because they have to. Not every project will provide every single snippet of detail that may normally be considered necessary to move forward, but leaders are able to continue to inspire their colleagues to progress without having all the information. Rather than charging blindly ahead, leaders are able to foresee what effect each step will have, whether or not they have all the information right away. Learn More »

Brand New 10 PDU Course on Leadership Released in June!



PDUs2Go Logo Portable & Affordable® Self-Paced Coursesfor Project Managers on the Go™
June 2013 Volume 5 | Issue 6

Jennifer Bridges, PMP

I get to work with thought leaders and inspirational authors in the profession of project management every day. I’m always on the lookout for courses and content that can help our community of PMP project managers Earn n’ Learn™ while in the car, at the office, on the road or even by the pool!

Well, I have some great news this month! We are introducing a brand new course called LEAD: Like a Boss! This exciting 10 PDU Course is a compilation of 15 well-known contributing authors including Tom Ziglar (Zig Ziglar’s son), Allan Colman, Matt Younguist, Dr. Larry Iverson, and Laura Stack. They focus their life experience and expertise into the following 5 areas that can help you with your PMP project management career:

  • Leading in Your Career
  • Leadership Mastery
  • Radical Change
  • Personality Dynamics
  • Productivity Strategies

LEAD: Like a Boss will help you to develop a new set of Leadership skills – enabling you to lead with style and courage!

This month’s PMP in Practice highlights an excerpt about team building from this brand new course. Be sure to take advantage of our Pre-Release Sales Event to order this entire audio course today! Click Here for more details!

Wishing you continued success!


Jennifer Bridges, PMP (formerly, Jennifer Whitt),

Founder –

What is Team Building?What is Team Building? Everyone talks about it these days, but so few people can really define it. In fact, it’s much more common to hear some canned response – something made up on the spur of the moment. It’s disappointing, because the nature of team building is the essence of leadership, not just in business but in our society as a whole.

Are you seeking a leadership or management position? If so, don’t forget to arrive at interviews prepared to articulate a clear point-of-view in terms of your leadership philosophy. Rather than falling back on the same tired “I lead by example” or “I have an open-door policy” response that everybody else will likely be using as well, capture the listener’s imagination (and respect) by articulating some original thoughts.

Talk about how you get results from the teams and departments in which you have been put in charge over the years. What are the secrets of your success? What do you stand for? What invaluable lessons have you learned as a CEO, sales manager, or supply chain VP that a “lesser candidate” may not have figured out quite yet?

As a case in point, here is a great example, a story excerpted from the book LEAD: Like A Boss.

A mid-level manager was asked not long ago to explain to me how she fostered teamwork among the groups she’s managed. Her initial response barely moved the needle. It was essentially a mish-mash of unstructured remarks about teams and collaboration and “working well with people” and the like. When she was told that her answer was instantly forgettable, not to mention severely sleep-inducing, she was taken aback.

But then (to her credit) she thought about the topic a little more and asked if she could try again. Here’s what she said, the second time around:

“You know, that’s a great question. I’ve worked on hundreds of teams throughout the years, and when I stop and think of it, I think most of what people refer to as ‘teamwork’ is largely an illusion. People act as if teamwork simply involves everybody showing up in a conference room and spontaneously agreeing on things.

“In my experience working with hundreds of different teams, however, I’d say it’s actually more like the proverbial duck paddling on the water. It looks so easy on the surface, but usually involves dozens of sidebar conversations and one-on-one meetings, beforehand, with key influencers.

“These pre-meetings are critical to sounding ideas out, building alliances, establishing reasonable concessions, and ensuring you walk into any meeting, as a leader, fully prepared to help the room reach consensus.”

Whether you agree or disagree with this person’s perception, you have to admit that it’s a FAR more interesting and thoughtful response than a standard off-the-cuff answer of the “well gosh, everybody just kind of gets together and sings kum-ba-ya” variety.

These are the kinds of powerful answers you need to be prepared to articulate if you want to truly shine at interviewing. Leave the canned answers and lazy “management 101” responses to everybody else. You’ve got some amazing nuggets of work wisdom buried within you, if you look for them. And that you, too, can make hiring managers swoon with enough foresight and practice!

Through June 15, is offering our brand new 10 PDU course, LEAD: Like a Boss for only $100! This collection of guiding principles from 15 experts in their field will help you lead your teams and embrace…and yes, even love change!

Click Here to LEARN MORE about this exciting course and order TODAY!


We Are All in This TogetherPMI Logo Anyone with the letters ‘PMP’ after their name has the ongoing obligation to obtain 60 PDUs every three years. This is a big deal when it is added to schedules that are already overbooked and hectic. PDUs2Go has solved this problem by developing a system where you can earn PDUs around your demanding schedule with portable, self-paced courses. Earn n’ Learn™ while in your car, in your office, by the pool or on the road.Visit now to learn more.

10 Category A PDUs for Only $100 when You Order our Brand New Course by June 15!

Click Here for More Info >

What Others Say About LEAD: Like a Boss!

“What the world needs now, more than ever before in history is ‘Leaders that Lead with Vision, Guts and Courage.’ This course is dedicated to stimulating in you that experience as you read, absorb and use the wisdom contained herein.”

Mark Victor Hansen, co-author of Chicken Soup for the Soul

“For a new front-line leader, the perspective shared by these seasoned leaders help speed-up the learning curve for young leaders. The course is packed with tips ready to read, when you need them.”

Chris Widener, author of the Art of Influence and the Leadership Rules

“Great leaders are made and not born! ‘LEAD…Like a Boss’ offers compelling accounts of success that challenges each author’s soul! This is a must read on how to develop real leadership skills!”

Bill Krueger, MLB Pitcher and TV Baseball Analyst

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PMP Career Check: Are You Growing or Going?

by Lakecia Carter, PMP

Change is inevitable, but growth is optional. How do you know when you are growing as a PM or just going? Growing means you are developing your skills and continuing to evolve in PMP Career check: Are you growing or going?your personal and professional life. Going means you are simply existing and going through the motions to get from one day to the next. The difference in the two is: Growth. Are we PMs forever or do we evolve from project management to something greater? Here are 3 questions that will help you discover the answer:

  1. Are you in control of your career path? Most of us don’t have the luxury of picking our projects or our teams. It is generally the other way around. With that in mind, you should remember that you still have the power of choice. You may not choose the project, but you can choose the process that drives the success of the project. You have the ultimate say in where your career ends up. I challenge you to think beyond life as a PM.
  2. Is your current journey moving you closer to your destination or farther away? This assumes you have a clear destination or idea of what success is for you. It is possible to land on a dead-end project. You know the ones that are “opportunities” but are doomed before they start. You only have two choices – either turn it around or make the best of it. Take whatever lessons you can learn and continue moving forward. The best lessons I’ve learned came from project failures. Learn More »

Gaining Trust for New Team Members

by Ron Shapiro

Think about what trust means to you, or to your organization or company. Webster’s Dictionary provides some good keywords: confidence in something or someone else, Gaining Trust for New Team Membersdependence on something in the future, assurance of the character or ability of a person or group of people – ultimately, they will pull through for you.

So with this in mind, what does it actually mean to build trust? Companies that have high-performing team members and work to gain and keep their client partners rely deeply on relationships of trust, both within the employee team and with partners.

In the Office

According to Forbes contributor Glenn Llopis, one of the most powerful components of building trusting relationships is transparency. Transparency means two things in this situation:

  • Teamwork. When leaders are transparent about the team’s strengths and weaknesses, team members are able to work more efficiently. This means that problem solving can be based around what’s actually going on, rather than what people are inferring. New teammates will immediately know what’s going on and be able to bring their whole selves into the work.
  • Consistency. In order to build trust within the office, it’s important to remain consistent. Consistency in this case means treating everyone fairly; it should be a no-brainer, but unfortunately it doesn’t always work out that way. Frequent communication doesn’t just mean letting people know what’s going on, either – remember, it is important to listen to your teammates, too.

What does trust building lead to in the end? Higher performance, according to this Guardian UK article, which is what customers are after. Learn More »

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