Template: Team Lead & Stakeholder Relationship Management

Planner
Avoid the frustration of a badly managed relationship with a team lead or stakeholder by
taking the communication initiative. This guide will help you start a constructive
conversation before mistakes or omissions are made.

Purpose

This form is designed to assist the project manager in managing relationships with team
leads and support workers. The given questioning tactic should be used whether
relationship difficulties appear or not. Many relationship problems go unrecognized by
one or both parties until it is too late.

Instructions

1. After approximately 3 – 6 months of starting the relationship (or new project with
beginning relationship), choose one of the questions below to ask direct reports,
team leads, stakeholder contacts, etc.

a. Find the row in the Situation column that corresponds to your situation or
relationship with the individual.

b. Once the correct question or set of questions has been chosen, prepare for
the discussion by referring to the Look For column

2. Conduct the meeting

a. Keep it informal, perhaps as part of another meeting

b. Be constructive and open to suggestions

3. Respond during discussion or follow-up the meeting as described in the

Response/Follow-up column
gantthead.com Team Lead & Stakeholder Relationship Management Planner

Situation Questions Look For Response/Follow-up

Routine relationship Are there things we  Clear definition of  React quickly to
management (team need to improve in our all opportunities for solve problems
lead or stakeholder) relationship? improvement, rather  Determine how
Are there ways we than solutions. preferences can be
could work together Expect surprises better recognized
more effectively (for that have never been in the future
example, better mentioned before.
communication,  Work
advance scheduling, preferences/work
etc.)? styles that conflict
Is anything we are with current
doing not working to relationship
your satisfaction?
Routine relationship Are there specific  Potential areas for  Probe further
management things we can do in further probing, for where necessary to
(especially team relation to any specific example, if the find areas for
lead who may not goals or tasks you are individual mentions improvement in
have been undertaking? barriers that you relationship
forthcoming in the have created  Determine how
past) What have been the however unwittingly needs can be
major challenges in  Signals that better recognized
your work over the last individual needs in the future
six months? assistance not being  Confirm any
provided potential
 Potential relationship
weaknesses in how difficulties
you identify the
needs of others
Confirm strengths What two or three  Evidence of job fit  Make effort to
and preferences of things do you like best  Evidence of job improve job
newer worker (direct about working in this dissatisfaction (see satisfaction
report or not) project? below for follow-up  Determine future
questions) actions to
What are your least recognize potential
favorite things? job fit difficulties
Potentially Do you have any  Evidence of  React quickly to
unsatisfied worker comments/ideas on dissatisfaction solve problems and
how you might get  Source of to build trust
more job satisfaction? dissatisfaction  Note where job
Does your job dissatisfaction may
description (or not be possible and
description of role and individual may
responsibilities) have to be replaced
accurately reflect what
you are doing?

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