Leading from Context: How Project Managers Can Transform Team Dynamics

Introduction

As a project manager, you’re no stranger to tight deadlines, conflicting stakeholder demands, and team dynamics that can shift at a moment’s notice. It often feels like juggling priorities is part of the job description. Yet, how often do we stop to consider the underlying mindset - or context - from which we approach these challenges? Conscious leadership begins with this awareness: who you are shapes how you lead.

This article explores how selecting the right context can empower project managers to lead with clarity and intention. Using Steven Covey's popular BE-DO-HAVE model as a guide, we’ll delve into practical steps to transform reactions into deliberate actions that benefit both your team and the project.

The BE-DO-HAVE Model: Why Who You Are Matters

Leadership is often framed in terms of what we do to get results. But this focus on action overlooks a critical element: our being. The BE-DO-HAVE model, popularised by Steven Covey, offers a fresh perspective, emphasising that who you are (BE) determines what you do (DO) and ultimately influences what you have (HAVE).

Let’s ground this in an example familiar to many project managers: You receive an urgent email late on Friday from a demanding stakeholder requesting last-minute changes to a deliverable. How you respond in this moment isn’t just about your actions; it’s shaped by your internal context.

• If your context is, “I am frustrated,” you might fire off a curt reply or avoid responding altogether, leading to tension and misalignment.
• If your context is, “I am collaborative and open,” you might take a moment to clarify expectations and offer a realistic timeline, fostering trust and cooperation.

The email is the same, but the outcome depends on the context you choose. Becoming aware of this connection is the first step toward conscious leadership.

Shifting Contexts: From Reaction to Intention

As project managers, 95% of our responses are driven by subconscious patterns—habits formed over years of navigating high-pressure situations. While this “autopilot” can be efficient, it often leads to reactive behaviours that undermine our effectiveness.

To shift from reaction to intention, consider these practical steps:

1. Pause and Observe: When faced with a challenge, take a moment to notice your immediate thoughts and feelings. Are you tense? Annoyed? Defensive? Acknowledging your reaction is the first step toward choosing a more effective context.
2. Name Your Context: Ask yourself, “What mindset am I operating from right now?” For example, are you approaching a situation with “I am defensive” or “I am open”?
3. Choose a New Context: Reflect on what context would best serve the situation. Perhaps “I am calm and solution-focused” or “I am empathetic and understanding.” This deliberate choice can transform the tone of your response.

Context in Action: A Real-World Example of Team Dynamics

Imagine this scenario: One of your team members, Alex, frequently misses deadlines, causing frustration among the rest of the team. Your initial reaction might be one of annoyance (“Why can’t Alex just get it together?”). From this context, you might address Alex in a way that feels critical or dismissive.

Now, let’s apply conscious context selection. Before the conversation, pause and reflect. What context would lead to a more constructive dialogue? Perhaps you choose, “I am supportive and curious.”

This shift might prompt you to approach Alex with questions rather than accusations:

• “I’ve noticed some delays recently. Is there something getting in the way of your progress?”
• “How can I or the team support you to meet these deadlines more effectively?”

By changing your context, you’ve not only altered your response but also opened the door for Alex and stakeholders to engage in problem-solving rather than feeling defensive.

Reflection: A Tool for Leadership Growth

To start applying these ideas, take a moment to reflect on a recent situation where you felt frustrated or overwhelmed. Use the following prompts to explore your experience:

1. What was the situation?
2. What context were you operating from? (e.g., “I am overwhelmed,” “I am unsupported”)
3. What was the result of that context?
4. What context could you choose next time to create a better outcome? (e.g., “I am calm,” “I am resourceful”)

Write down your reflections and revisit them before your next challenge. Over time, this practice will help you lead from a place of intention rather than reaction.

The Ripple Effect: How Context Shapes Team Dynamics

As a project manager, your context doesn’t just influence your actions—it sets the tone for your team. When you lead with openness, trust, and clarity, your team is more likely to mirror those qualities. Conversely, leading from frustration or defensiveness can create a culture of tension and misalignment.

Consider how you might consciously model the contexts you want your team to adopt. To illustrate, here’s a simple flowchart:

1. Recognise your initial reaction
2. Reflect on the ideal context
3. Respond intentionally.

This tool can help project managers visualise their leadership process. For example:

• Trust: Instead of micromanaging, express confidence in your team’s abilities.
• Calm: During high-pressure moments, maintain composure and focus on solutions.
• Collaboration: Invite input and ideas, showing that every voice matters.

By embodying these contexts, you create a ripple effect that enhances team dynamics and project outcomes.

Conclusion: Leading with Intention

Leadership isn’t just about what you do—it’s about who you are. This idea aligns directly with the BE-DO-HAVE model, reminding us that who we are shapes our actions and ultimately determines what we achieve. For project managers, adopting a conscious approach to context selection can transform team dynamics, improve stakeholder relationships, and lead to better results. The next time you face a challenge, pause and ask yourself, “What context will help me lead with intention?”

By making this small but powerful shift, you’re not only enhancing your own leadership but also empowering your team to thrive under your guidance. Conscious leadership begins with one choice at a time - what choice will you make today?