Removing Impediments

Addressing and removing impediments, obstacles, and blockers is Task 7 of the People Domain. When team members encounter barriers that slow or stop their progress, the project manager must act swiftly to clear the path. This is servant leadership in action - putting the team's needs first by ensuring they have what they need to succeed.

What Are Impediments?

Impediments (also called obstacles or blockers) are anything that prevents the team from making progress or significantly slows them down.

Types of Impediments

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The Servant Leader Approach

In servant leadership, removing impediments is a primary responsibility. The project manager serves the team by ensuring obstacles are cleared.

Servant Leadership vs. Traditional Management

Key Mindset Shifts

• From "What have you done?" to "What's in your way?"
• From directing work to removing barriers
• From solving problems for the team to enabling the team to solve problems

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Identifying Impediments

Impediments must be identified before they can be addressed. Common discovery methods include:

Proactive Identification

Questions to Uncover Impediments

• "What's preventing you from making progress?"
• "What would help you work more effectively?"
• "Is there anything blocking the team?"
• "What frustrations are you experiencing?"
• "What do you need that you don't have?"

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Prioritizing Impediments

Not all blockers have equal impact. Prioritization ensures the most critical impediments are addressed first.

Prioritization Criteria

Prioritization Matrix

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Resolution Approaches

Not every impediment requires the same approach. The servant leader must choose the appropriate intervention level.

Team Self-Resolution

When to empower the team:

• Team has the skills and authority to resolve
• Resolution builds team capability
• Impediment is within team's scope

How to support:

• Provide guidance without taking over
• Offer resources the team needs
• Check in on progress

Direct Resolution

When the project manager should act:

• Team lacks authority or access
• Speed is critical
• Cross-functional coordination needed
• Organizational barriers require senior intervention

Actions:

• Negotiate with other managers
• Secure resources
• Remove bureaucratic barriers
• Make decisions within authority

Escalation

When to escalate:

• Blocker is beyond your authority
• Resolution requires executive decision
• Significant budget or scope impact
• Ongoing conflict with other departments

Escalation Best Practices:

• Clearly describe the impediment and its impact
• Explain what has already been tried
• Propose possible solutions
• Specify what decision or action is needed

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Escalation Paths

Common Escalation Points

Escalation Is Not Failure

Escalation is a legitimate project management tool, not a sign of weakness. Senior leaders have the authority and influence to remove barriers that project managers cannot. However:

• Don't escalate trivial issues
• Attempt resolution before escalating
• Provide clear information and recommendations
• Follow up on escalated items

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Impediment Management Process

Ongoing Impediment Tracking

Visual Management

Many teams use impediment boards or blocker logs:

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Common Impediment Patterns

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Key Points for the PMP Exam

1. Impediments block or slow team progress - they must be actively managed
2. Servant leadership focuses on removing obstacles for the team
3. Not all impediments require PM intervention - empower teams when appropriate
4. Prioritize based on impact - address critical path and high-risk blockers first
5. Escalate when necessary - use sponsors and executives for barriers beyond your authority
6. Track and follow up - ensure impediments are actually resolved