I recently re-certified for my PMP, and I learned some lessons for next time. Still, I’m glad I did it and learned a lot to become more skillful for the future.
There are just too many points needed to fill them in at the last minute, even in the last months. I was lucky in that I had a continuous way to make points over time, but the rationalization that comes from procrastination made me think that I had more PDUs than I thought. Look at the number of PDUs you need and plan to space them out over the three years. It’s just like an intermediate milestone in a project plan. Tracking your progress will let you know whether you are falling behind or not.
What made procrastination worse was that the PDU category caps limited the number PDUs I could get from certain activities. I mismanaged this.
Granted, you can do all the PDU classes and local PMI continuing education you want to meet 100% of your goal and this is a good thing. You even get to meet great people.
But if you choose to get PDUs through other means, there are limits. That’s where I went wrong. I thought I could get more points in one category than was actually true. Don’t do as I do, do as I say.
So clearly you need a decent plan where you think about how and when you will best obtain the most PDUs for the activities you will actually complete and enjoy. You like taking classes? Then take classes. You like a mix of classes, continuing education at PMI meetings, but you also enjoy create new knowledge? Plan to do all of those things and document it during the 3-year cycle on your PDU meter on the PMI site.
If you don’t have a plan, then you could be left scrambling in the final months, when work load happens to be at its peak and when employer-provided online courses are switching over to the new PMBOK versions and then you find that you have completed the wrong mix of PDUs in categories.
Believe me, it can happen. Don’t ask me how I know.
If you lead PMs who are also re-certifying, tell them the same thing.
I recently completed an article on Better Annual Performance Goal Planning but was not really finished. There is more advice to pass on.
You can read the article first, but it's not necessary. But definitely read it. Really.
The point of the article is that small process improvement projects can be great to use as goals in your annual personal/career development plan - if you do it right and take advantage of your project management skills. Here's an example scenario to help you understand how to apply the steps to yourself.
This project is a little different than you are used to in that there will have to be a closer collaboration with more business stakeholders. Of course, that is how you are developing new skills. You determine that you need, in addition to your existing project management skills, training in certain business details, and that this training should be included in your development plan.
Talking the Talk – For Learning & Performance (Part 4)
Continuing from my last post…
When you are successful at getting project workers to participate in an authentic conversation, most likely in some kind of corporate social media, you will naturally get incidents of unconstructive posts. To maintain Inclusion you must take quick, clear action to correct the violation. Be active in this effort because there is a difficult transition from regular social posting to corporate posting.
Now it's time to look at the fourth of four factors contributing to real, honest and constructive project communications: Intentionality .
This seems a little vague at first, but it is actually good practical advice. Your project has a charter, a direction, an objective. It supports a business strategy. You should make sure that the project communications align to all of this.
So it turns out that, for your project, there's not an "I" in team. There are four I's: Intimacy, Interactivity, Inclusion and Intentionality. You need to manage them all for ongoing effective communications and workforce just-in-time learning. You should utilize modern corporate social media and use the correct tactics. It's a new set of problems, but if you master the solutions, you will be setting yourself up for the new era in project management.
If you think abut it, this is not too much more than what a great project manager should be doing already: Setting the tone, laying the groundwork for good communications, enabling people to perform better, ensuring appropriate learning gets done.
But doing this using your new knowledge of tactics based on Intimacy, Interactivity, Inclusion and Intentionality, will allow you to surpass those who, for whatever reason, choose not to embrace the inevitable. You will set yourself apart as a leader in communication and workforce learning and performance. You will be appreciated by project participants and enable those who are gatekeepers for your next career move to see that you should motor through.
Talking the Talk – For Learning & Performance (Part 3)
This is the third post in a series, translating concepts in this Harvard Business School article about the book Talk, Inc into tactics usable in your project. That article stated that there are four key factors necessary to create a constructive, authentic continuing conversation. The reason why there are so few organizations that have this vital type of conversation is that four factors must be managed properly.
Previously, I have described how you can set an environment where Intimacy exists so that workers are comfortable in honest and open conversation . You have also seen how to maximize Interactivity.
According to the book, the third of four critical factors to improve the corporate conversation is Inclusion. You will have to be inclusive of all project participants in your communications to ensure that
The more the merrier. Getting everyone involved in the conversation is very important to maintaining that communication, but this will take special effort, even after you deal with the passive-aggressive individuals. You have to set the tone from the beginning that you desire all to participate. Then you have make that goal a reality.
Once you get the lines of communication open, make starting the conversation easier.
To get project participants to keep on communicating,
How does this bring benefits to project learning and performance? Because learning is social, everyone involved in the ongoing project conversation will be able to get a fast transfer of information in a compelling format that can be used to get work done. This is real, practical sharing unlike what has been possible before. There has never been a better way to maintain a feeling of togetherness and collaboration in your project or organization.
In my next post, I will finish up Inclusion by explaining how to deal with communication problems when they arise. We can't wear rose-colored glasses here! To solve obstacles to effective conversation, you have to know the fourth and final critical factor. Can you guess what letter it starts with?
Talking the Talk – For Learning & Performance (Part 2)
My last post was the start of my comments after reading an article about a book. Sounds a bit removed from the source, but it serves our purpose to find the latest best information out there to help us manage the workforce better. This particular article was written by Harvard Business School staff to promote a Harvard Business School book that helps explain the importance of effective corporate communications. I'm taking learnings from that book and applying them to effective project communications, including fixing a problem with enterprise social media not working well.
Basically, the recommendation of the book is to use a conversational approach to up, down and across sharing of information. Away with command and control messages and learning. Bring on the organizational conversation. I'm applying this concept to project communications.
I covered one of four key factors to manage in the first post: Intimacy. After establishing this factor, you are ready to move on to Interactivity where you enable the avenues of communication and get everyone involved.
And consider this: If there is a dispersed group of business stakeholders without a single clear concept of requirements, would it be better to take what you can get documented and later continue making changes in the project or would it be better to let them build a consensus in a social media setting?
More on improving information flow and learning in your project as this series continues. Until then, keep the conversation flowing.