Voices on Project Management

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Voices on Project Management offers insights, tips, advice and personal stories from project managers in different regions and industries. The goal is to get you thinking, and spark a discussion. So, if you read something that you agree with - or even disagree with - leave a comment.

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Cameron McGaughy
Marian Haus
Lynda Bourne
Lung-Hung Chou
Bernadine Douglas
Kevin Korterud
Conrado Morlan
Peter Tarhanidis
Mario Trentim
Jen Skrabak
David Wakeman
Roberto Toledo
Vivek Prakash
Cyndee Miller
Shobhna Raghupathy
Wanda Curlee
Rebecca Braglio
Rex Holmlin

Recent Posts

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There Are No Free Steak Knives

When Is A Project Actually Over?

Project Bully on Your Case? Here Are the Negotiation Skills You Need to Get What You Want

To Develop Project Managers, You Have to Understand How Adults Learn

By Peter Tarhanidis

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Many organizations rely on traditional curriculum-based learning to develop project leaders. However, such approaches are deeply rooted in pedagogy—the teaching of children.

Even though top managers at many organizations invest in traditional project management curricula, these courses have limited utility for adult project managers, slowing down the organization from reaching goals. In my experience, organizations tend to employ disparate training methodologies while teams dive into execution with little planning. With scattered approaches to talent management and knowledge transfer, they miss project goals.

All this creates an opportunity for an enterprise-wide approach that integrates contemporary adult learning and development practices.

Leveraging this approach allows the organization to motivate and sustain increased individual and project performance to achieve the organization’s strategic plan.

In coming up with such an approach, organizations should consider several adult learning and development theories. For example, consider Malcolm Knowles’ six aspects of successful adult learning: self-directed learning, building experiences, developing social networks, the practicability of using new knowledge, the internal drive to want to understand why, and how to use new knowledge.

And they must also keep in mind how the aging project management workforce of project managers drives organizational performance. Other considerations include:

  1. Employee learning is necessary due to fast-paced changes in demographics, technology and globalization. But those employees are already busy staffing the growing demands of strategic initiatives.
  2. Adult learning models should be the foundation of your training programs.
  3. Traditional adult development theories must expand to include integrative learning models.
  4. Self-directed learning must integrate new transformational approaches that provide for content delivery and experiential learning.
  5. The impact of cognitive development processes on intelligence and aging can yield new and useful approaches to teaching and learning.

Try these eight steps to build a more flexible and integrated adult learning framework. 

  1. Identify self-directed approaches for employees to acquire knowledge, information and skills, and readily apply them to meet organizational outcomes.
  2. Create a learning environment that helps make sense of practitioner situations and allows for reflective dialogues to create solutions to problems and new knowledge.
  3. Sponsor internal networks, social media and gaming/simulation technology to distribute information.
  4. Define clear levels of learning that can be achieved by moving across boundaries. Examples of such boundaries can be small, medium, large projects or local, national, global projects.
  5. Leverage experts to instruct groups. If the organization is seen to value the role of teacher, others will want to teach as well, reinforcing a continuous cycle of development.
  6. Encourage learning on the job, so that an employee’s learning is based on understanding the effects of his or her actions in an environment.
  7. Launch communities of practice that are based on the influence of the community to develop the group expertise.
  8. Engage quick feedback through co-participation or co-emergence of learning based on everyday interactions through peers, leaders or certain situations.

New integrative learning approaches are required to increase project managers’ competence while motivating and sustaining older adult learners.

By applying these practices to critical needed competencies, organizations can create new capabilities to meet their strategic plans.

Posted by Peter Tarhanidis on: August 04, 2015 09:58 PM | Permalink | Comments (7)

The Internet of Things and the Future of Project Management

By Wanda Curlee

Some would say the Internet of Things (IoT) is still so embryonic and amorphous that there aren’t many job opportunities. But there are already project managers working on the IoT—which refers to a growing network of physical objects embedded with sensors, such as Wi-Fi-connected thermostats you can control from anywhere with your smartphone.

And there will be many more IoT projects in the future. McKinsey Global Institute researchers estimate the potential economic impact of IoT technologies to be USD$2.7 trillion to USD$6.2 trillion annually by 2025. Think of Amazon’s plan to deliver packages via drones. Those drones will need to communicate with customers, employees, the corporate office, and maybe at some point, air traffic controllers. All of this requires a project manager, starting in the research and development stage and going through development and upgrades. This is a never-ending cycle.

All of these projects create the need for programs. Many companies will have a large overlap of IoT projects. A program manager is needed to drive the strategy of the IoT program to benefit the company’s bottom line. In fact, I would venture to say there will be sub-programs and maybe even more than one IoT program. The Internet of Things is so broad, it will be the program managers who define the benefit realization plans and roadmaps and may even decide their program is too broad and needs to be subdivided or spun off into new programs. It will take years for companies and internal business units to determine what IoT will do and how they will drive it.

The company’s CEO will set the IoT strategy, which will then become the portfolio manager’s responsibility to execute. Let’s say the CEO wants to modernize delivery. The portfolio manager should meet with the CEO to have a better understanding of what this means. The portfolio manager will scour the enterprise to determine what needs to be in the portfolio (such as drones) and what should be stopped. The governance committee will assist the portfolio manager. There will be many IoT portfolios throughout many different industries and organizations, including not-for-profits and militaries.

IoT will drive the next opportunities for many in the decades to come. Fasten your seat belts, and hold on for the new adventure and wave of jobs. These projects will be different, but as in many other fields, the project management discipline will drive job creation.

Posted by Wanda Curlee on: June 23, 2015 10:40 AM | Permalink | Comments (4)

How to Make the Jump From PM to Delivery Lead

How to Make the Jump From PM to Delivery Lead

By Kevin Korterud

As project managers, our career paths typically involve increasing levels of delivery responsibility on larger and more complex projects. As we grow, many of us have the opportunity to take on delivery responsibilities that focus more on enablement and orchestration of multiple projects in a program manager role.

Beyond that level of responsibility, there is a need for people capable of overseeing multiple programs that can contain many projects. Concurrent multiprogram/project delivery involves the need for a new set of skills that transcends traditional project and program management competencies.   

In my company, Accenture, people who serve in multiprogram/project delivery roles are called delivery leads. I think of them as “super program managers”—they’re not as high-level as portfolio managers, but they also don’t get caught up in deep project delivery activities.

One of the most frequent questions posed to me is how project and program managers can “graduate” to delivery lead. Here’s some advice I’ve offered in the past to budding delivery leads.

 

1. Adopt A ‘Big Picture’ Delivery Mindset  

By the nature of what they do, project and program managers immerse themselves in the details around schedule, budget, scope and other project essentials. Their day-to-day roles involve processing a lot of information that enables them to make effective project management decisions.

Delivery leads, on the other hand, need to stand back from program and project management to broadly view the delivery landscape. This perspective gives a delivery lead the ability to see the interconnected delivery “big picture” that enables him or her to take strategic action to keep all programs and projects on track to success.   

 

2. Don’t Manage Projects, Guide Them   

In the course of typical project duties, effective project and program managers strive to resolve risks and challenges. They spend a significant amount of time reacting to unforeseen situations.

Delivery leads, on the other hand, should resist jumping into specific delivery details and instead focus their efforts on preventing situations that cause project and program managers to spend all of their time reacting to situations.

Delivery leads accomplish this by providing people, budget, tools, processes and assets to project and program managers in advance of their need. In addition, delivery leads also set policies, governance and other forms of delivery guidance that effectively orchestrate the overall delivery process.      

 

3. Acquire Business Knowledge

Project and program managers invest a large amount of energy and expense in becoming well-versed in practices that enhance their project management skills.

Professional development for delivery leads, on the other hand, assumes a foundational knowledge of project management that needs to be balanced with industry domain knowledge related to the organization’s projects and programs. Delivery leads don’t have to be subject matter experts, but they should be able to communicate effectively with all forms of stakeholders.

For delivery leads, making an investment in business domain knowledge such as supply chain, oil refining, equity trading or other specific industry knowledge enables them to be effective communicators.   

 

4. Manage for Business Outcomes      

For project or program managers, success most often comes in the form of achieving key project metrics such as schedule variance, budget variance, planned versus actual progress and other key elements of project delivery.

As a delivery lead, the measures of success change dramatically. Effective delivery leads must be able to translate project results into cost savings, increased sales and improved customer satisfaction as well as other measurements that don’t necessarily fall into traditional delivery activities. This shift in success criteria to business outcomes comes about from delivery leads being accountable for the business rationale behind executing projects and programs.     

 

 

The journey from project or program manager to delivery lead is best characterized as relieving oneself of common managerial habits in favor of broader leadership activities.

Areas such as governance, orchestrating the schedules of multiple programs, complex resource management and external dependencies become new competencies needed to handle larger delivery responsibilities. In addition, you will also serve as a visible leader to project and program managers who are starting on the same journey.

Does your organization have delivery leads or something like that role? What advice would you offer to help project and program managers who are starting this journey? 

Posted by Kevin Korterud on: June 11, 2015 02:15 PM | Permalink | Comments (10)

Situation Awareness: The Difference Between the Best and the Rest

By Wanda Curlee

Situation awareness is taught to many professionals, including pilots, firefighters, air traffic controllers and nuclear reactor personnel. This useful skill has been slow to cross over into the business world, however, though it is making strides.

Situation awareness is the ability to know what’s going on in a complex, dynamic environment. This skill is valuable in project management because a practitioner:

·       Needs to evaluate multiple goals simultaneously

·       Needs to determine the importance of tasks and goals, and not be distracted by the less important ones

·       Needs to know that when team members are under stress, negative consequences may occur, resulting in poor outcomes

Let’s look at how situation awareness can affect projects, programs and portfolios.

I was once on a project that was implementing a new technology. The project manager did not know how to evaluate all the tasks that were happening at one time. Poor decisions were made because the practitioner wasn’t aware of which tasks and goals were important and which were distracting.

As the project continued and lessons learned began to be gathered, the project manager started to gain situational awareness and could share this knowledge with others.

At the program level, intra-dependencies and benefits realization are always on the mind of the program manager. He or she must understand the environment within the organization (such as the politics and the needs of strategic stakeholders) and the industry, as well as other external factors.

Knowing who has the power to do (or approve) different things can help you implement a successful program. The program sponsor can help you get the lay of the land. Thoroughly understanding a country’s laws as they relate to the program and knowing the specific standards for your program and industry are part of developing a better situational awareness.

Again, lessons learned and asking questions of subject matter experts can help. As a program manager, you may have to review lessons learned from similar types of projects to give you an understanding of which tasks or goals are most critical, and which may be just a distraction.

Finally, a portfolio manager should help leadership and project/program managers improve their situation awareness. This means the portfolio manager needs to require a review of lessons learned on a quarterly basis and establish metrics (normally tracked monthly) to look for strategic trends.

Here are some questions portfolio managers can ask to improve the organization’s situational awareness:

·       Is there a process or procedure hindering advancements of programs or projects?

·       Is the tool set correct?

·       Are certain projects or programs failing in some industries but blossoming in others?

·       Will there be a gap in resources?

·       Will there be a gap in resources with the correct skill set?

·       Is it time to re-evaluate a technology or product where sales are dwindling?

Most people in project management have some awareness of their situation.

What sets great project leaders apart is they’ve honed their situational skill set. 

Posted by Wanda Curlee on: June 02, 2015 03:14 PM | Permalink | Comments (4)

How Portfolio Managers Do What the CEO Says

By Wanda Curlee

In a recent Forbes article, PMI CEO Mark Langley talked about why employees don’t do what their CEOs tell them to on major projects. Mr. Langley said three major factors cause company leadership and other employees to fail to follow the CEO’s strategic lead:

• CEOs are busy and once the direction is given, they are off to the next situation.

• Implementing strategy is difficult.

• Governance is not in place to fulfill the CEO’s direction.

This got me thinking about ways a CEO can use portfolio management as a means to drive direction. 

A robust portfolio management office should be the gateway for the CEO’s strategic direction. Ideally, the CEO would set the strategic direction, and the portfolio manager would take this direction and drive forward. Simple, right?

In reality, the CFO, the business unit presidents and other corporate officers on whose support the portfolio manager depends have good intentions, but day-to-day activities can often take over.

To prevent this, the portfolio manager needs the CEO’s backing and needs to regularly meet with him or her. The portfolio manager also needs to understand the strategy, know how to define the strategy into programs and projects, and stay within the budget. 

Doing all this at once is akin to a conductor’s role with a symphony. All parts of the orchestra must follow the conductor’s lead. If the brass section plays faster than the string section, the music doesn’t sound good, and some listeners would blame the conductor. The portfolio manager plays a similar role.

Just like a good conductor, communication is key to the portfolio manager’s job. The portfolio manager must know how to speak to the various stakeholders to keep them informed and focused in the correct direction to carry out the CEO’s strategy.

A CFO will want financial information and may become distracted if the portfolio manager discusses scheduling in detail. Corporate officers need strategic information, the program manager needs a mixture of strategic and tactical info, and the project manager needs tactical info and an understanding of a project’s business value. The portfolio manager has to communicate at these various levels many times during the day. 

Governance is another key. Governance reviews projects and programs to ensure they meet the strategic goals of the CEO. Those that do not are rejected and are not done. Governance also assists the governance board in determining if the slate of projects and portfolios selected and within the budget allocated are the ones that should be approved. The portfolio manager normally does this for the CEO and presents the slate to the governing board. 

Once the projects and programs are approved, the portfolio manager is constantly evaluating the portfolio to ensure it meets the CEO’s strategic goals and reviewing the company’s landscape for newer projects and programs that may need to be a part of portfolio, based on the same strategic goals. In all these ways, the portfolio manager can serve as the conduit for the CEO’s strategy.

As Mark Langley said, it’s hard work. The portfolio manager is ensuring the right work is done while the project and program managers are ensuring the work is done right. Each has to do their part, and each part is hard. But with all in harmony, the organization will better realize the business benefits for more projects and programs.

Posted by Wanda Curlee on: April 01, 2015 07:35 AM | Permalink | Comments (12)
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