Categories: Best Practices, Ethics, Human Aspects of PM, Leadership, Lessons Learned, New to Project Management, Reflections on the PM Life, Social Responsibility
In my project management career, I’ve been very fortunate to have worked on different projects all over the world. As with most things in life (like having a flat auto tire or forgetting to pay the electric bill), projects mirror the practical realities of life. One of the takeaways from those experiences has been the commonality of successful project management approaches no matter the geographical location of the projects.
A key characteristic that I have observed over time is how projects and project management resemble a meritocracy independent of personal bias. Projects need to be complete with desired outcomes in a specific period of time. As one completes ever more large and complex projects, one grows in their career as a project manager. This career growth occurs regardless of the race, gender or other characteristics of the project manager.
As with many other merit-based professions such as healthcare, aviation, athletics and science, the introduction of personal bias with project management would be detrimental to the completion of any project. That’s why project management as a profession is a great equalizer given its heavy dependence on the skills and capabilities of a project manager.
In thinking about how project management is a great equalizer, I offer the following thoughts:
1. The project doesn’t know who is managing it. Projects are an interesting construct that is hard to categorize under the typical laws of physics; they don’t have weight, exhibit motion or temperature. Projects do have the characteristic of being a collection of activities and assets that need to be brought together to produce desired outcomes.
In this regard, a project by definition is immune from any personal bias; it’s a matter of solving a three-dimensional problem using people, process and technology. A project manager needs to be skilled at resource, schedule, dependency and stakeholder management in order to solve for desired outcomes. The project itself does not prefer the personal background of the project manager; it awaits the proper project management disciplines to be employed in order to complete its required objectives.
2. Successful project managers find the best people. People represent one of the key factors in any project. When compared against process and technology components, the acquisition of the best people plays a more significant factor in the success of any project. However, the acquisition of people for a project also poses the possibility for personal bias. As a project manager, you have to be able to find the best people for the project independent of subjective perceptions.
A CEO of a global company once said it took him 20 years to get a point where he could identify good people more than half the time. My observations of project managers early in their careers bear this out; they tend to be more subjective in selecting resources that they like and perceive would work well on their team; read this behavior as easier to manage. The more experienced project managers more discreetly evaluate competencies than subjective factors; this is key, as no matter the personal affinity or how easy (or difficult) the person is perceived to manage, the most critical dimension of people for a project is their competencies.
3. Project management metrics show no bias. One of my favorite quips about project metrics, especially when they are not favorable, is “You can’t beat the laws of physics.” If metrics show a project to be over budget or with late milestones, those are intractable project “laws of physics” that need to be addressed by the responsible project manager.
To a great degree, project metrics are designed to not show any personal bias. They are a physical expression of project reality that can’t be influenced by personal factors of the project manager. Metrics are equal in every regard to serve as an unbiased foundation from which remedial project actions are taken.
In my early years as a project manager, I have to admit I made every possible project management judgement error on my projects. Over time and with some valuable guidance from experienced project managers, I grew into leading ever larger initiatives. As part of that growth path, I observed that the most experienced project managers had left any notion of personal bias behind in their project management execution. Their focus on the core dynamics of a project, finding the best people and anticipating conditions that would lead to unfavorable metrics were key factors in their success.
I welcome any commentary on the concept of project management being one of the purest forms of meritocracy that by design can’t rely on personal bias to achieve success.