PMI Global Insights

By Jack Duggal, MBA, PMP

Have you thought about the need for greater connection, meaning, and purpose recently? If you have, you are not alone, and if you haven’t, you should! It is a life changer and can lead to greater results, impact, and satisfaction. Particularly in the last year, the pandemic has pushed us to reflect on these questions to find a sense of meaning and purpose. Over 40 percent of the global workforce is in pivot mode and considering leaving their employer this year, according to a Microsoft 2021 Work Trend Index report.

But how do you pivot with purpose? Do you feel stuck in your current situation, or do you have a bunch of options? Are you unsure if you are on the right track? How do you decide and make tough choices? How do you connect your project to purpose?

To address these questions, we have to go to the source of what ignites our spark. Just like a light bulb needs a connection to a power source to light up, what do we as humans need to light up?

“Powered by Intel,” “Powered by AWS” or “Powered by Google” are ubiquitous stamps and stickers on products and systems. What would be a similar sticker for homo-sapiens? The more you think about it, the more you will realize that we are “Powered by Purpose” – we are a purpose-driven species. Purpose is what makes us get out of bed in the morning instead of dragging. Purpose is what we need to bounce back, and not just bounce back but bounce forward. Without purpose we are designed to self-destruct. So, if you feel like you have lost your mojo, you need to reconnect with your purpose.

We have all gone through a rough time with the pandemic, but some people have gotten stronger by reflecting and reigniting their spark. They have changed their priorities and carved a new path based on their purpose.  

Since the 1980s, there are over 750 studies that mention “purpose in life” examining the psychological, behavioral, and biological benefits of purpose. From stress reduction to resilience, more antibody production to longer life, more money, and greater life satisfaction are some of the benefits highlighted in these studies. Think of purpose as a vitamin; the strength of vitamin P energizes and lights us up, and the lack of purpose can drain and weaken us.

What is purpose?

Purpose is the flame that ignites the spark. It inspires and enables action to create or do something that is meaningful to yourself and consequential to others. It is energizing because it helps you to connect to your highest self. It provides a clear why based on the central theme of who you are, your skills, and your goals.

How do you find it? You will discover purpose at the intersection of what is interesting to you, what you are good at, and what the world needs. You have to dig into your curiosity that fuels passion that sparks purpose. In this PMI Virtual Experience Series session on 2 June, we will unpack this in detail and find out how to light the spark by discovering what powers and inspires you, connecting your projects to purpose, and using purpose as a skill to find meaning and connection. Move from me to we to thee and impact not just yourself but your family, team, community, or the planet. 

Identifying your spark and igniting your purpose is a life changer. Find out how by joining me on 2 June for the Virtual Experience Series where I will be responding to your questions and comments as you start to identify your big why and what you offer to the world.

By Fabiola Maisonnier

The whole world has lived through many challenges since 2020 caused by the COVID-19 pandemic. As a result, leaders from different countries and businesses have been faced with making an unprecedented number of responses to their many challenges.

We have few good memories from 2020, and because of repeated lockdowns, curfews and downturn, people have been impacted, leading to discouragement and even mental health disorders.

Moreover, people stopped travelling and meeting friends. Restaurants, fitness centers, cinemas and theaters were closed. Businesses that depended on travel and people getting together were severely impacted, along with those businesses which were dependent on their workforce being 100% in the workplace with no ability for employees to work from home. And what about the companies that were not technologically prepared to have their employees work from home? It was a real disaster!

People then changed their ways of living and working. We avoided taking airplanes, and it was no longer possible to go out with friends to bars and restaurants. We are now spending more money on home improvement as we are working from home, eating at home and asking for food delivery, doing online shopping on a regular basis, as well as video streaming and gaming. As a consequence, a global recession was imminent because of these new habits and ways of living.

Even though vaccination has started in some countries in 2021, the pandemic is not over and we do not know how long the coronavirus immunity will last after receiving a vaccination. Risks remain as vaccines do not provide 100% protection against contracting COVID. Likewise, new coronavirus variants are emerging, and past infections may intensify the risk of another surge.

Therefore, we need to adapt, react and pivot with quick solutions. We cannot be waiting until the whole world has been vaccinated. The pandemic is still here, and we do not know for how much longer.

We need people who can manage and lead during these unprecedented times and during any other upcoming crisis. We need people who can encourage their communities, colleagues and families to be prepared for a world during and beyond COVID. We need pivotal leaders!

My session on 2 June, “The Pivotal Leader: How to Succeed in a Disruptive World,” will present key elements for adapting to crisis and using it as an opportunity to pivot and bring possibilities for bold new prospects for us to survive in a disruptive and changing world!

Interested in learning these elements to identify habits and elements that will help you surpass all obstacles to become an Influencer and a pivotal leader? Join me on 2 June for the PMI Virtual Experience Series 2021 when I will be answering your questions during my session, Session 302: The Pivotal Leader: How to Succeed in a Disruptive World.

By Johanna Rusly

Have you ever pondered a question regarding how valuable your feedback is? In today's growing global marketplace, there is an increasing need to grow and improve, both personally and organizationally, and your feedback greatly helps to make it happen.

In this consumer and producer’s world, each one of us can possibly wear multiple hats. Maybe you’ve given feedback on the products or services that you use, or you’ve received feedback from others. Remember on the reviews that you gave on the any products that you’ve purchased online? Or the feedback that you received from your family members on the new recipe that you’ve just tried? Each of the feedback helps the receivers in learning the strengths and weakness of their respective products and services, formulating the plan and strategies to creating the “next” version of products and services that offer improved values to their users or customers. I’ve also discovered that there are also many famous people who have shared great quotes regarding feedback:

• “We all need people who will give us feedback. That’s how we improve.” (Bill Gates)
• “Feedback is the breakfast of champions.” (Ken Blanchard)
• “Average players want to be left alone. Good players want to be coached. Great players want to be told the truth.” (Doc Rivers)
• “I think it’s very important to have a feedback loop, where you’re constantly thinking about what you’ve done and how you could be doing it better.” (Elon Musk)
• “Mistakes should be examined, learned from, and discarded; not dwelled upon and stored.” (Tim Fargo)
• “Make feedback normal. Not a performance review.” (Ed Batista)

In my session, I'll start with understanding the drive and motivation behind feedback. How does feedback drive personal, project teams, and organizational growth? As with everything else, it’s easier and simpler to start from small – at the personal level - your direct community members or team members. How can we make continuous improvement to create more values for others or help others in achieving their personal or professional goals? For example, how can I improve from an average singer, musician, cook, writer, speaker to be a better one? Then, we can aim for a broader scope; for example, the goal can be to bring the value of the tasks that we typically perform or the products and services we deliver to the next level.

Learning to give and receive feedback can be a daunting task. That’s why in this session, I’ll also share some tips to help us harness the power of some common or uncommon feedback sources, plan an effective feedback cycle, give valuable feedback, and leverage the power of feedback to support your personal, project team’s or organization's success.

Interested in learning more and furthering the dialogue on this topic? Join me on Wednesday, 2 June for the Virtual Experience Series 2021 and take part in the question and answers with me and the rest of the PM community during Session 322: Do You Know that Your Feedback Can Be Worth a Million Dollars?

By Mel Ross

So often when asked about the biggest challenges we face working in the world of digital change and digital transformation, the word “leadership” emerges.

             “Why is it that when I speak to the leadership team they don’t understand what’s obvious?”

“Every time I try to champion change initiatives I feel as if I am not being heard!”

“Even though the leaders have agreed to this, when we go to implement shifts, they don’t seem to want to engage in change.”

I’m guessing many of us have a story to tell that relates to one or more of these statements. Digital leadership is more frequently discussed in recent years with the continuing increase in digital transformation programs. The impact of COVID has given rise to efforts that define and develop effective leadership for managing in a hybrid world of work.

The truth is that there are two areas we should be focusing on when it comes to leadership - the leadership around us and our own leadership practice as agents of change and transformation. For ourselves, influence is less an accelerator for digital transformation than the ability to build credibility as a role model that others are willing to follow. Equally, when considering leadership around us, it is not knowledge or capability that will get them engaged and actively participating in digital transformation.

Shifting from influencer to role model, from passive support to active participant, takes a mindset shift - a shift in how we think that drives a change in behavior, a change that leads to different actions taking place. When we act differently, we gather insights that inform further shifts in our beliefs…and the circle begins again.

Mindset is where we should be placing our leadership development focus. When we change mindset, we are able to drive change that is more likely to stick. But it’s a messy world and quite difficult to navigate if you haven’t been there before. That’s why a codified framework is needed that can guide your entry into this world.

In my 2 June presentation, “Seven Mindsets of Modern Leadership to Become a Successful Disruptor,” I will share the basics of a framework that is already being used by government and the private sector internationally to support digital transformation. It allows you to measure digital age leadership mindset and provides a codified approach for how to shift mindset for yourself or those around you.

Are you interested in learning more about what the mental model for digital age leadership looks like and how you can start to use this mental model to build your own effectiveness as a leader of change as well as support this in others? Join me on a whistle-stop tour of a framework that could be the key to unlocking the true potential of your digital transformation - or even accelerate what you have already started.

I’m super excited to share the power of this new framework with the PMI community to support successful digital transformation for good across the world.  Join me on 2 June for the Virtual Experience Series 2021 and take part in the question and answers with me during Session 309: Seven Mindsets of Modern Leadership to Become a Successful Disruptor.

By Katie McConochie

If your project has delivered everything on time and to budget but you are not getting the ROI that you expect, or you are hearing chatter of discontent around the virtual water-cooler, you may have a problem with the “people side of change.”

I’m looking forward to presenting at the 2 June Virtual Experience event.  My session is entitled “The Tightrope of Change” because it’s so easy to lose your balance, miss your step and fall off into a deep canyon which can cause delay or increased resistance and cynicism from your stakeholders.   Even if you know what you want to deliver in your project, are you sure that the people impacted by the change are clear what “good will look like” when the project is finished?  And will they know what they are expected to do differently? Will they be competent and confident to embrace new ways of working?

I have brought together my years of change management experience – learning loads from what has not gone so well – into a number of steps which are crucial if you want people to be engaged, emotionally supported and invested as they transition through the change curve.   I use my Tightrope of Change model to illustrate how you can safely get to your project destination looking at each crucial step that helps balance project delivery with sustained change adoption. 

Based on these steps, I have defined eight golden rules which can help project managers not only deliver the tangible products from their project but provide a great check list for the people side of change.  To give you a flavor of my golden rules, here are two examples:

1. Anticipate resistance to change. Some people love change and thrive on variety, whilst others (perhaps the majority of us) can be fearful of what change might mean for them.  Don’t ignore resistance – expect it and plan for it.
2. Work with your key sponsor so that they look good and the project is a success. Help them “walk the talk” and support not only the project team but the people who will be expected to work differently when the project has long since been completed.  They have a vital role in communicating the right messages in the right way.

Putting a dollar value on change management can be hard.  If your project sponsor or CFO thinks change management is vague, woolly and unnecessary (surely people just need to “get on with it”?), my cost calculator can provide a really useful starting point to highlight the hidden costs if a project slips or if the resources needed to keep everyone on that tightrope of change are not factored into the project plan. 

I will also share a cost calculator which can help you – the project manager or change lead -  help your sponsors and finance directors understand the hidden costs of under-investing in the people side of change. This interactive tool allows you to show the financial impacts of project slippage or if the eight golden rules have not been applied particularly well.

Interested in using these golden roles to create an effective people change plan and using the cost calculator to ensure that your sponsor understands the true value (with a dollar sign attached) of the people side of change? Join me on 2 June for the Virtual Experience Series 2021 when I will be responding live to your questions during my session, The Tightrope of Change.