Project Management

PMI Global Insights

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Whether it’s in-person or virtual, PMI events give you the right skills to complete amazing projects. In this blog, whether it be our Virtual Experience Series, PMI Training (formerly Seminars World) or PMI® Global Summit, experienced event presenters past, present and future from the entire PMI event family share their knowledge on a wide range of issues important to project managers.

About this Blog


View Posts By:

Cameron McGaughy
Julie Ho
Heather McLarnon
Laura Schofield
Michelle Brown
Kimberly Whitby

Past Contributors:

Johanna Rusly
April Birchmeier
Nikki Evans
Dalibor Ninkovic
Dr. Deepa Bhide
Chris DiBella
Nic Jain
Nicholas Sonnenberg
Karen Chovan
Jack Duggal
Catalin Dogaru
Priya Patra
Josh Parrott
Scott Lesnick-CSP
Antonio Nieto
Dimitrios Zaires
Ahmed Zouhair
Carmine Paragano
Te Wu
Scott Bain
Katie Mcconochie
Fabiola Maisonnier
Erik Agudelo
Paul Capello
Kiron Bondale
Jamie Champagne
Esra Tepeli
Renaldi Gondosubroto
Mel Ross
Laura Lazzerini
Kim Essendrup
Geetha Gopal
David Summers
Carol Martinez
Tai Cochran
Fabio Rigamonti
Archana Shetty
Geneviève Bouchard
Teresa Lawrence, PhD, PMP, CSM
Randall Englund
Kristy Tan Neckowicz
Moritz Sprenger
Mike Frenette
O. Chima Okereke
David Maynard
Nancie Celini
Brantlee Underhill
Claudia Alcelay
Sandra MacGillivray
Vibha Tripathi
Sharmila Das
Gina Abudi
Greg Githens
Sarah Mersereau
Lawrence Cooper
Donna Gregorio
Seth Greenwald
Bruce Gay
Wael Ramadan
Fiona Lin
Somnath Ghosh
Yasmina Khelifi
Erik Rueter
Joe Shi
Michel Thiry
Heather van Wyk
Jennifer Donahue
Barbara Trautlein
Steve Salisbury
Jill Diffendal
Yves Cavarec
Drew Craig
Stephanie Jaeger
Diana Robertson
Zahid Khan
Benjamin C. Anyacho
Nadia Vincent
Carlos Javier Pampliega García
Norma Lynch
Emily Luijbregts
Susan Coleman
Michelle Stronach
Sydni Neptune
Louise Fournier
Quincy Wright
Nesrin Aykac
Laura Samsó
Lily Woi
Jill Almaguer
Mayte Mata-Sivera
Marcos Arias
Karthik Ramamurthy
Michelle Venezia
Yoram Solomon
Cheryl Lee
Kelly George
Dan Furlong
Kristin Jones
Jeannette Cabanis-Brewin
Olivia Montgomery
Carlene Szostak
Hilary Kinney
Annmarie Curley
David Davis

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Viewing Posts by Heather McLarnon

Behavior Change Technology: Igniting Our Workplaces in 2021

By Denise Hummel, CEO, RevWork, Inc.

The pandemic highlighted a tremendous need for workplace innovation and growth. Workplace trends for 2021 and beyond point to a focus on remote wellbeing, learning technology, and talent mobility. New research shows 94% of employees recognize the career benefit of learning at work and over 50% of tech enterprises are revamping skill-building approaches. The time is now to harness these trends to drive new levels of growth and engagement in daily work life.

But uncertainty still looms large. Only 37% of companies feel they have a good grasp on how the ‘future of work’ will be defined post-COVID, and just 18% have any idea of which employees will thrive in a permanently remote capacity. Companies must also address the knowledge retention curve that continues to cap the business impact of learning today.

Additionally, 80% of spend for a growing enterprise learning market is wasted due to poor learning retention. According to research, upwards of 75% of learning is forgotten within a day of training.

There are a variety of reasons for this. Relevance, timeliness, delivery, consistency, and reinforcement have all been lacking in traditional learning. On top of this, companies continue to struggle to deploy and track the progress of these initiatives with consistency and scale.

How the Workplace Learning Experience Needs to Change

Learning experiences need to focus more on soft skills.

Among L&D professionals polled on LinkedIn, skills like ‘leadership,’ ‘creative problem-solving' and ‘communication’ were the most important skills they aimed to focus on. Both companies and employees are recognizing the importance of soft skills. Companies recognize its importance in building a more agile workforce that can pivot through disruptions. Employees also recognize this benefit towards their ability to pivot to new fields and protect their long-term career prospects. 

When we transition our focus from hard skills to soft skills, we are suddenly tasked with tackling a new challenge: How do we drive behavior change and do so daily? How do we track and benchmark the benefits of these behavior changes effectively?

Learning experiences need to be efficiently deployed, scaled, and personalized.

In that same study, 80% of employees across all generations think personalization is valuable in their learning experiences. Personalization is vital to both engagement and retention of learning. Without these, we do not achieve behavior change. 

Personalization helps us achieve better results in these areas because we can:

  • Meet the learner where they need to grow.
  • Tap into the motivations of why the learner wants to grow.
  • Deliver learning how the learner wants to digest it.
  • Deliver learning when the learner wants to/has time to learn.

Technology and AI allow us to personalize a learning experience that maximizes results at the individual level and enables us to efficiently deploy said experience at a scale that is more cost-effective and impactful for organizations.

Join the Discussion on 25 March at 1:00 p.m. ET

In my PMXPO presentation, “Behavior Change Technology: Igniting Our Workplaces in 2021,” I will share insights into learning trends and address such questions as:  What are the emerging needs for professionals and organizations? What factors will power successful workplace learning experiences? And what should companies be looking for when exploring potential digital learning solutions?

Join me by registering today for PMXPO. This event is complimentary for PMI members; non-members can attend for US$29 and take advantage of the full suite of live and on-demand offerings.

Posted by Heather McLarnon on: February 19, 2021 05:18 PM | Permalink | Comments (2)

Pitching and Storytelling 101

By Vibhu Sinha, PMP

Why should we care about learning how to pitch? Can you think of a situation where you want others to look at the world from your perspective? Perhaps you want your business sponsor to provide funding for a new project; perhaps you want to embark on an acquisition as part of an inorganic growth strategy and you need to convince the Board that the acquisition is worth undertaking; perhaps you want to convince the interviewer that you’re the right candidate for the job; or on a personal note, perhaps you want to convince your children that eating popcorn is bad for their health. All of these situations require making your stakeholders (even if they’re your children) appreciate your view of the world or your vantage point. If you can envision the possibility of being in the midst of one of these or other similar situations, you will need to learn the skills of pitching.

Often people perceive that pitching is about looking sharp, memorizing facts, and making an impression on the audience by demonstrating their business or analytical acumen. It is not so. These attributes will help but they will not “move” your stakeholders. Often people also perceive that pitching is about using elegant words and flowery phrases. It is also not so. Pitching is about telling a story…a story that only
you can tell. What do I mean by “a story that only you can tell”? It means that the level of authenticity, passion and relevance you would bring to your story, no one else would.

Perhaps you have been narrating stories your whole life or perhaps you’re new to it. The good news is that from the perspective of Behavioral Psychology, storytelling is less of an art and more of a science. There is a “formula” to storytelling that can be mastered and applied to pitching. And the formula is universal – applicable across industries, business sectors, geographical boundaries and cultures. 

If you’re interested in learning more, join me on October 20 at 11:25 a.m. EDT (UTC-4) at the PMI Virtual Experience Series, where we explore the concepts behind storytelling in greater detail and participate in Q&A. This presentation was originally scheduled for 3-hours under the category of “hot topic”, in the format of an in-person workshop, at the PMI EMEA Conference in Prague, Czech Republic, earlier this year, but with the onset of COVID-19, we transitioned to a 25-minute session at the Virtual Experience Series. Ergo, I will make my best effort to answer as many questions as I could within the allotted time.

Posted by Heather McLarnon on: September 23, 2020 04:13 PM | Permalink | Comments (4)

"One of the symptoms of an approaching nervous breakdown is the belief that one's work is terribly important. "

- Bertrand Russell