By Taralyn Frasqueri-Molina
Because human resources is so process-oriented, it’s easy to overlook its need for project and program management.
The human resources department’s projects may not be customer-facing and highly visible, but it is very likely that they will make your work life easier! They might be focused on integrating or retrofitting an HR information system, changing an organization-wide benefits provider, developing a new employee handbook or designing and releasing an employee satisfaction survey.
I’ve had the pleasure of working on several HR projects. Though they weren’t product launches delivering external customer value, they were critical to internal business operations. Because they are so essential to internal success, if you’re the person responsible for enterprise roadmapping, you must ensure HR projects are part of the way forward.
One human resources area that benefits exceptionally well from stellar project management is organizational design. Don’t pass up the chance to work on an organization redesign project—you’ll be teaming up with not only human resources, but also with service designers, team managers and executive leadership.
There are many stages to an organizational design project. Organizational design projects have a lot of moving parts. Early on, it can be easy to get stuck in the research and design parts, constantly reviewing and revising. Later, ensuring companywide adoption can seem like a never-ending slog. A project manager can be a boon during these critical phases by keeping the focus on smaller, incremental milestones, and communicating when that milestone progress is made. This keeps the project moving forward, the momentum continuing even though the results of the final goal may be nebulous and still too far away.
In the end, you’ll deliver a model that will become the operating structure for the entire organization—helping all of its employees navigate through a changing business environment. And maybe even disruptive changes that pose grave threats to the organization.
What types of human resources projects have you led? Where else do you thinking project management could be beneficial for human resources?
by Peter Tarhanidis
I’ve served in various leadership roles throughout my career. In one role, I worked with engineers to build and deliver a technical roadmap of solutions. In another, I was charged with coordinating team efforts to ensure a post-merger integration would be successful.
All of my leadership roles ultimately taught me there’s no-one-size-fits-all style for how to head up a team. Instead, the situation and structure of the team determines the right approach.
Traditional teams are comprised of a sole leader in charge of several team members with set job descriptions and specialized skills, each with individual tasks and accountability. The leader in this environment serves as the chief motivator, the coach and mentor, and the culture enforcer. He or she is also the primary role model—and therefore expected to set a strong example.
But, this traditional team setup is not always the norm.
Take self-managed teams, for example. On these teams, the roles are interchangeable, the team is accountable as one unit, the work is interdependent, the job roles are flexible and the team is multi-skilled, according to Leadership: Theory, Application, & Skill Development, written by Robert M. Lussier, a professor of business management at Springfield College in Springfield, Massachusetts, USA.
On a self-managed team, each person’s capabilities support the team’s overall effectiveness. While these teams do need to have their efforts coordinated, they spread leadership accountability across the group.
Members each initiate and coordinate team efforts without relying on an individual leader’s direction, according to Expertise Coordination over Distance: Shared Leadership in Dispersed New Product Development Teams by Miriam Muethel and Martin Hoegl.
Effective leaders adjust their style to the needs of varied situations and the capability of their followers. Their styles are not automatic. Instead, they get to know their team members and ensure their teams are set up to succeed.
How do you pick the right leadership style to use with your teams?
By Wanda L. Curlee
Could neuroscience be the next big thing for the project management profession?
Today, there are many theories about leadership, management, and psychology, yet, no one is quite certain how the brain works in concert with these theories—or even if it does.
In the pursuit of more information, neuroscience—including functional magnetic resonance imaging (fMRI) and positron emission tomography (PET) —is being used to study what the brain activity of business-minded individual’s looks like during thought and during motion. (This technology can map new neural pathways as they are created—pathways that can be created until death.)
Already this scientific field is creating new fields of study across the business landscape. Neuroeconomics, for example, is “the application of neuroscientific methods to analyze and understand economically relevant behavior such as evaluating decisions, categorizing risks and rewards, and interactions among economic agents,” according to Dr. Zainal Ariffin Ahmad, a professor in the Business Research for Applied Innovations in Neurosciences (BRAIN) Lab at the Universiti Sains Malaysia’s Graduate School of Business.
With portfolio management still in its infancy, neuroleadership and neurogovernance could potentially assist portfolio managers. By extracting knowledge from the sciences of neuroleadership and neurogovernance, PMI could differentiate itself and its body of knowledge from the various other project management associations and standards.
By using cutting-edge knowledge about how the human brain works to help create standards, PMI could move project management closer to a profession such as medicine. When the standards of the profession are based on empirical scientific knowledge, rather than good practices done on most projects most of the time, project management could become even more science than art.
What do you think? Can and should neuroscience be part of the future of project management?
by Taralyn Frasqueri-Molina
In a small business, like a startup, organizational project management (OPM) may seem too big. At a large blue chip, layers of OPM may be standard operating procedure. But what if your org is somewhere in between? On one hand, you're past the days of moving furniture yourself, on the other hand, you're not yet cutting paychecks for 2000+ employees.
First, let's establish that OPM is a good thing. Linking strategy with implementation across an organization to deliver on portfolio promises and realize value is, trust me on this one, a good thing. But OPM at scale is even better. And that is because if you don't scale OPM to where your org is right now, it may seem that OPM is too complex to even attempt at all.
And if OPM is a good thing, then no OPM is probably not so good.
I've seen what happens to a business that doesn't have an OPM strategy in place. The business is moving along successfully but then the stumbling starts, and then maybe stops, but then it starts up again and continues unabated. Teams are frustrated that progress has halted and find they're taking the blame or blaming each other. Leadership pushes the same answers to newly arisen problems—work harder, faster, longer.
The Benefits of Scaling
OPM at scale ensures the strategy that your entire enterprise is about to adopt is the right fit.
Too light (but it may work for a startup), and your undertaking becomes inconsistent, priorities become ever-changing because there's no clear focus. The entire system is not reliable enough to deliver.
Too rigid (but it may work for a Fortune 500), and you may get in your own way with bottle-necking processes, decision-making by committee, waiting for an approval exit gate that never arrives, wasting time because the system is not flexible enough to deliver.
Where too much process is a hindrance (but may work for a large org) and too little is volatile (but may work for a fledgling company), start with some core principles that are key for your org and build from there.
An OPM at scale strategy could look something like this:
At your next quarterly review, examine how your custom OPM framework is doing. Are you all still aligned on, not just the goal of your portfolio, but the goal of your OPM strategy? Ready to go bigger and start maturing your framework? Or instead do you need to scale back?
What experience do you have with implementing OPM to scale?
Want to see a fully baked standardized model, take a peek at PMI's Organizational Project Management Maturity Model (OPM3®).
By Taralyn Frasqueri-Molina
Project managers come in all kinds of flavors. During my 15 years in the biz, I've been lucky to use all kinds of methodologies and frameworks to deliver a variety of projects. These last few years, I’ve mainly been a digital project manager.
But just within the digital world, there are many different kinds of project managers. Here's a brief overview of a few. There are nuances to every role, of course; these are broad-stroke descriptions.
Tech PM: This designation used to include all things digital before digital splintered off. Now a tech PM usually works in the IT/infrastructure realm.
These PMs are the keepers of the critical backend of your business—email, broadcast pipelines, data storage, cloud systems, security, software integrations, etc. They’re leading large enterprise-wide initiatives to enable organizations to adopt new tools and processes.
OTT device and app PM: PMs in this area often work on products related to "over the top" (OTT) video platforms. AppleTV, Roku and Amazon Fire Stick are all OTT devices. So are gaming consoles like Xbox and PlayStation.
PMs in this area may manage development of the device itself, but more often they are leading app development initiatives that focus on getting video/music content to customers.
Mobile app PM: Direct to your phone or tablet: no muss, no fuss. PMs in this area often strictly focus on delivery of apps (and their requisite updates) for various handheld smart devices.
The reason why this isn't rolled into OTT is because mobile devices and OTT devices are very different beasts! An app may look and even act the same on both OTT and mobile devices, but the backend of both are quite different. There are thousands and thousands of apps in the world. You could make your career as a brilliant PM just in this area alone.
Web/mobile/livestreaming PM: PMs in this area lead projects in the dotcom space at organizations like Facebook, Twitter, YouTube, Google, Twitch.tv, etc. There is often crossover from mobile app to web/mobile because most businesses have app offerings, but this PM isn't strictly app-focused. He or she is leading teams to develop engaging desktop experiences while simultaneously being focused on how that desktop experience translates to a mobile device outside of an app.
That's why using Twitter in a web browser on your laptop looks almost exactly like it does in a browser on your phone. Want to add in more complexity? These PMs understand how livestreaming (and soon VR) affects their organization and work with teams to figure out how to leverage both for their customers.
Web/mobile ecommerce PM: Just a few days ago, I bought my groceries online. I'm sure it will become the main way I shop for food! An offshoot of the web/mobile PM, the ecommerce PM is an expert in helping teams deliver all manner of web shopping portals.
Big box retailers with online presences, independent artist Etsy-type sites, auction sites, Paypal and subscription services are all where these PMs live. This PM has to understand the nuances of payment types (both domestic and international), billing and recurring charges, payment funnels and how customers move through them, customer accounting and requirements for handling extremely sensitive data.
From gaming to video-on-demand SMEs, there’s a world of opportunities out there for digital project managers—and they’re changing all the time. What other common digital PM roles do you know of?