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
Rex Holmlin
Christian Bisson
Taralyn Frasqueri-Molina
Jess Tayel
Ramiro Rodrigues
Linda Agyapong
Joanna Newman
Soma Bhattacharya

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Jorge Valdés Garciatorres
Hajar Hamid
Dan Goldfischer
Saira Karim
Jim De Piante
sanjay saini
Judy Umlas
Abdiel Ledesma
Michael Hatfield
Deanna Landers
Alfonso Bucero
Kelley Hunsberger
William Krebs
Peter Taylor
Rebecca Braglio
Geoff Mattie
Dmitri Ivanenko PMP ITIL

Recent Posts

3 Project Management Lessons From a 70.3 Ironman

Follow These 3 Steps to Validate a Variance

Unlock the Value of Artificial Intelligence

Stakeholder Management for Traveling Families

3 Tips For Cultivating Your Executive Presence

3 Project Management Lessons From a 70.3 Ironman

By Conrado Morlan

I’ve been running for eight-plus years—ever since my son suggested I do a half marathon in San Antonio, Texas, USA. So when a friend suggested I try a triathlon, I was ready for it. At that point, three years ago, I had 10 full marathons and 15 half marathons under my belt.

The triathlon includes three disciplines in a single event: swimming, cycling and running. It was the athletic challenge I needed, similar to the professional challenge I encountered when I moved across industries to keep leading and managing projects.

To get ready for the triathlon, I had to go back to the pool and start swimming after a long time away. I borrowed a road bike from a friend to start the formal training. We worked out on our own on weekdays and as a team on weekends.

That first experience transformed me into a triathlete enthusiast, which led me eventually to the Ironman 70.3. The "70.3" refers to the total distance in miles covered in the race, consisting of a 1.2-mile swim, a 56-mile bike ride, and a 13.1-mile run.

The short distance triathlons helped prepare me for the Ironman 70.3. And as I’ve come to realize, learnings I’ve made along the way also apply to project management. These are my three main findings:

1. Expertise and Experimentation

Mastering all three disciplines in a triathlon can be difficult. My background is in running, but I was new to swimming and cycling. My coach gave good tips and workouts that helped me manage my bicycle on hills, navigate sharp turns and use all of my leg muscles to have a better stroke.

For swimming, I followed my instinct and experimented with the breaststroke. I soon felt confident in the pool and gradually in open waters. My experiment worked out, as I finished my swim in the Ironman 70.3 about 20 minutes ahead of the cut-off time.

As a project management practitioner, you may have mastered an industry-standard methodology and need to catch up with the new trends. In the triathlon, you may not transfer skills from swimming to cycling or running, but in project management, you can.

Communication, time management, and people management are required regardless of the methodology or best practice that will be used in the project. This gives you room to experiment. At project checkpoints, you can inspect, adapt and make the required changes to improve your project and be successful.

2. Transition Is Key

The transition is where the triathlete moves from one discipline to another, changing equipment. The area should be prepared in advance, with the gear set up in a way that helps the athlete have a smooth and fast transition. The time spent there may define the winner of the competition.

I would compare the transition area with the risk registry. The more prepared the project manager is, the less impact there will be to the project. The “gear” in your risk register will include the most impacting risk(s), the risk owner and the actions required to mitigate the risk if it arises. It’s a working registry, so the project manager should keep adding risks during the project as required.

3. Anybody Can Help You

A triathlon is not a team event, but that does not restrict the triathlete from getting support from others. Before the competition, the athlete may have followed a training plan supported by a coach, they might have been mentored by fellow triathletes and, last but not least, they likely benefited from family support.

It’s common for some triathletes to have a race sherpa on the competition day. The athlete and sherpa will discuss beforehand what tasks each will take on during the race. In short, a race sherpa will lend a hand whenever necessary and cheer for the athlete during the competition.

 

As a project manager, you have your project team, stakeholders and sponsor(s), but that does not restrict you from getting help from people outside the project. You may have an internal or external mentor, somebody in your organization who can be influential and help you address issues. I used to have a list of people in the organization I contacted in advance. I let them know about the project and asked them if I could ask for support if needed. That simple action helped me on several occasions when I faced a challenge.

If you are an athlete and a project manager, what lessons have you learned from practicing your favorite sport? Please share your thoughts below.

Posted by Conrado Morlan on: August 29, 2019 11:32 AM | Permalink | Comments (25)

Stakeholder Management for Traveling Families

Categories: Communication, Stakeholder

By Wanda Curlee

I recently flew across the country with my two grandchildren, both under the age of three. While their mother was with me, we were not seated together., so I was understandably a little concerned about the trip. (And for the people around me.)

The trip did make me wonder, however, if airlines could take a project management approach when small children are traveling. Yes, they allow families with small children to board at the beginning of the process, but is there more that could be done?

All they would need is better stakeholder management.

Before the day of travel, the airline could send tips to those traveling with children. The tips can focus on what will help the child and the parent survive the lengthy trip, such as how to help kids with equalizing ear pressure, how to help with meltdowns and what to pack to keep the child entertained.

Next, for the day of travel, help those traveling with kids understand the rules. I was rather rudely told that I had to have the child in my lap for takeoff and landing. The child was standing between the seat and me (we all know there is not much room) and was between my legs. He was happy while in this position. Once he went into my lap, he went into meltdown mode. While this was not the problem of the flight attendant, it would have been nice to have known the rules and be able to prepare my grandchild for the final part of the flight.

The airline could also provide a small goodie bag for a child. There could be lollipops to help with ears, a list of the rules, a paper book—maybe a couple of pages for the children to draw or color. Maybe even some plastic bags that seal to take care of those dirty diapers that may occur during flight.

During the flight, the flight attendant could reach out to travelers with small children just to let the traveler know that he or she is there to help. I know at the end of flights, during landing, the flight attendant thanks me for being a million miler. So, just saying hi to the mom, dad or grandparent traveling with the small child will go a long way.

This is a little out of the way of what is usually discussed on the blog but taking a better approach to stakeholder management to help families that are traveling with young ones can be beneficial for the traveler, the child and those on the plane sitting around the child. Let’s make traveling a bit more humane for all involved.

Posted by Wanda Curlee on: August 08, 2019 03:54 PM | Permalink | Comments (8)

Don’t Fear Organizational Politics — Master Them

Imagine you're a project manager reporting to a senior director of a subsidiary, with a dotted line to a group director in the HQ. In a meeting, you're caught in their crossfire. What would you do?

If you’re wondering whether getting involved in the politics is mandatory, the answer is yes. What if you wish to stay away? You can, but you’ll put your career at risk.

There’s no need to be afraid of organizational politics. Often the top performers are those who have mastered the art. In the organizational hierarchy, there is a level beyond which winning at politics is more important than mastering any technical skills.

What Are Organizational Politics?

Workplace politics are simply the differences between people at work—whether they’re contrasting opinions or conflicts of interest. They’re important, because you need these politics to:

  • Get your job done;
  • Get the resources you need to accomplish your goals;
  • Influence stakeholders to say yes and give you access to their resources;
  • Fetch critical information necessary for your success;
  • Get to know the facts—they are not offered on a platter;
  • Effectively deal with people around you; and
  • Read between the lines.

What Aren’t Organizational Politics?

Politics aren’t about cheating or taking advantage of other people. They are not about:

  • Defeating, abusing or dodging others for self-interest;
  • Getting too obsessed with yourself;
  • Playing mischievously;
  • Harming others for your own benefit.

It is not about me over you (win-lose), but both of us together (win-win).

Why Are Organizational Politics Inevitable?

You can’t avoid them, because the following are all sources of politics:

  • Organizational structure and culture
  • Competing objectives
  • Scarcity of resources
  • The fact that not everything can be told upfront in public
  • Everyone having an ego
  • Insecurity (fear of loss)
  • Competitive work environment (rat race)
  • Prejudice

Some of these factors are always present in an office, making politics inevitable.

How to Win in Organizational Politics

The most common reactions to politics at work are either fight or flight, which can have harmful consequences. Remember, we always have a choice to approach the situation and then hold on, understand or work out a viable solution.

Here are few steps you can take:

Know Enterprise Environmental Factors:

The first step is to understand the source. You can put together a winning solution if you understand factors influencing your project execution, such as organizational culture, organizational structure, various communication channels, organizational policies, individual behavior and risk tolerance of stakeholders.

Analyze Stakeholders:

Politics always come down to the people who are involved. Until we understand their interests, power, influence, buy-in and support, it may not be easy to prepare a strategy. There are various tools like the power/interest grid, buy-in/influence grid, stakeholder engagement matrix, etc. that help in stakeholder analysis and preparing strategies. There are tools like power/interest grid, buy-in/influence grid, stakeholder engagement matrix etc. that help in stakeholder analysis and preparing strategies. In fact, it is a good idea to always maintain a stakeholder register so you have information ready to quickly deal with a situation.

Discover Hidden Agendas:

Hidden agenda aren’t always as bad as they appear. Many times a personal objective is driving someone’s actions. Therefore, it is necessary to talk to the people and understand the driving factors behind their opinion and actions to strengthen your strategy.

Think Win-Win:

Somehow, we are encouraged to think that someone has to lose in order for us to win. We see our colleagues as rivals instead of as our team members. This may be because of the organization’s politics. We have to find a solution that not only makes you win, but others too. This may not be easy, but understanding other people’s point of view and putting your feet in their shoes will help you find a win-win solution.

Build your network:

One of the best ways to do this is through networking, which builds relationships. This will help you better understand other people’s viewpoints and get their support in facilitating a solution. Networking is also very effective in getting buy-in and reaching consensus.

By taking these steps, you can propose win-win solutions and steer your projects to success.

What ideas do you have for dealing with organizational politics? Please share your thoughts in the comments below. I look forward to reading about your experiences.

 

Posted by Vivek Prakash on: March 04, 2019 07:14 PM | Permalink | Comments (17)

Do You Know The 3 Drivers Of Project Success?

by Dave Wakeman

I recently came across some of management guru Peter Drucker’s thoughts on project management. 

As often happens with Drucker’s writing, the lessons he wrote about many years ago are still applicable today. 

In his thinking about project management, Drucker came up with the idea that it really came down to three ideas: objectives, measurements and results. 

Let’s take each of these areas and think about how we should approach them today. 

Objectives: Many projects get stuck before they even begin, due to a poor framing of the project’s objectives. We should be undertaking our projects only when we have moved through the project-planning phase to such an extent that we have a strong grasp of what we are hoping to achieve. 

These objectives shouldn’t be fuzzy or wishy-washy. They should be solid and rooted in the overall strategy of the organization you are performing the project for. 

This means you have to ask the question: “Does this project move us toward our goals?”

If the answer is “yes,” it’s likely a project that should be launched.

If the answer is “no,” it’s likely a project that needs to be fleshed out more, rethought or not undertaken at all.          

Measurements: Drucker is famous for this adage: What gets measured gets managed. 

In thinking about project management, measurements aren’t just about being able to improve project delivery. They’re also essential to ensure the project is headed in the right direction. 

To effectively measure our projects, we need to have laid out key measurements alongside the project’s objectives. 

The measurements should be specific, with expected outputs and completion dates, so you can affirm whether you are on schedule, behind schedule or ahead of schedule. 

At the same time, the measurements should inform you of your progress as it compares to your strategic goals. 

Results: Ultimately, projects are about results. 

To paraphrase another great thinker, Nick Saban: If you focus on doing your job right on each play, you’ll put yourself in a position to be successful at achieving your goals.

Saban coaches U.S. football, but this works just as well for all of us in project management. 

If we are focusing our energy on tying our projects to our organization’s strategy, through this strategy we focus our project efforts on the correct objectives in line with our strategy. Then we use those objectives to measure our progress against the strategy. We should be putting ourselves in a position to get the results that we need from our projects. 

These results should be measured as positive outcomes. In Saban’s case, that’s wins. In your case, it might be a new technology solution, a successful new ad campaign or a profitable fundraising effort. 

To me, reviewing Drucker’s thoughts on project management is a reminder: Even though there is a constant pull of new technologies, never-ending demands on our attention and a world where change feels accelerated, sometimes the best course of action is to step back, slow down and get back to the basics.

 

Posted by David Wakeman on: January 18, 2019 10:02 AM | Permalink | Comments (13)

This Much I Know Is True

I don’t have a classic project management background, so I spend a lot of time thinking about ways non-traditional project managers can offer up great ideas to people with more traditional backgrounds. 

Sometimes I find that easy. 

Sometimes I find that rather difficult.

I also spend a great deal of time trying to push people past conventional wisdom. 

Again, sometimes that is easy, but most of the time it is incredibly difficult. 

This got me thinking about what I wanted to talk to you about this month: While the truth remains the same, the interpretation of the truth can change. 

What does that mean to project managers? A lot, actually. 

Here are a couple of the things we have always felt were true and how they can be interpreted differently. 

1. Project management is about implementation. As my 8-year-old son might say, “True! True!”

The reality is that project management is about implementation of a project plan with a desired outcome in mind. 

Yet, as we have seen general business matters change, we have also seen that project managers aren’t just involved in implementation — they’re also involved in strategy. 

How is this possible?

Because we don’t just do things, we also have to be in touch with the skills and desires of the organization and our teams. 

This means we do need to implement. But as much as we implement things, we also have to have business acumen that will allow us to offer up ideas, be confident in our ability to think strategically and drive our team toward the results. 

Like improv comedy, a project manager is all about the “yes, and…” 

2. A project manager’s most important skill is communication.

Communication is likely the most important skill for anyone today. But, for project managers, it’s not simply about communication, but communication that enables people to set priorities and take action.. 

Let me explain. 

Poor communication has stopped more projects from being effective than any other thing in project history. 

But good communication alone won’t fix every issue. Sometimes communication isn’t the real issue — instead it’s about also doing the right things. 

That’s why we need great communication in service of doing the right things and getting things done. Communication is key, but communication without commitment to the right things is the real issue. 

The idea that communication and implementation are super important is still true, but why they are true is up for debate. 

What do you think? 

BTW, if you like this blog, why don't you get my Sunday newsletter. There I focus on business acumen, value, and leadership...along with under ideas. If you'd like to get it, drop me a line at Dave@davewakeman.com with "newsletter" in the subject line. 

Posted by David Wakeman on: June 25, 2018 12:46 PM | Permalink | Comments (13)
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