By Conrado Morlan
“An investment in knowledge always pays the best interest.” ―Benjamin Franklin
I’ve heard from colleagues in project management that they don’t have access to professional development opportunities to help them improve and increase their capabilities. That led me to do some research. I found Training magazine's Training Industry Report, which is recognized as the training industry’s most trusted source of data on budgets, staffing and programs in the United States. It found that U.S. companies spent over US$90 billion on training and development activities in 2017, which represents a year-over-year increase of 32.5 percent.
With that information on hand, I took the opportunity to ask my colleagues if the companies they work for are among the organizations spending money on training and professional development.
Some of them were fortunate to work for companies with professional development budgets, but they didn’t take the training due to their workload or personal reasons. In other words, the opportunity was there but it was neglected.
For those who worked for companies without professional development dollars, their main complaint was that the company did not appreciate them and the opportunities to develop more capabilities were so limited.
I asked them: Who takes charge of your professional development? You, or the company you work for? Many of them responded that the responsibility fell to the company they work for, because training would help create a more competitive workforce, increased employee retention and higher employee engagement. I agree on all the benefits the company would get, but ultimately the individual is responsible for their professional development.
I have worked for both types of companies. In the ones with development budgets, I saw former colleagues neglecting opportunities because “they did not have time,” they did not like to travel or simply because they felt it was not needed. In the ones without budgets, I heard the same claims mentioned above.
While working for the latter type of company, I took ownership of my professional development. Instead of seeing roadblocks, I saw opportunities, which led me to do the following:
So do not solely hold the company you work for responsible for your growth. Take charge of your professional development. After all, if you do not invest in yourself, nobody will.
How do you take charge of your own professional development?
Find Purpose to Unlock Exceptional Performance
Human Aspects of PM,
New to Project Management,
Categories: Benefits Realization, Best Practices, Career Help, Change Management, Communication, Complexity, Facilitation, Generational PM, Human Aspects of PM, Human Resources, Leadership, Leadership, Lessons Learned, Mentoring, New to Project Management, PMI, Program Management, Roundtable, Strategy, Talent Management, Teams, Volunteering
Find Purpose to Unlock Exceptional Performance
By Peter Tarhanidis, MBA, PhD
There are three common maturity levels in developing project management leadership:
It takes many years to cultivate the skills necessary to execute complex initiatives of all sizes and types. And project leaders may find gratification in the personal development to sustain their performance, as well as their project achievements.
However, over time, it’s not unusual to lose sight of that passion, excitement and engagement for executing initiatives. Instead, the project leader may default to simply providing the project management administrative activities of project execution. This reversal of development is a leadership pitfall and creates a chasm between high performance and exceptional performance.
One way to bridge the chasm is to be purpose-driven. A defined purpose distinguishes oneself as a distinctive as a brand. A brand is underpinned by one’s education, abilities and accomplishments. By identifying what is central to your interests and commitments, project leaders can re-engage with purpose and unlock exceptional performance. This can be broad or can be very specific in a subject expertise.
I have use the following method to find my brand and define my purpose:
Having used this approach to define my purpose, I learned I enjoy the macro view of the firm. I regularly coach leaders and help them develop their teams. Therefore, I like to simultaneously drive toward exceptional performance to achieve a firm’s mission and to advance the needs of society.
Please share your purpose and any examples of exceptional performance you achieved toward that purpose.
By Conrado Morlan
“Those who criticize our generation forget who raised it.” ―Unknown
I had the opportunity to attend PMI® Leadership Institute Meeting 2016—North America in San Diego, California, USA, and met PMI chapter board members from several countries.
An ongoing conversation during that meeting centered on how to renew and refresh chapter membership and appeal to younger generations.
One of the foundations that will help PMI chapters better interact with multi-generational communities is to develop and master “generational competence,” which according to Ceridian “describe the adaptations or competencies organizations must develop today to meet the very diverse needs of four generations in the workforce and the marketplace.”
While discussing the topic with my fellow chapter board members, I found there is a common belief that generations are defined by age when in reality generations are defined by common experiences and key events.
Also much of the research around generations and generational differences has grown out of the United States and therefore is U.S.-focused.
Here are some alternatives to the typical generational buckets:
Even individuals born in the same approximate marker years are defined differently by the events they have experienced. For example while the U.S. Baby Boomer generation is associated with the notion of the "American Dream,” the Unlucky Generation in China lived through three years of famine and cultural revolution.
At the same time, many of these generations are tied to stereotypes. For example, “Millennials are entitled narcissists,” “Gen Y looks for instant gratification,” “They are not capable of interacting offline,” are some of the comments I’ve heard. Stereotyping, however, fuels conflict within a multigenerational community.
What Generation Y Thinks
During the Leadership Institute Meeting, I looked for opportunities to speak with Generation Y attendees. Across the board, they felt PMI board members from older generations need to develop generational competence to bridge the gap of understanding. This competence will help them learn how to communicate, connect and engage with potential PMI members of different generations.
Membership campaigns will need to align with Generation Y values—happiness, passion, diversity, sharing and discovery, according to Patrick Spenner, a strategic initiatives leader at CEB.
PMI chapters will need to promote the profession as one that:
Perhaps the most important takeaway in my discussions with Generation Y members was that they reject generational labels. Call them young professionals
As a project manager volunteering for a PMI chapter, what is the most challenging situation you have faced within a multigenerational community?