Voices on Project Management

By

Peter Tarhanidis, Ph.D.

Project management methodologies have evolved significantly over the years, with waterfall and agile emerging as two of the most prominent approaches. Each has its strengths and weaknesses, making them suitable for different types of projects and organizational needs.

• Waterfall is a linear, sequential approach to project management. It is characterized by distinct phases; each phase must be completed before the next begins with limited ability to revisit or revise previous stages. Waterfall is effective for projects with well-defined requirements and a clear path to completion, such as construction or manufacturing projects.
• Agile is an iterative, incremental approach designed to accommodate change and foster continuous improvement. It emphasizes collaboration, customer feedback, and small, manageable units of work called sprints. Agile is well-suited for projects where requirements are expected to evolve, such as software development or other innovative fields.

Surveys indicate:

• 51% of companies implement waterfall and 71% of companies utilize agile.
• PMI’s 2020 Pulse of the Profession® report Ahead of the Curve: Forging a Future-Focused Culture indicated that 11.4% of investment is wasted due to poor project performance.
• The Standish Group’s CHAOS report showed only a 31% project success rate.
• Harvard Business Review estimated a $3 trillion annual global financial loss, wasted resources, missed opportunities, and negative societal impacts due to project failures.

Given these statistics, you may ask which method is best for a given project. Many organizations find value in blending these methodologies to create a hybrid approach, leveraging the structured planning of waterfall and the flexibility of agile. This hybrid model can offer a balanced framework that enhances efficiency, adaptability, and customer satisfaction.

While waterfall's structured approach provides clear milestones and accountability, its rigidity can be a drawback in dynamic environments. Agile's flexibility and responsiveness to change make it ideal for such settings, but it can struggle with scope creep and lacks the clear, long-term planning of waterfall.

The hybrid approach seeks to combine the best of both worlds, providing a structured framework that remains flexible and adaptable. By relying on a competency and development framework, management can highlight the key components of hybrid—consistently applying best practices to mature success and project outcomes.

Key components of hybrid project management include:

1. Phase-based structure with iterative execution: Projects are divided into phases similar to waterfall, but within each phase, agile sprints are used to execute tasks. This allows for detailed planning and requirements gathering upfront, followed by iterative development and testing.
2. Defined milestones with flexible deliverables: Hybrid project management sets clear milestones to track progress and ensure alignment with overall goals. However, the deliverables within each milestone can be adjusted based on iterative feedback and changing requirements.
3. Customer collaboration and feedback loops: Regular interactions with customers and stakeholders are maintained to gather feedback and make necessary adjustments. This aligns with agile’s emphasis on customer collaboration and helps ensure the project remains on track to meet user needs.
4. Comprehensive documentation with adaptive planning: Initial project documentation and planning follow a waterfall approach to establish a clear roadmap. Throughout the project, adaptive planning is used to refine and update this documentation based on iterative insights and changes in scope.

Steps for implementing a hybrid model:

1. Assess project requirements and environment: Evaluate the project's nature and complexity, and the environment in which it will be executed. Projects with stable requirements and clear end goals may lean more toward waterfall, while those with uncertain or evolving requirements may benefit more from agile practices.
2. Define phases and iterations: Establish major project phases with clear objectives and timelines. Within these phases, implement agile sprints or iterations to manage work increments, allowing for continuous assessment and adjustment.
3. Foster collaboration and communication: Create a culture of open communication and collaboration among team members, stakeholders, and customers. Regular meetings, such as daily stand-ups and sprint reviews, can help maintain alignment and address issues promptly.
4. Balance documentation and flexibility: Ensure that initial project plans and requirements are well-documented but remain open to revising them as the project progresses. Use documentation as a living document that evolves with the project.
5. Monitor progress and adapt: Use waterfall’s milestone tracking to monitor overall progress, and agile’s sprint reviews to assess interim deliverables. Be prepared to adapt plans and strategies based on feedback and performance metrics.

The leadership required in hybrid project management has a blend of strategic oversight and adaptive facilitation to balance the structured rigor of waterfall with the dynamic responsiveness of agile. Effective leaders in this context must embody several key traits and skills to ensure project success:

1. Visionary thinking: Leaders must articulate to the team a clear vision of the project’s goals. They need to establish long-term objectives while accommodating short-term adjustments, maintaining alignment with overall project aims.
2. Flexibility and adaptability: Leaders must pivot between structured planning and iterative development. They must be comfortable with change and capable of guiding their team through unexpected challenges and shifts in project scope.
3. Strong communication skills: Open, transparent communication is essential. Leaders must facilitate continuous dialogue among team members, stakeholders and customers. Regular updates and feedback loops are crucial for maintaining alignment and addressing issues.
4. Collaborative mindset: Encouraging a culture of collaboration is vital. Leaders should promote teamwork, ensuring that all voices are heard and valued. This involves fostering an environment where team members feel empowered to contribute ideas and solutions.
5. Strategic decision-making: Effective hybrid project leaders must be adept at making informed decisions quickly, balancing the need for detailed planning with the flexibility to adapt plans based on real-time insights and feedback.
6. Risk management: Proactively identifying and mitigating risks through both structured risk assessment and iterative reviews is crucial. Leaders must be vigilant and responsive, adjusting strategies as necessary to keep the project on track.

By embodying these qualities, leaders can successfully navigate the complexities of hybrid project management, ensuring that projects are both well-organized and adaptable to change. The overall benefits of hybrid project management provide for:

1. Enhanced flexibility: Combining structured phases with iterative sprints allows for greater adaptability to changes in project scope, requirements and market conditions.
2. Improved stakeholder engagement: Regular feedback loops and collaborative practices ensure stakeholders are consistently involved and satisfied with the project’s direction.
3. Risk mitigation: The hybrid approach can identify and address risks earlier in the process through iterative reviews, reducing the likelihood of major issues arising late in the project.
4. Balanced planning and execution: It provides a comprehensive planning framework while maintaining the flexibility needed for creative problem-solving and innovation.

In conclusion, hybrid project management offers a robust framework that leverages the strengths of both waterfall and agile methodologies. By blending structured planning with iterative execution, organizations can achieve greater efficiency, adaptability, and customer satisfaction, making it a versatile approach for a wide range of projects.

Please share in the comments how your organization defined hybrid project approaches and any case studies that you would like to share.

References

1. PMI Pulse of the Profession®: Ahead of the Curve: Forging a Future-Focused Culture
2. The Standish Group: Benchmarks and Assessments
3. It’s Time to End the Battle Between Waterfall and Agile
4. Agile vs Waterfall: Which Approach Should You Choose for Your Project
5. Waterfall vs Agile Methodology: What’s Better for Your Project?

By Yasmina Khelifi, PMI-ACP, PMI-PBA, PMP

When you begin to work in project management, you have much to learn and need to build credibility and trust with stakeholders. You are alert to new things, new behaviors, and the need to continuously improve.

Yet you may become overconfident about your project management competencies as the years pass. You may develop comfortable routines. You may fall into what psychologists call functional fixedness, a cognitive bias that sometimes prevents you from thinking of novel or creative solutions to problems.

How can you get trapped in functional fixedness?
It may sound counterintuitive because we have more information at our disposal these days at work and on social media: reports, posts, or lessons learned from organizations or individuals.

When I studied at university, the information came from the internet, printed books, or professors. Nowadays, we have all the materials and content to learn new things. However, because we are overwhelmed, we narrow down the content based on our interests. And we may become entrenched in the same areas.

It is essential to remain open to other industries, knowledge, content, and people.

How do you escape functional fixedness?

• Seek reverse mentoring. Reverse mentoring (also known as upward mentoring) is a professional development practice where a less experienced or junior employee is a mentor to a more experienced or senior colleague. The goal is to tame your ego. You will gain new perspectives that will help you to interact with your younger team members. If you feel intimidated, you may begin with small steps: Ask the young intern to review your slide deck and ask you questions, or repeat your presentation in front of them.
• Listen to diverse voices. You may have a young intern or colleague close to retirement in your projects. Or perhaps you are a technical project leader who has to collaborate with the marketing department. All have valuable inputs to give you. All can help you discover new horizons. You may have former university friends who work in other industries; talk with them to understand their challenges and how they solve them.
• Take roles at work—or outside it—in different areas. You may not have a remarkably diverse workplace. Look for communities or activities you can get involved in to immerse yourself in a different environment. You can define what “different” means for you. Differences can embrace social, economic, or academic backgrounds, along with ages, countries, cultures, genders, etc.

On the contrary, you may be in a diverse workplace, but you don’t take the time to talk genuinely with your colleagues to learn more. Have one-on-one breaks with some of them to exchange information.

Regardless of your situation, once you experience a new situation (that you naturally find or intentionally look for), observe how you feel:

• What do you like about the situation?
• What do you find disturbing?
• What are you learning?

Making efforts to remain open will protect you from functional fixedness. What strategies do you use to embrace novelty?

Dave Wakeman

I recently wrote about a podcast I listened to that shared key qualities project managers have. This month, I return to the topic and share the qualities I think the best project managers have.

Here are the nine qualities I look for when I think about great project managers:

1. Business acumen: This is my first key because I recognize that a project doesn’t happen in a vacuum. The best project managers recognize that and can frame the project in a way that highlights the impact and the potential opportunities that the project creates. All in the context of the world around your organization.

2. Negotiation skills: Getting people on the same page, winning the resources you need, and overcoming objections are key to any project’s success. That’s why negotiation skills are right up there when I look for great project managers.

3. Communication skills: Spoken, written, physical…all of them. They matter to the modern project manager because there are so many ways to communicate, and getting your point across can make the difference between success and failure.

4. Empathy: Life is tough. Your job is tough. The world is tough. Having empathy can uncover a layer of the team you are working with that can help you get the project completed.

Don’t confuse this with not being driven. Knowing how to deal with people is a key driver of a PM’s success, and not recognizing the human element and pushing through no matter what is likely a reason you are struggling to get results.

5. Consensus building: I’m mining a similar vein to communication and negotiation skills, but to me consensus building is about pulling those two things together and having everyone involved in the project recognize that this might not be the perfect solution, but it is a workable solution.

That’s key because too much communication is one way, “my way or the highway” communications. And too much of our negotiation can feel like having to “win” every point.

Building consensus is a recognition that you must try and find the “win-win” more often than folks let on.

6. Calm under fire: I had a boss in my 20s that would come to me and say, “Dave, it seems like the more pressure we are dealing with, the easier things come for you.”

I agree.

This skill can be hard to train for, but being able to not get flustered or freaked out by the changes and pressure that come during intense moments of a project can be a key to your success as a project manager.

Where do you start? Planning as much as you can.

7. View PM as a key job: Some people fall into the role of project manager, and it is just a job that doesn’t carry much importance in the grand scheme of their thinking.

To me, the best PMs look at the job as a key role in the organization. You can be successful just doing the job, but the best PMs look at the job as a key role that deserves respect and expertise.

8. Broad knowledge, not just skill knowledge: Again, this runs next to business acumen in my thinking, but it is different.

To me, broad knowledge allows you to make connections from different parts of the world around you. In my strategy work, I might pull an example from watching sports to illustrate an idea to a pharma company.  I might use my experience in politics to show a sports team how a concept applies to them. Or, I might use an example from a novel to make a larger philosophical point.

The key is that you want to be gaining ideas and perspectives from as many points as possible.

9. A desire and willingness to learn: Desire and willingness are two different things.

A lot of people want to learn, but they don’t follow through.

A lot of people are willing to learn, but they don’t receive the opportunities.

You need to combine the two, because one thing that dominates modern project managers’ lives is that things are constantly changing.

You have to be prepared for that—and you can only do that by learning.

What do you think of my list? Have I missed something obvious? Are you going to put some of these things to work from this month’s list or last month’s list? Let me know in the comments below.

By Soma Bhattacharya

Conflict is an inevitable companion in the realm of project management. It can arise from differing stakeholder interests, resource constraints or communication breakdowns—and how it's managed can make or break a project's success. Understanding the intricacies of conflict management within project management is crucial for effective leadership and achieving desired outcomes.

According to a study by Thomas and Kilmann (1974), conflict in project management can be categorized into five modes: competing, collaborating, compromising, avoiding and accommodating. Understanding how individuals approach conflict resolution is essential for project managers to navigate through challenging situations effectively. This can be initiated simply and can be scaled up as required depending on the complexity and root cause of the conflicts.

One of the findings from the research reveals that projects characterized by constructive conflict resolution mechanisms tend to exhibit higher levels of team cohesion, creativity and, ultimately, project success.

How do we keep conflict in check in today’s environment?

1. Governance model of the project: The setting up of the model allows stakeholders and their roles to be defined in detail, along with details of how its run. The governance model is vast; however, the basics can outline a regular communication cadence, operations reviews, and parameters to set up escalation calls or meetings. Details mapped to the project’s operation and expectations might be one of the stepping stones to create clarity and foster healthy discussions that can lead to less conflicts.
2. Team culture: I have always believed one of the differences between a highly effective team and one that’s isn’t is the team’s culture. We all know how strong team dynamics can help a team perform better. While it’s a challenge if teams are distributed, we can definitely build strong culture for all teams to encourage trust and team bonding. While this doesn’t guarantee zero conflicts, it does ensure that differences of opinion are better handled and understood. A safe environment where everyone really opens up in a retrospective is more welcome than a team that keeps things bottled up—which is a disaster waiting to happen.
3. Role of the project manager: Effective conflict management can drive better innovation and originality. While challenging, simple things like keeping a strong, detailed, output-oriented agenda for meetings; publishing and looking for resolutions when there are conflicts or uncertainty in decisions to look for common ground; being objective and aligned to the project goals; reminders on why we are together with catchups or lunches; and maintaining a platform to access project details, updates and communication all might be good ways to keep everyone in sync and informed on the everyday details of the project. A skilled PM in any project might be the key to ensuring better conflict management.

The bottom line is always to foster open communication channels, because prevention is better than cure.

As Dr. Stephen R. Covey aptly puts it, "Strength lies in differences, not in similarities." Embracing conflict as a catalyst for innovation and collaboration is the hallmark of exceptional project management.

By Yasmina Khelifi, PMI-ACP, PMI-PBA, PMP

The ability to maintain a learning mindset is a top hiring quality that can potentially be more important than experience. Despite that, no one explicitly explained to me how to do it. I’m curious and ask many questions, which has helped me gain new insights.

However, given the pace of change in the world, this is not enough. Based on my experiences, I’d like to share a three-step roadmap to make the motto “learn continuously” a reality.

1. List your obstacles

First of all, you have to acknowledge it is not so easy. You are bombarded with information from social media, with successes from former colleagues or university friends. We may be tempted to follow all the paths and then abruptly stop in the middle. You may also have work-mandatory training.

At the same time, you want to prepare yourself for the next role and take other training courses. How can you squeeze in learning now and tomorrow in between all your work and your personal life?

This is where you need to reframe your mindset.

2. Change your mindset

Don’t be too hard on yourself. Stop repeating, “I have to do A and B,” “ I don’t learn so much” or “ I’m lazy.”

Learning doesn’t only take place in formal classes—something I’ve only recently understood. Being aware of this will help you be more satisfied with the learning you pick up along the way.

Also accept that it’s okay to be less ambitious; it is better to learn a little daily rather than not at all.

Force yourself to learn things in completely different fields. For example, talk with a video expert if you work in compliance, or have lunch with a marketing colleague if you work in technical fields.

Last but not least, be open to changes along the way. You might need to learn a new tool or technology you were unaware of at work. Or you might become overwhelmed by work or personal issues that stop your plan—and that’s okay. If you accept these changes, you will not feel frustrated.

3. Sharpen your approach

Define clear objectives for what you want to learn (hard skills or power skills), and for when (short term, mid term, or long term). It will help you prioritize them.

Then you have to map how you would like to learn these skills—taking a training course, preparing for a certification, etc.

Engaging in communities within your industry to keep abreast of the latest trends and having conversations with experts is also important. You can also watch a webinar, listen to a podcast, or read a blog or a book.

The key is to not insist on doing all the different things at the same time.

Learning continuously is a lifelong project to develop yourself professionally and—more importantly—as a human being.

How do you learn continuously? Share your feedback below.