Project Management at Work -- And in Life
Categories:
Reflections on the PM Life
Categories: Reflections on the PM Life
| Let's face it -- although we may not see ourselves as the great organizers we'd like to be, we are often more organized in our projects in the workplace than we are at home in our own lives. Of course we're trained to do what we do at work, which isn't always the case for everyday life. We seek out specialized training for our field, and then we get to obtain certifications and credentials, continue our education and earn professional development units (PDUs) to maintain our designation. Meanwhile, there's no training for how to live an organized life. Having project management knowledge allows us to be better project managers in our lives -- not just in our workplace. Indeed, project management processes can be applied to life's personal projects and activities. When I was studying for my Certified Associate in Project Management (CAPM)® certification, for example, I realized that my knowledge of the PMBOK® Guide applied to everything I was up to -- not just the management of projects at work. I became more organized. I worked on more projects of my own and had structure that allowed me to progress faster, and with better concrete results and more confidence. All that came from this preparation. When I obtained my CAPM®, I was convinced that every single person that worked in the office could benefit from this education and certification, including project managers, project team members or department members that don't even work on large projects. How do you apply project management principles to your life? See more on PMI certifications. See more posts from Dmitri. |
The Value of Project Team Rituals
| A couple of small projects happening in my neighborhood of South Melbourne, Australia have me wondering about the value of many of the trappings and rituals we use in our projects. Do they contribute value to the stakeholder community or not? One project involved resurfacing a small section of road. The crew turned up with their trucks and road-making equipment, finished the job and left. For the two days needed to complete the job, the workers brought their own lunches or went to a local café. On the next corner, a production company was doing a shoot for a segment of a TV cop show. They spent a day setting up tents, canteens and support vehicles. They brought a cast of hundreds, including security and canteen staff. Over two days, the cast and crew rehearsed and shot the segment. The difference between the two worksites had far more to do with ritual-based traditions and stakeholder expectations than actual needs. The facilities provided for road crew were lean. By comparison, the facilities provided for the TV crew were luxurious but possibly necessary to attract the right "talent." Rituals can certainly be very powerful ways to build identity and cohesiveness in a team. Many rituals, however, may have simply become time-consuming habits. A good example is the monthly executive review of all projects that has never resulted in a single canceled a project. Another is the Thursday morning team meeting that is called for no other reason than because it's Thursday. Take a look at the rituals associated with your projects and ask how many of the meetings and processes add real value to the stakeholders involved. How many should be refined, redefined or altogether abandoned? What are the most valuable rituals for you and your stakeholders? See more posts from Lynda Bourne. See more posts on project teams. |
Project Managers in the C-Suite
Categories:
Career Development
Categories: Career Development
| I've seen some articles and heard some commentary lately that lament the fact that there doesn't seem to be a clear career path that leads from project management to the so-called C-suite, also known as the "executive suite." Where I work, there is no direct path that leads from project management to the executive ranks. Occasionally, a person who has worked as a project manager becomes an executive, but it's certainly not the norm. From my own point of view, this isn't a problem -- on the contrary. Had I wanted to be a "line" executive, I would have stayed in line management. I chose project management because I saw it as a means to manage the kind of work that I really enjoy most: the realization of ideas. For me, career growth means managing projects that are more important, more valuable, more interesting or just more fun. Often, this can mean bigger teams and bigger budgets, but for me, that doesn't necessarily translate into bigger thrills. Career growth does not mean at all that I need to become an executive to feel fulfilled. I see project management and executive management as complementary, but very different, skills. To me, that means that the two fields will appeal to two very different kinds of people, depending on individual temperament. Project management is very tactically focused. It's all about defining the job and getting it done. It seems reasonable to me that the kind of person who manages projects is also tactically focused, and temperamentally oriented toward the realization of ideas. On the other hand, I see executive management as more strategically focused, more about defining a strategic vision and deciding which projects to undertake to realize that vision. It seems reasonable to me that the kind of person who becomes an executive is also strategically focused, and temperamentally oriented toward defining strategy and how to achieve it. What do you think? Are project managers under-represented in the executive ranks? If this is true, do you see this as a problem, generally speaking? Personally speaking? Do you have aspirations to become an executive? If so, do you see being a project manager as an obstacle to those aspirations? Do you believe that project managers are temperamentally different than line managers? Why or why not? Read more posts from Jim De Piante. Read more posts about improving your career. |
What Do You Look for in a Collaboration Tool?
Categories:
Tools
Categories: Tools
| With so many project management collaboration tools out there, what is a useful, intuitive and inexpensive tool to use? It all depends on what you look for in a tool. I look for the ability to assign tasks to team members or teams. I also like to be able to add notes and collaborate with team members through the tool, specific to the tasks they're assigned or the work they are doing. These capabilities cut through many unnecessary meetings and allow you to see real-time progress of the assigned work. I use a web-based software called IntervalsTM. I create my projects and tasks, and then add my team to the projects and assign each of them their respective tasks. While I may create an MS Project-based project plan, I would use Intervals to manage the actual tasks, time and budget. It's also a great tool for assessing how much time various tasks take and getting a more accurate measure of the time spent on the tasks. This tool has built-in timers for each task and general timers that make it easy to track your time. Timesheet management is quite easy as well. I get my team to submit the hours they spent on a regular basis. At the end of the week, they submit their timesheet, which I either approve or reject -- it all happens online. Another great feature is the executive role, which allows an executive or sponsor to see the latest progress on a project without having to be involved in any other details. The progress can be seen at any time online, by anyone provided such access. What are your favorite collaboration tools? Are there any tools you use that achieve all these abilities? The views expressed within the PMI Voices on Project Management blog are contributed from external sources and do not necessarily reflect the views and opinions of PMI. |
Avoid the Agile Logjam
Categories:
Agile
Categories: Agile
| Not all Agile teams are created equal. Some commit to their work and complete requirements throughout -- not just at the end. Other teams struggle. Their sub-tasks may make progress, but their overall requirements or "stories," which express requirements in ways that customers can relate to, seem to get stuck. They finish on the last day of the iteration, if at all. What makes these teams different? Often requirements haven't been sub-divided. Queuing theory teaches that the same amount of work divided into smaller pieces flows faster. Teams with stories divided into work durations of one to three days see their work fly through the system. They can finish some requirements and then pick more. Teams with stories that take a week or more are at risk of a traffic jam. Moreover, we're less aware of the delay until later -- when it's harder to take corrective action. One correction is to refocus on a smaller number of requirements, but dedicate to finishing those. Another method is to split a story, even though the iteration is underway. Or, remove a story from the current iteration so it can be fully completed in another. If none of these ideas seem enough, make sure the team is committed. Per the principles in the Agile Manifesto, team members need to self-organize to dedicate themselves to finishing whatever work is planned. How have you avoided Agile traffic jams in your projects? Has splitting stories to a manageable size helped avoid bottlenecks? |
