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A Different Mindset: From Project To Program Manager
| As a project manager, leading a project to success provides a feeling of accomplishment. Having been successful at several projects, project managers could see becoming a program manager a likely career move. But when PMO managers were asked about the most critical factors for success, developing the skill sets of project and program managers were an area of concern, according to PMI's 2012 Pulse of the Profession. As a result, many organizations will renew their focus on talent development, formalizing processes to develop competency. In my opinion, developing a program management mindset is a key first step to successfully transitioning to a program management role. For example, moving from the linear world of a single project to the molecular world of programs can be daunting. Plus, you'll face the new experience of leading other project managers. Here are some practices I have found valuable to adopting a program management mindset: 1. Think big picture A common misperception about programs is when they are viewed as one big project. Keep in mind that a program is an interconnected set of projects that also has links to business stakeholders and other projects. Adopt a 'big picture' attitude to the overall program and avoid fixating on a single project's details. 2. Create a project manager trust model As a project manager, you develop trust with individual contributors performing delivery activities. As a program manager, you have to develop trust with project managers. Create a common interaction framework with every project manager for progress reporting, resource management, etc. 3. Encourage project managers to say "so what?" As a program manager, you will deal with additional reports, metrics and other information that you didn't experience as a project manager. Encourage your project managers to start dialogs with "so what" outcomes. This will get right to the direct impact on the program. Have them support these outcomes with relevant information from their reports, dashboards and metrics. 4. Establish credibility with business leaders With programs, customers are typically in business functions. Immerse yourself and your project managers in their business. Training, site visits and status meetings held at business locations are good ways to immerse your team in the customer's business. 5. Develop long-distance forecasting skills Forecasting several weeks in the future is satisfactory with a project. However, a program with projects moving at different speeds and directions requires a longer forecast horizon. Set your forecast precision in terms of months, not weeks. In addition, look for multi-project forecasting considerations such as holiday blackout periods and external project dependencies. What have you found effective to make the mental leap from project manager to program manager? To discuss Pulse of the Profession on Twitter, please use #pmipulse. See more on the Pulse of the Profession. |
Stick to Project Management Basics
| The importance of fundamentals in project management is obvious, but easy to lose sight of. As professionals who constantly strive to improve, we study, read, take courses, attend seminars, listen to podcasts and more -- all to become better project managers. Ironically, sometimes this desire to learn causes us to lose focus on the fundamentals. Instead, we look to novelty, the latest trends and perhaps even the latest fads in the interest of improving. Likewise, we might embrace sophisticated techniques without ensuring that we've properly implemented the basic things on which the sophisticated techniques depend. I've often heard great sports figures and musicians emphasize the importance of fundamentals in their success. Project managers would do well to place similar emphasis on the basics of our profession. I'd go even further to suggest that before we embrace any new or sophisticated technique, we should first look at how well we are implementing the fundamentals. For example, what good does it do us to implement the latest agile techniques on a project where we haven't adequately implemented rudimentary change management disciplines? Similarly, what good would it do to implement Monte Carlo simulations in a context where we haven't adequately identified basic risks? In my estimation, our success depends almost entirely on how well we have implemented fundamental risk and change management processes. Things go wrong and plans change -- yet we often charge ahead without adequately planning and preparing for those realities. Certainly, our intuition tells us this is true, and our experience validates our intuition. Yet it still often happens that we lose sight of the obvious fact that the basics matter and matter most. If you should ever waiver in your conviction, look no further than PMI's 2012 Pulse of the Profession. The report notes that change management and project management basics are among the most critical project success factors. New and sophisticated techniques have their place, but the best thing to do in any profession is to go back to basics. Don't let the allure of the sophisticated or the novel, distract us from the value of fundamentals. To discuss Pulse of the Profession on Twitter, please use #pmipulse. See more on the Pulse of the Profession. |
Understand Your Place on the Project Team
| Have you ever been at a meeting where someone tries to tell you what you should be doing and how? Even though you are the project manager -- the one who guides the team and makes decisions -- you still have people offering their two cents. The advice can come from a project team member or a credentialed project manager on a different project. I have actually done this myself as a project team member. As someone technical, and who also has project management experience and knowledge, I have tried to impart that wisdom to my project manager. I clearly remember one project manager I would advise on a number of things. It's in my nature that when there's a gap -- whether in communication, documentation, project planning -- I want to point it out. The dilemma is that if you impart your knowledge too forcefully, you are possibly invalidating the project manager. In certain situations, that advice becomes unmanageable and puts more pressure on the project manager, not only to manage the project but also to manage you. If we feel there's a need to bring something to the table that is going to add value to the project, it needs to be brought up as such. You should not expect that the project manager would just implement it because you said so. Before you even do that, consider asking yourself why you are thinking a particular way about a situation. Why are you asking for the changes? How does it resolve a specific issue that you are dealing with? Challenge yourself. See if you can adapt and work with your team, deliver what you are required to deliver and, as appropriate, bring up the items that you feel can add value to the project. Understand the value of your place in the project and fulfill on the expectations others have of you. How do you handle project team members who forcefully suggest their ideas? |
Group Creativity Techniques to Collect Requirements
| In my previous post, I discussed gathering requirements through a facilitated requirements workshop, conducted as part of the scoping phase. A few creative group techniques allow a project manager to get the most out of a requirements workshop. They include mind mapping, brainstorming, affinity diagram, nominal group technique and Delphi technique. (A Guide to the Project Management Body of Knowledge (PMBOK® Guide) Chapter 5.1.) The rigor, the number of applied techniques and the sequence in which these techniques are applied depend on the project's complexity, the workshop audience and the available time for gathering and prioritizing requirements. Nevertheless, the following approach can be constructive and fruitful for collecting project requirements in a facilitated workshop: 1. Start gathering requirements by using the mind mapping technique. Start with a topic, an issue or an area that you want to collect requirements for and develop ideas around it. Group the ideas visually, as a mind map, by writing down each idea and drawing how it relates to the initial topic. Ideally, you let anyone in the workshop create his or her own mind map. 2. Continue the process with a brainstorming session. Allow anyone in the workshop to generate an unstructured requirements list for each idea captured on the mind map. To ensure that the brainstorming remains focused on the initial topic, lay basic ground rules and let anyone freely generate fresh ideas and requirements on the topic. 3. Use the list of unstructured ideas and requirements to build an affinity diagram, where your ideas are organized into groups based on their natural relationship. Let anyone in the workshop participate in organizing the items in the most natural group they can. 4. Identify the most important requirements by applying the nominal group technique. Allow each member or group in the workshop to identify which requirements are the most important for him or her. Rank each requirement on the affinity diagram with a priority: low, medium, high or from one to five. To avoid conflicts, facilitate an anonymous priority appraisal and ranking. Finally, tally the results and identify the most important requirements. 5. Close the process by running several rounds of independent feedback through the Delphi technique. Let any individual or group revise the list of requirements. Share an anonymous outcome from each review round and continue with further rounds, keeping in mind the objective to reach consensus and convergence. Which of the group techniques are you using for collecting requirements? How do you apply them on your projects? PMI Members: Learn more about mind mapping in our Knowledge Center. |
Project Skills Improvement Through Formal Plans
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It is very likely that you have some members on your project team who are more talented or experienced than others. As project managers, we tend to utilize their skills as much as possible because we know that more often than not, they will be able to produce excellent results and meet expectations. Nevertheless, this group of people still needs the opportunity to improve their skills and knowledge. This is especially true when an organization needs to stay relevant in the current economic conditions. According to PMI's 2012 Pulse of the Profession report, a critical success factor of projects was staffing the team with the appropriately skilled people. Organizations that had a formal process for developing project/program competency saw a 70 percent success rate on projects, versus a 64 percent overall average. Unfortunately, Pulse of the Profession also showed that in 2011, only 47 percent of organizations had a formal "talent management" process, down from 52 percent in 2010. But we must have formal talent management processes to develop project managers and team members, and you must tailor it to the people involved. An effective project manager is only as good as the information that he or she has. An "accidental project manager," for example, might not have attended formal project management training courses. But fundamental knowledge helps project managers achieve effective and high-quality deliverables. For this group, it would be good to start them off with proper training on the core skills they'll need to grow and succeed as project managers. Team members who are familiar with project management fundamentals might need help developing in other areas, such as soft skills. Since 90 percent of a project manager's job is communication, maybe you will help them improve in that area. Have the team member sign up for a communication course, for example. Choose topics such as influencing skills, which is important in convincing clients and partners. Or, suggest courses on negotiating skills, which is helpful in negotiating a more achievable schedule. Refresher courses could be helpful for everyone on the team. Look for training that zooms into specific project management areas, such as effective cost and scheduling control, risk management or quality control management. Aim for at least one training session every quarter. Do you have a formal talent management system? How do you develop your project managers? To discuss Pulse of the Profession on Twitter, please use #pmipulse. |