Project Management

Voices on Project Management

by , , , , , , , , , , , , , , , , , ,
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.

About this Blog

RSS

View Posts By:

Cameron McGaughy
Lynda Bourne
Kevin Korterud
Conrado Morlan
Peter Tarhanidis
Mario Trentim
Jen Skrabak
Christian Bisson
Yasmina Khelifi
Sree Rao
Soma Bhattacharya
Emily Luijbregts
Lenka Pincot
cyndee miller
David Wakeman
Jorge Martin Valdes Garciatorres
Marat Oyvetsky
Ramiro Rodrigues
Wanda Curlee

Past Contributors:

Rex Holmlin
Vivek Prakash
Dan Goldfischer
Linda Agyapong
Jim De Piante
Siti Hajar Abdul Hamid
Bernadine Douglas
Michael Hatfield
Deanna Landers
Kelley Hunsberger
Taralyn Frasqueri-Molina
Alfonso Bucero Torres
Marian Haus
Shobhna Raghupathy
Peter Taylor
Joanna Newman
Saira Karim
Jess Tayel
Lung-Hung Chou
Rebecca Braglio
Roberto Toledo
Geoff Mattie

Recent Posts

3 Agile Disconnects We Need to Address

What to Expect: Anticipating and Adapting to Dynamic Economic Trends

Governance Models: The Secret to Successful Agile Projects

3 Valuable PM Lessons I Learned in 2023

The 4 P’s of Successful Modern PMs

Categories

2020, Adult Development, Agile, Agile, Agile, agile, Agile management, Agile management, Agile;Community;Talent management, Artificial Intelligence, Backlog, Basics, Benefits Realization, Best Practices, BIM, Business Analysis, Business Analysis, Business Case, Business Transformation, Calculating Project Value, Canvas, Career Development, Career Development, Categories: Career Help, Change Management, Cloud Computing, Collaboration, Communication, Complexity, Conflict, Conflict Management, Consulting, Continuous Learning, Cost, COVID-19, Crises, Crisis Management, critical success factors, Cultural Awareness, Culture, Decision Making, Design Thinking, Digital Transformation, digital transformation, Digitalisation, Disruption, Diversity, Documentation, Earned Value Management, Education, EEWH, Enterprise Risk Management, Escalation management, Estimating, Ethics, execution, Expectations Management, Facilitation, feasibility studies, Future, Future of Project Management, Generational PM, Governance, Government, green building, Growth, Horizontal Development, Human Aspects of PM, Human Resources, Inclusion, Innovation, Intelligent Building, International, Internet of Things (IOT), Internet of Things (IoT), IOT, IT Project Management, IT Strategy, Knowledge, Leadership, lean construction, LEED, Lessons Learned, Lessons learned;Retrospective, Managing for Stakeholders, managing stakeholders as clients, Mentoring, Methodology, Metrics, Micromanagement, Microsoft Project PPM, Motivation, Negotiation, Neuroscience, neuroscience, New Practitioners, Nontraditional Project Management, OKR, Online Learning, opportunity, Organizational Project Management, Pandemic, People, People management, Planing, planning, PM & the Economy, PM History, PM Think About It, PMBOK Guide, PMI, PMI EMEA 2018, PMI EMEA Congress 2017, PMI EMEA Congress 2019, PMI Global Conference 2017, PMI Global Conference 2018, PMI Global Conference 2019, PMI Global Congress 2010 - North America, PMI Global Congress 2011 - EMEA, PMI Global Congress 2011 - North America, PMI Global Congress 2012 - EMEA, PMI Global Congress 2012 - North America, PMI Global Congress 2013 - EMEA, PMI Global Congress 2013 - North America, PMI Global Congress 2014 - EMEA, PMI Global Congress 2014 - North America, PMI GLobal Congress EMEA 2018, PMI PMO Symposium 2012, PMI PMO Symposium 2013, PMI PMO Symposium 2015, PMI PMO Symposium 2016, PMI PMO Symposium 2017, PMI PMO Symposium 2018, PMI Pulse of the Profession, PMO, pmo, PMO Project Management Office, portfolio, Portfolio Management, portfolio management, Portfolios (PPM), presentations, Priorities, Probability, Problem Structuring Methods, Process, Procurement, profess, Program Management, Programs (PMO), project, Project Delivery, Project Dependencies, Project Failure, project failure, Project Leadership, Project Management, project management, project management office, Project Planning, project planning, Project Requirements, Project Success, Ransomware, Reflections on the PM Life, Remote, Remote Work, Requirements Management, Research Conference 2010, Researching the Value of Project Management, Resiliency, Risk, Risk Management, Risk management, risk management, ROI, Roundtable, Salary Survey, Scheduling, Scope, Scrum, search, SelfLeadership, Servant Leadership, Sharing Knowledge, Social Responsibility, Sponsorship, Stakeholder, Stakeholder Management, stakeholder management, Strategy, swot, Talent Management, Talent Management Leadership SelfLeadership Collaboration Communication, Taskforce, Team Building, Teams, Teams in Agile, Teams in Agile, teamwork, Tech, Technical Debt, Technology, TED Talks, The Project Economy, Time, Timeline, Tools, tools, Transformation, transformation, Transition, Trust, Value, Vertical Development, Volunteering, Volunteering #Leadership #SelfLeadership, Volunteering Sharing Knowledge Leadership SelfLeadership Collaboration Trust, VUCA, Women in PM, Women in Project Management

Date

How to Lean In—and Thrive—in Project Management

By Jen Skrabak, PMP, PfMP

Over nearly two decades in project management, I’ve learned a number of strategies to make my voice heard and advance in my career. Much of that success has come by “leaning in,” as Sheryl Sandberg advocates.

As a woman in project management, I believe the following are key:

  1. Show grit. Demonstrate courage, show your perseverance and never give up in the face of obstacles. Know that it’s a multi-year journey, and you must demonstrate the passion to achieve your long-term goals as a leader in project management.
  2. Be the best. Knowledge, skills, abilities—you need to consistently demonstrate that you’re the best, and not be afraid to speak up and show it. Throughout my career, I have always assessed gaps in my knowledge or experience, and actively worked to close them. For example, although I started in IT, I wanted to transition to the business side to lead business transformation programs. I actively sought out progressive assignments by building a track record of successful projects that became larger in scope and team size with each project, until I achieved my goal of an enterprise-wide program impacting hundreds of thousands of users.
  3. Execute flawlessly. Execution is an art, not a science, and it requires creativity, impeccable organization, exceptional communication and most of all, follow-through. Many of these skills are intuitive in women, and the key is to understand that execution requires the leadership of large teams through four stages:
    1. Awareness: Create the right “buzz” around the project.
    2. Understanding: Teams need to understand their role and how their actions fit into the larger picture.
    3. Acceptance: Teams need to accept the message or change by changing their behavior and taking the appropriate action.
    4. Commitment: To demonstrate true commitment, teams should help champion the message throughout the organization.
  4. Build confidence and trust. Multiple studies support the notion that women are not only better at assessing risk, they are also better at guiding actions and decisions accordingly. Women should use this natural decision-making ability and risk management expertise to build confidence and trust as project leaders.
  5. Communicate clearly and concisely. Keep communications rooted in data and facts, not based on subjective information or personal preferences. Women in leadership roles tend to rate themselves lower than men on key attributes such as problem solving, influencing and delegating, and rate themselves higher than men on supporting, consulting and mentoring. How much time are you spending on communicating the right messages and influencing to gain commitment to your viewpoints versus supporting others?

International Women’s Day is March 8, and this year’s theme is #BalanceforBetter. Please share your thoughts on how we celebrate the achievement of women while we continue to strive for balance for women socially, economically and culturally around the world.

Posted by Jen Skrabak on: March 05, 2019 10:42 PM | Permalink | Comments (11)

What’s Holding Women Back in Project Management?

By Jen Skrabak, PfMP, PMP

As a woman who’s worked for the past 18-plus years in project, program and portfolio management, as well as building and leading enterprise project management offices for Fortune 500 companies, I wanted to address the topic of women in project management.

In the United States, women hold 38 percent of manager roles, according to a study conducted by McKinsey in partnership with LeanIn.Org. And while women have made gains in some STEM fields, particularly healthcare and life sciences, they are underrepresented in many others. U.S. women hold 25 percent of computer jobs, and just 14 percent of those in engineering, according to the Pew Research Center.

In project management, as in other professions, women earn less than men. For project managers in the United States, men earn an average US$11,000 more annually than women, according to PMI’s Earning Power: Project Management Salary Survey.

Historically, women have been pigeonholed in project administrative or project coordination roles instead of project management roles, and the key question is “Why?”

We’ve all heard that we need to “think differently,” and as Sheryl Sandberg advocated in her book, Lean In: Women, Work, and the Will to Lead, women need to raise their hands, project confidence, be at the table and physically lean in to make themselves heard. The dictionary definition of “lean in” means to press into something. So when faced with an overwhelming force such as wind, you need to lean toward the force rather than away in order to not be blown away. 

“Lean in” can be a metaphor for asserting yourself as a leader in project management. As women, we may be held back by self-doubt, our speaking voice or body language that conveys a lack of self-confidence. The advice here is not limited to women; people of color can “lean in,” too.

There are three key cognitive biases that may hold women back in project management. The key is to recognize that these exist, and work to build awareness while overcoming them:

  1. Affinity Bias: We naturally like people who are like us, including those who are the same gender or ethnicity. Men tend to be over-represented in leadership positions and in industries where project management predominates, such as IT, engineering, manufacturing and construction. It is natural that men would prefer to work with and report to people like themselves.  
  2. Inter-Group Bias: This can occur with many groups, such as people from a certain geography (cities or regions), university, culture or other characteristics such as an interest in sports. We naturally feel an instant connection to people with whom we share the same background or a common characteristic, versus those with whom we don’t have anything in common.
  3. Confirmation Bias: A widely held belief is that women appear to not be as confident as men. And when people believe this, they embrace information or experiences that confirm that belief. Research has shown that women are usually expected to be nice and warm, instead of assertive, direct and confident.

By understanding and recognizing these biases, we can work to defeat them. I’ll explore these topics more in my next post, which will coincide with International Women’s Day on March 8. How do you combat biases in the workplace?

Posted by Jen Skrabak on: February 25, 2019 11:17 PM | Permalink | Comments (11)
ADVERTISEMENTS

"I am not young enough to know everything."

- Oscar Wilde

ADVERTISEMENT

Sponsors