Project Management

Benefits with Risk

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Risks are all over your project, from the birth of the idea to completion. Maximize benefits with true risk management of your project. In this blog, I bring ideas, some basic level of knowledge on key project subjects. I try to have everything identical in English and French.

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Hygiene working from home - Covid-19 - Hygiène du travail de la maison

Pour🇫🇷

Many people are forced or encouraged to work from home without having planned it. Have you implemented work hygiene? Some things.Maintain the morning routine

Despite the context, maintain a routine: wake up, personal hygiene, lunch and clothing you would wear to go to work, do not stay in your pyjamas.

Establish rules

Make rules with the people you live with, so everyone can do their work. Whether it is a spouse, a child or a person with whom you share the space of the residence and in some cases, with young children. As requests for containment are required in several places, you will need to find a form of sharing with the other parent or another trusted person. Identify a place in the residence, or create a way to mark the space when it is your workspace.

Also, rules for you: working hours, answering calls and emails, as it was before teleworking. Don't let the work take up too much space while making sure you do as much as before.

Maintain breaks and meal periods

Take the time to take a break for a snack, chat with a colleague or to take a walk. It is not recommended to shorten your mealtime.

Go out

Treat yourself, take the time to go out occasionally for a meal. Take a walk to get it from a local business. In the context of confinement, eat on your balcony, order outside.

Staying in touch with colleagues

It is not possible to meet them in person, still confinement. Current technology allows virtual meetings in video conferences or simply voice. Yes, the same technologies used for conferences. 

Communicate even more

For remote work, many suggest more communication. This does not suggest writing an essay but may involve repeating yourself, informing about your schedule, completed tasks. Stay clear and positive in your communications, you don't meet people that often. Don't let others think differently or understand something else, be clear and optimistic.

Take advantage of the situation

You are at home, you have access to your kitchen, take part. You can have your favourite meal for meals. Have your homemade lasagna reheated in the oven. The rest of the pizza will stay crispy the way you like it. A sandwich with freshly toasted bread. Little or no dish reheated in the microwave.

Do not be more demanding than when you are at the office

You work from home, in your usual working hours you take the time to make an appointment with your doctor, dentist or other, do the same from home. The rules in force at your workplace with your employer remain the same. Consulting social networks or news was not acceptable, the rule did not change, if on the contrary, it was similar.

Establish a routine to finish the job

Mark the end of the working day with an event. Play your favourite song. Go take a walk. Send a message to your colleagues, you say good evening at the end of the day before leaving the office! 

Make a 5 to 7

No doubt you are doing happy hour with your fellow workers. With the same tools used for a virtual meeting, meet around your favourite drink. Everyone at home and all together virtually. You can also integrate people who work in other cities, other countries with this formula.

Enjoy the benefits, learn to live in this context for the moment

 

Hygiène du travail de la maison — Covid-19

Beaucoup de personnes se trouvent forcées ou encouragées de travailler de la maison sans pour autant l’avoir planifiée. Avez-vous mis en place une hygiène de travail ? Quelques trucs.

Maintenir la routine du matin

Malgré le contexte, maintenir une routine : réveille, hygiène personnelle, déjeuner et un habillement que vous porteriez pour aller travailler, ne pas rester en pyjama.

Établir des règles

Élaborez des règles avec les personnes avec qui vous habitez, pour permettre à tous de réaliser leur travail. Que ce soit un conjoint, un enfant ou une personne avec qui vous partagez l’espace de la résidence et dans certains cas, avec de jeunes enfants. Les demandes de confinement exigées à plusieurs endroits, vous devrez trouver une forme de partage avec l’autre parent ou une autre personne de confiance. Identifiez un endroit dans la résidence, ou créez une façon de marquer l’espace quand c’est votre espace de travail.

Aussi des règles pour vous : les heures de travail, réponse aux appels et courriels, comme c’était avant le télétravail. Ne pas laisser le travail prendre trop de place, tout en s’assurant d’en faire autant qu’avant.

Maintenir des pauses et les périodes de repas

Prenez le temps de faire une pause pour prendre une collation, pour discuter avec un collègue ou prendre une marche. Il n’est pas recommandé de réduire votre temps pour le repas.

Sorter

Faites-vous plaisir, prenez le temps de sortir à l’occasion pour un repas. Prenez une marche pour aller le chercher dans une entreprise locale. Dans le contexte d’un confinement, mangez sur votre balcon, commandez à l’extérieur. 

Rester en contact avec les collègues

Il n’est pas possible de les rencontrer en personne, encore le confinement. La technologie actuelle permet des rencontres virtuelles en conférence vidéo ou simplement la voix. Oui les mêmes technologies utilisées pour les conférences.

Communiquer encore plus

Pour le travail à distance plusieurs suggèrent de communiquer plus. Ceci ne suggère pas l’écriture d’un essai, mais peut impliquer de se répéter, informer de votre horaire, des tâches complétées. Restez clair et positif dans vos communications, vous ne rencontrez pas les personnes aussi souvent. Ne laissez pas les autres penser autrement ou comprendre autre chose, soyez clair et optimiste.

Tirer avantage de la situation

Vous êtes à la maison, vous avez accès à votre cuisine, prenez en partie. Vous pouvez avoir pour repas votre plat favori. Avoir votre lasagne maison réchauffée au four. Le reste de pizza restera croustillant comme vous l’aimez. Un sandwich avec du pain frais grillé. Pas ou peu de plat réchauffé aux micro-ondes.

Ne soyez pas plus exigeant que lorsque vous êtes au bureau

Vous travaillez de la maison, dans vos heures de travail habituelles vous preniez le temps de prendre un rendez-vous chez votre médecin, dentiste ou autre, faite de même de la maison. Les règles en vigueur sur votre lieu de travail chez votre employeur restent les mêmes. Consulter les réseaux sociaux ou les nouvelles n’était pas acceptable, la règle n’a pas changé, si au contraire ce l’était c’est similaire.

Établir une routine pour finir le travail

Marquez la fin de la journée de travail par un événement. Faites jouer votre chanson préférée. Allez prendre une marche. Envoyez un message à vos collègues, vous leur disiez bonsoir à la fin de la journée avant de quitter le bureau ! 

Faite un 5 à 7

Sans doute que vous faites des 5 à 7 avec vos confrères de travail. Avec les mêmes outils utilisés pour une réunion virtuelle, faites une rencontre autour de votre boisson préférée. Chacun chez soi et tous ensemble virtuellement. Vous pourrez aussi intégrer des personnes qui travaillent dans d’autres villes, d’autres pays avec cette formule.

Appréciez les avantages, apprenez à vivre dans ce contexte pour le moment

Posted on: March 23, 2020 07:49 AM | Permalink | Comments (7)

The Missing Interview - Entrevue Manquante

En francais🇫🇷
🇬🇧English Here🇺🇸

We all have to go through an interview. We all had an interview for a position, mostly many, sometimes for the same job. You may have also participated in another type of interview for a departure, either by choice or for decreases of work.

We do interviews before hiring a new person to find out more about the individual, their skills and abilities. We are looking for certain skills, a link with the organization, complementarity with the team.

At a departure often an interview will be conducted. We are looking for feedback on the organization. It seems that this type of interview gives positive comments. Many people prefer not to close doors in case of a return to the organization.

Between the two moments, you will probably have evaluation meetings also called performance interviews. This meeting will be used to assess whether you have fulfilled the objectives assigned to you.

During my recent readings, I encountered another type of interview. Each author, in a different context, presents a similar concept of interview with a more or less similar name. All spoke of interviewing of satisfaction, motivation or interest. During this interview, we seek to understand what is the motivation of the individual. It will be necessary to decode the points of satisfaction and non-satisfaction. It will be possible to discover his strengths. But this is absolutely not a moment for evaluation considerations.

The goal is clearly far from an evaluation, it is rather to see what will keep them in the organization, maintain or increase satisfaction, involvement and motivation. It might even be an opportunity to understand how to help get the most out of everyone. In the current context, people are the most important resource in the company or project.

It is a special time to identify what motivates each individual and what can be improved by the project or organization. This kind of meeting will tell you how to invest well in the motivation of your team.

• Want to get the full potential of each person on your team?

• What is the tolerance to lose people in your team?

 

References

Be a Project Motivator : Unlock the Secrets of Strengths-Based Project Management, by Ruth Pearce

Staying Power : Why Your Employees Leave and How to Keep Them Longer, by Cara Silletto

Drive : The Surprising Truth About What Motivates Us by Daniel H. Pink


🇫🇷

Nous devons tous passer des entrevues. Nous avons tous eu une entrevue pour un poste, pour la plupart plusieurs, parfois pour le même poste. Vous aurez peut-être aussi participé un autre type entrevu celle d’un départ, que ce soit par choix ou pour des diminutions de travail. 

Nous faisons des entrevues avant d’engager une nouvelle personne, pour en savoir plus sur l’individu, ses compétences et aptitudes. Nous recherchons certaines compétences, un lienavec l’organisation, la complémentarité avec l’équipe.

Lors d’un départ souvent une entrevue sera réalisée. On recherche des retours d’informations sur l’organisation. Il semble que ce type d’entrevue donne plutôt des commentaires positifs. Beaucoup de personnes préfèrent ne pas fermer de porte, en cas d’un retour dans l’organisation.

Entre les deux moments, vous aurez sans doute des rencontres d’évaluations aussi appelées entrevues de performance. Cette rencontre servira à évaluer si vous avez bien rempli les objectifs qui vous ont été attribués.

Lors de mes lectures récentes, j’ai rencontré un autre type d’entrevue. Chacun des auteurs, dans un contexte différent, présente une entrevue de concept similaire ayant un nom plus ou moins similaire. Tous parlaient de faire des entrevues de satisfaction, de motivation ou d’intérêts. Lors de cette entrevue, on cherche à comprendre ce qui est la source de motivation de l’individu. Il faudra décoder les points de satisfactions et de non-satisfactions. Il sera possible de découvrir ses forces. Mais ceci n’est absolument pas un moment pour des considérations d’évaluation. 

L’objectif est clairement loin d’une évaluation, c’est plutôt de voir ce qui permettra les conserver dans l’organisation, de maintenir ou augmenter la satisfaction, l’implication et la motivation. Ce pourrait même être une occasion de comprendre comment contribuer à obtenir un maximum de chacun. Dans le contexte actuel, les personnes sont la ressource la plus importante dans l’entreprise ou dans le projet. 

C’est un moment privilégié pour identifier ce qui motive chaque individu et ce qui peut-être amélioré par le projet ou l’organisation. Ce genre de rencontre permettra de bien investir dans la motivation de votre équipe.

 

·      Souhaité vous obtenir le plein potentiel de chacune des personnes de votre équipe?

·      Quelle est la tolérance à perdre des personnes dans votre équipe?

 

Références

Be a Project Motivator : Unlock the Secrets of Strengths-Based Project Management, by Ruth Pear

Staying Power : Why Your Employees Leave and How to Keep Them Longer, by Cara Silletto

Drive : The Surprising Truth About What Motivates Us, by Daniel H. Pink

 

 

Posted on: September 10, 2019 07:33 AM | Permalink | Comments (4)

Powerful Form of Professional Development

Continuous education comes in many shapes, forms and flavours. We now have so many ways to learn. We all share one goal, increases our value by additional knowledge. 

Since childhood, we have been learning. First by listening and looking at others and doing the same, our first step, our first word. We have increased our way of learning since that age. What are the other forms of learning?

The first that comes to mind is formal classroom education. The education format most of us experience since 1st grade. Where one teacher would talk to a group of students. Those classrooms could be from a few people to a few hundred in higher degrees. You may have experienced it also for specialized training, seminars or conferences.

Then there is a series of ways we learned, by coaching, mentoring, e-learning, communities of practice. Just to name some of those we all have been exposed to.

Recently I was invited to a book launch by a friend, the co-author. The book “Collaborer et agir - Mieux et autrement” was presented, it would translate to “Collaborate and act—better and otherwise.” The event was not only that the book was launched, but some simulation of co-development was proposed for a better understanding of the kind of learning that the book promoted.

So I was exposed to a different format call, “Professional Co-development”. Developed in the 1990s by Adrien Payette and Claude Champagne from Montréal, Québec. It seems to be taking more and more places. The approach was to valorize experience and use the multiplying strength of a small group.  

I don’t plan to fully explain the extent of this training approach here. But here are a few key parts.

How is the group form?

A small group of people is formed, less than 8 is suggested, with an animator/facilitator. They will have meetings at a regular frequency, once or twice a month or other agree on frequency. The meeting duration is a few hours, long enough to have a complete discussion on the subject chosen by the “client”, typically 3–4 hours. Those meetings need to place each participant as the “client” at one time, so it could take close to a year.

All is governed by some rules. The first is trust, so that can influence the group creation. The content of the meeting needs to be confidential. Participants need to be willing to share an experience.

So, the group can be formed by Project Manager involved in different projects. It could also be a mix of various managing people in a single project. 

How is it done?

In turn, each participant takes the demanding role (client) explaining what it is they want to improve/solve for the meeting. The other members of the group would then act as “consultants” to help solve the problem presented or in improving the aspect of the practice that was identified by the “Client”. Not to forget, there is a facilitator to ensure positive group dynamics.

The meeting agenda is composed of 7 steps clearly defined. That is the role and responsibility of the facilitator, to follow the steps and respect the time-space.

Benefits?

Like any other form of training, there are multiple. Some that I found the most interesting are the team building, for the organization. Learn how to better ask questions and listen to the answer. Since the problems presented are real, the solution finding principle is very valuable.

That simple?

No, not really, many books were written first by the coauthor of the approach and then a few others. It is a well-organized type of training that includes many rules and steps all well documented.

That was just to get you exposed to this training concept, “Professional Co-development”. This is far from a complete explanation. Hope you discover the basis of this innovating approach to learning.

Posted on: April 10, 2019 09:21 AM | Permalink | Comments (9)

Coaching with positive feedback! WRONG

In a recent article, I have seen that on the contrary. We might be pushing our ways instead of encouraging the individual to develop a personalized way.

Communication is one of the keys to project success. We give feedback to our team members or peer. It is often said to give constructive feedback. 

A recent study from Marcus Buckingham and Ashley Goodall published by HBR (Harvard Business Review) question the bias we put into it and the efficiency in the improvement of people skills.

Have a look at the article The “Feedback Fallacy”. 

What have you learned? Do you plan to change the way you help your team grow?

 

See - https://hbr.org/2019/03/the-feedback-fallacy

 

Posted on: March 24, 2019 04:39 PM | Permalink | Comments (4)

The Power of Connection with Vikas Narula

This is a conference I have much enjoyed last year. 

Vikas Narula - The Power of Connection - Bridging the Divide

Talk about the difference between corporate hierarchy organigram and organization real communication network. With an excellent way to present those network.

Hope some of you will find this presentation inspiring.

What is your preferred point in the presentation?

Posted on: January 07, 2019 04:34 PM | Permalink | Comments (5)
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