Female Element

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Female Element blog is about experience and current trends in project management, digitalization and agile organizational transformation seen by eyes of a woman. Why to distinguish such view? Female and male brain operates differently and we may have various interpretations for the same situation. Female leadership is a thing and should be recognised. But mostly because more inclusivity for women is good for all aspects of business and we still have way to go.

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Seeking work-life balance

Categories: Agile, Leadership, Leadership

Thank you for your comments on my last post about interviewing for a new job and relocation to Europe! I

have joined my new team and became fairly busy for the last couple of months. Starting a new job can be easily overwhelming, it involves not only the new processes and organization to learn, but also to build your network, dive into the company culture and keeping up with existing teams. How to restore the work-life balance then?

My assignments can be characterized as management of large organizational changes and as such is never done. My to do list is always full and I could easily stay occupied from early morning till late hours every day. But that is not what is happening. As mother of three kids, I see reaching a work life balance as a must.

I also realize a lot of pressure on women, particularly mothers, who want to provide their care to their families and at the same time to keep up with their career and develop professionally. Unfortunately they are often facing unwanted judgmental comments whether they are dedicated either enough to their families or to their jobs. I’ve been there. But after all that does not matter as long as you’re able to find the balance that makes YOU happy!

I would like to share few tricks that may help.

Set boundaries to manage your time

My experience is that once I mentally admit to myself that I can work long hours, evenings or weekend, it happens in a second. Any free space in my time that I’m willing to dedicate to work is immediately filled up. How to get out of this? Set yourself boundaries and keep your spare time for urgent matters only. Treat them as exception, not a standard. It is hard, requires a lot of self-discipline, but it is definitely helping.

Delegate and orchestrate rather than manage and control

Centralized decision making creates bottlenecks. Is it easier to save discussions and just do it by yourself? In certain situations for sure. Does coaching and mentoring your team consume time and energy? Yes indeed. But from a long term perspective, empowered teams not only foster intrinsic motivation of the team members and deliver better results, it also helps people to grow professionally and increase their skill maturity. All these aspects then ultimately helps to manage the workload.

Prioritize and minimize number of your work in progress items

When it comes to prioritizing and delivering items on the to-do list, I use approach borrowed from agile practices – focus on the necessary things to avoid gold-plating, create the outputs when they are needed and gather early and often feedback from your stakeholders to adjust quickly and prevent rework.

It is necessary to admit that certain things will never get done. Not because you skip them due to the lack of time. The reason often is that priorities change over time, stakeholder requirements are altered after seeing a first draft or certain discussed concepts are later abandoned after digging in more detail. Keeping you to-do list verified with your stakeholders helps to spending time on items that are really critical for success and overall helps you to deliver the right outcomes.

 

What is your experience with seeking work-life balance? Looking forward to hear your tips!

Posted on: April 26, 2019 05:13 AM | Permalink | Comments (14)

Should corporations learn from non-profits on team leadership?

My most recent experience with project management is in non-profit environment where all of our team members are volunteers. Working with volunteers on long term assignments bring many specific challenges and opportunities yet I believe there are principles that may be transferred to a corporate world to benefit both individuals and companies. 

Selection of the project management approach

The decision to select agile project management methods was easy. Purpose of our work was to realize a new product vision. We needed to keep flexibility,  create ability to adjust quickly and manage progress by learning market feedback. 

Another reason came from nature of volunteering - volunteers may leave the project any moment, so we needed to manage the work by assigning small, understandable tasks within short time intervals (sprints) that required  minimum oversight and were possible to be completed shortly. 

“Agility plays a central role in the organization of the future, as companies race to replace structural hierachies with networks of teams empowered to action”, 2017 Deloitte Global Human Capital Trends Study.

We would not have a chance to finish our project without agile approach. Companies seem to have a choice and that may slow them down. Is it possible to see any new product release or upgrade as a task for empowered, self-sufficient team that wants to succeed while not relying on a big company behind their back?

Motivation and engagement of the team members

Our whole team consisted of volunteers. Volunteers dedicate portion of their free time to give back to communities and support their cause. They are driven by their passion and willingness to learn new things. They are also professionals who are glad to acquire new skills and use their expertise and experience to make the project a success. 

Employees in organizations are indeed not volunteers. They operate within their range of responsibilities, yet they are expected to deliver innovations and continuously improve their operating processes. How to unlock potential of employees and support their professional growth within an organization? We’ve used a free volunteering marketplace to offer professionals to learn new skills, get practical experience and grow with us. Our project culture is open minded, transparent and empowering.

True talent development in a corporate environment should not be different, it requires to take the risk and enable employees to try new tasks and step outside their comfort zone. I like this example of large organization change, source McKinsey interview with ING leadership management on their agile transformation:

“We requested everyone to reapply for a position in the new organization. This selection process was intense, with a higher weighting for culture and mind-sets than knowledge or experience.... nearly 40 percent are in a different position to the job they were in previously.”

Non-profit organizations and corporations don’t seem to have much in common, but that’s just the first sight. Both models seek operating efficiency, results, effective dealing with limited resources and delivering innovation to better serve their customers or communities. 

Thanks for reading this! 

 

 

 

Posted on: October 09, 2018 08:41 PM | Permalink | Comments (21)
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