George LewisProgram/Project Manager| DXC Technology CompanyHeredia, Costa Rica
I read an article around this and I think this is a very complex topic, you have to be able to Lead yourself to a better performance and ensure you can be successful has a project manager.
Think you can achieve that? What about Leading each one of your resources to have better performance? Is this a PM responsibility? I think it is, but this is very difficult in today's project management organizations.
The article I read says that employee development is a critical part the job as a "project" manager but to find the time and money to train PM resources challenging.
How do you do it in your day to day while in complex projects? Saving Changes...
I would expect that I'll be partnering with functional managers when it comes to developing skills for team members, but as a PM, I can certainly try to provide opportunities for team members to grow through stretch activities. Understanding what your team members' goals and career aspirations are is a good practice.
Kiron
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2 replies by George Lewis and deepak singh
Aug 19, 2018 11:35 AM
George Lewis
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Hi Kiron - I get it, partnering with functional managers, but more specifically how would you do that? Will that be part of your project plan to involve these functional managers?
Aug 21, 2018 6:59 AM
deepak singh
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I second this thought and strongly believe that PMs are custodian and responsible for creating an env within Project where team members feel that the assigned tasks are more then tasks but an opportunity for them to grow and learn.
-Trust people with working on what are they passionate.
-Promote employee development.
-Assign challenging work.
....e.t.c
Above are only examples of how to let lead your team to butter performance.
Do not forget the PMI-talent training which says there are a balance of "technical project management", "strategics and business management" and "LEADERSHIP"
which we have to concentrate in our case.
BR,
Mansour
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1 reply by George Lewis
Aug 19, 2018 11:37 AM
George Lewis
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Hi Mansour - Just to confirm you're saying to "Trust people with working on what are they passionate" is enough for a better performance? so if they project isn't what they most like, it's ok for a low performance?
Saving Changes...
Drew CraigSr. Agile & Product Coach| VanguardPhiladelphia, Pa, United States
George, please link the referenced article.
Agreed on your opinion. The project manager does, in fact, play a role in the guidance and leadership of team members. Kiron also brings a good point, partnering with their functional manager.
Extract: "Are your employees meeting their goals? Is their work improving over time? Understanding where your employees are succeeding--and falling short--is a pivotal part of ensuring you have the right talent to meet organizational objectives. In order to work with your people and effectively monitor their progress, you need a system in place. The "HBR Guide to Performance Management" provides a new multi-step, cyclical process to help you keep track of your employees' work, identify where they need to improve, and ensure they're growing with the organization. You'll learn to: Set clear employee goals that align with company objectives; Monitor progress and check in regularly; Close performance gaps; Understand when to use performance analytics; Create opportunities for growth, tailored to the individual; Overcome and avoid burnout on your team. Arm yourself with the advice you need to succeed on the job, with the most trusted brand in business. Packed with how-to essentials from leading experts, the HBR Guides provide smart answers to your most pressing work challenges."
Saving Changes...
George LewisProgram/Project Manager| DXC Technology CompanyHeredia, Costa Rica
Aug 19, 2018 8:56 AM
Replying to Kiron Bondale
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George -
I would expect that I'll be partnering with functional managers when it comes to developing skills for team members, but as a PM, I can certainly try to provide opportunities for team members to grow through stretch activities. Understanding what your team members' goals and career aspirations are is a good practice.
Kiron
Hi Kiron - I get it, partnering with functional managers, but more specifically how would you do that? Will that be part of your project plan to involve these functional managers?
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1 reply by Kiron Bondale
Aug 21, 2018 6:42 AM
Kiron Bondale
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I'd make it part of the people part of my PM plan for sure, but outside of such "formal" documentation, I'd view that as part of the expectation management I'd do in my preliminary meetings with the functional managers...
Kiron
Saving Changes...
George LewisProgram/Project Manager| DXC Technology CompanyHeredia, Costa Rica
Aug 19, 2018 9:25 AM
Replying to MANSOUR THABET ALQUBATY
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-Trust people with working on what are they passionate.
-Promote employee development.
-Assign challenging work.
....e.t.c
Above are only examples of how to let lead your team to butter performance.
Do not forget the PMI-talent training which says there are a balance of "technical project management", "strategics and business management" and "LEADERSHIP"
which we have to concentrate in our case.
BR,
Mansour
Hi Mansour - Just to confirm you're saying to "Trust people with working on what are they passionate" is enough for a better performance? so if they project isn't what they most like, it's ok for a low performance? Saving Changes...
George LewisProgram/Project Manager| DXC Technology CompanyHeredia, Costa Rica
Hi Mansour - More specifically how do you "Promote employee development"? this is the real question here, can you expand? Saving Changes...
George LewisProgram/Project Manager| DXC Technology CompanyHeredia, Costa Rica
Hi Mansour - Just to confirm you're saying to "Assign challenging work" is enough for a better performance? so if they project is challenging or complex enough they will perform better? Saving Changes...
1)Steve Jobs said "People with passion can change the world"
It might be found there is one or two of the team members who their project are not what they most like then PM should lead/coach/mentor those exception team members.
( However think about the advantages when a certain team member do what he likes.).
2) Learn new skills and personal growth plus (reward/recognition/motivation) can be a sample of promote of employee development.
( There are about 5-6 famous theories about motivation only)
3) Assign challenging work is a type of team encouragement to achieve better performance ( Chinese used this in most of their projects), however if the project is more complex then there are again steps for solution but should be identified at early phase of the live cycle of the project (Expert judgment too is one of the most famous tool).
Finally the characteristics of servant leadership consider above steps and encourage what is called "collaborative team" which is famous terminology in Agile.
BR,
Mansour Saving Changes...
George LewisProgram/Project Manager| DXC Technology CompanyHeredia, Costa Rica
Aug 19, 2018 10:22 AM
Replying to Drew Craig
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George, please link the referenced article.
Agreed on your opinion. The project manager does, in fact, play a role in the guidance and leadership of team members. Kiron also brings a good point, partnering with their functional manager.
Extract: "Are your employees meeting their goals? Is their work improving over time? Understanding where your employees are succeeding--and falling short--is a pivotal part of ensuring you have the right talent to meet organizational objectives. In order to work with your people and effectively monitor their progress, you need a system in place. The "HBR Guide to Performance Management" provides a new multi-step, cyclical process to help you keep track of your employees' work, identify where they need to improve, and ensure they're growing with the organization. You'll learn to: Set clear employee goals that align with company objectives; Monitor progress and check in regularly; Close performance gaps; Understand when to use performance analytics; Create opportunities for growth, tailored to the individual; Overcome and avoid burnout on your team. Arm yourself with the advice you need to succeed on the job, with the most trusted brand in business. Packed with how-to essentials from leading experts, the HBR Guides provide smart answers to your most pressing work challenges."
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1 reply by Drew Craig
Aug 21, 2018 6:26 AM
Drew Craig
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Thank you, George!
Saving Changes...
Pier Luigi CalabriaProject Manager| INFORM Institut für Operations Research und Management GmbH, Aachen, GermanyAachen, Germany
Transparent and timely communication. Share also your feelings, if the people are supposed to do a non-interesting activity, don't lie and tell them "I understand that this is not such a nice activity to do".
The emotional side is crucial too. Saving Changes...
