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Need help with forming criteria for short-listing people for a project
Hello all,

Hope you are doing well.

I recently joined a local non-profit NGO. The project which I am a part of is about 'Capacity building of women peace architects in the peacebuilding process.' In this, we have to choose and select about 50 women peace activists (WPAs) from 05 local districts.

I have searched the internet for different criteria/factors for selecting people for top 10/20/30 lists but have not found much.

I want to ask you guys for help regarding this. How should I go about forming a criterion or list of factors to choose 50 such women? Please help.

Thanks.
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This is not a PM-related topic. You may need to consult with subject matter experts.
Waqar,

you are looking for volunteers, people who are enthusiastic about the target of your NGO. And who think they can bring something, some capabilities to the table. So you need to clarify for yourself what kind of features you are looking for in each of the WPAs.

On top of that, in building teams, you might want to ensure that the teams (5 teams, 1 in each district) are diverse and have all kind of needed capabilities in them. One way is to use the 7 temperaments of the HUMM method. Each of us has 2-3 strong temperaments and you want to make sure that the team has all temperaments covered.
https://www.linkedin.com/posts/thwalenta_t...7025745920-MJZl

Building a team that performs well for a given task is indeed an important task for a project manager. It includes finding out the needed capabilities, look for and select the suitable humans and install team trust, cohesion and ground rules. Further down the road monitor the team performance and mood, fill gaps in capabilities (with a team of 120 I had interviews every week) and nurture the team with feedback, celebrations and your support. In the end, debrief them, help them find a new project, thank them and celebrate.
You were successful if they ask you to be on your next project.

Thomas
...
2 replies by Ojo Ayokunle Dolire and waqar ahmed
Jul 26, 2022 4:49 AM
waqar ahmed
...
Thanks a lot for your detailed comment.
Sep 28, 2022 12:10 PM
Ojo Ayokunle Dolire
...
Quite insightful.
I align my thought without reservation. It is an excellent approach to kick-start.
This is a fascinating project and a very relevant one. In addition to Thomas’s thoughts above, the characteristics/quality of the architects that you are going to select need to be aligned with your NGO’s mission/vision/goals/objectives. I presume that the architects will represent or carry out the objectives of the NGO as part of their role? Best wishes!
Waqar -

Start with the requirements for the project to get an inventory of required skills and experience. From there, you'd want to look at any specific hard or soft skills which will be needed to be successful.

Kiron
I agree with Arlene, you should determine the qualities and characteristics most valued by your organization for an architect of peace, and based on this, create your top list.
Waqar

First, start with the Job Function Requirements and Qualifcations required. Screen the first batch based on overall requirements.

Second group, screen them based on years, depth and diversity of experience.

Hope this helps.

RK
...
1 reply by waqar ahmed
Jul 26, 2022 4:50 AM
waqar ahmed
...
Brilliant tips sir. Thanks a lot.
Jul 25, 2022 9:26 AM
Replying to Thomas Walenta
...
Waqar,

you are looking for volunteers, people who are enthusiastic about the target of your NGO. And who think they can bring something, some capabilities to the table. So you need to clarify for yourself what kind of features you are looking for in each of the WPAs.

On top of that, in building teams, you might want to ensure that the teams (5 teams, 1 in each district) are diverse and have all kind of needed capabilities in them. One way is to use the 7 temperaments of the HUMM method. Each of us has 2-3 strong temperaments and you want to make sure that the team has all temperaments covered.
https://www.linkedin.com/posts/thwalenta_t...7025745920-MJZl

Building a team that performs well for a given task is indeed an important task for a project manager. It includes finding out the needed capabilities, look for and select the suitable humans and install team trust, cohesion and ground rules. Further down the road monitor the team performance and mood, fill gaps in capabilities (with a team of 120 I had interviews every week) and nurture the team with feedback, celebrations and your support. In the end, debrief them, help them find a new project, thank them and celebrate.
You were successful if they ask you to be on your next project.

Thomas
Thanks a lot for your detailed comment.
Jul 25, 2022 11:06 PM
Replying to Rami Kaibni
...
Waqar

First, start with the Job Function Requirements and Qualifcations required. Screen the first batch based on overall requirements.

Second group, screen them based on years, depth and diversity of experience.

Hope this helps.

RK
Brilliant tips sir. Thanks a lot.
Jul 25, 2022 9:26 AM
Replying to Thomas Walenta
...
Waqar,

you are looking for volunteers, people who are enthusiastic about the target of your NGO. And who think they can bring something, some capabilities to the table. So you need to clarify for yourself what kind of features you are looking for in each of the WPAs.

On top of that, in building teams, you might want to ensure that the teams (5 teams, 1 in each district) are diverse and have all kind of needed capabilities in them. One way is to use the 7 temperaments of the HUMM method. Each of us has 2-3 strong temperaments and you want to make sure that the team has all temperaments covered.
https://www.linkedin.com/posts/thwalenta_t...7025745920-MJZl

Building a team that performs well for a given task is indeed an important task for a project manager. It includes finding out the needed capabilities, look for and select the suitable humans and install team trust, cohesion and ground rules. Further down the road monitor the team performance and mood, fill gaps in capabilities (with a team of 120 I had interviews every week) and nurture the team with feedback, celebrations and your support. In the end, debrief them, help them find a new project, thank them and celebrate.
You were successful if they ask you to be on your next project.

Thomas
Quite insightful.
I align my thought without reservation. It is an excellent approach to kick-start.
The criteria has to be aligened with the objective, at least in my personal experience in this type of initiatives. For example, do you need to create some kind of influence on the community?

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