Project & PMO Manager | Research & Enterprise Mentor| GFB HoldingSouth America, Brazil
There is a time when we need support, guidance, and experience from others. But once we get through that challenge, it is our turn to give back. Our lessons learned become valuable when we share them, when we tell the story, explain what worked, what didn’t, and help others navigate their own challenges. Knowledge should not stop with us.
If your experience can help someone move forward faster, why keep it to yourself?
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Priyanka KathiresanDigital Project Manager| ConsertusBoston, MA, United States
One of the biggest lessons I’ve learned is that a PM’s influence can extend far beyond the authority they formally hold. The information they bring to the table can shape how a decision maker views a situation; they can influence the sequence in which work gets done, break down complex problems into actionable tasks, and assign those tasks precisely to the right owners. All of this comes with a tremendous amount of responsibility and, in most cases, nobody sits down and teaches you that these are things you’re expected to do, let alone how to do them well. You have to develop that awareness, judgment, and influence largely through experience. Saving Changes...
Here is another issue: sometimes lessons learned are shared, but the team does not take them into consideration and prefers to reinvent the wheel or learn through experience. Saving Changes...
A successful Project Manager does more than plan tasks and meet deadlines. They must also know how to lead people, communicate effectively, and help their team work together. The article by Johanna Rothman focuses on strengthening leadership skills through three important practices: Effective communication: Listen carefully, share information clearly, and make sure everyone understands the project's goals. Facilitative leadership: Help team members solve problems, make decisions, and work together rather than simply giving orders. Human-centered leadership: Understand team members' needs, respect their ideas, build trust, and encourage collaboration. What is the main lesson? A good Project Manager is not just someone who manages work; they are someone who helps people succeed while achieving the project's objectives. Would you like me to help you write a professional response to this article that you can send to your Project Management Institute (PMI) community or colleagues? Saving Changes...
A successful PM is not just someone who tracks actions and schedules meetings. Their real value lies in connecting people, information, and priorities so that decisions can be made with confidence and work can move forward efficiently. This level of influence carries significant responsibility. Yet, few people are taught how to build consensus, navigate complex situations, or guide stakeholders toward the right outcome. These are capabilities that are usually learned through firsthand experience and continuous refinement over time. Saving Changes...
Program Manager| HARPER SRLSanto Domingo / Distrito Nacional, Dominican Republic
I've learned quite a few lessons the hard way over the years, and I'm more than willing to share them, including the mistakes and decisions I would approach differently today. Through mentoring, I've realized that sometimes the experiences we consider ordinary can be incredibly valuable to someone facing a similar situation for the first time. I also think it's important to share the context behind those lessons, because what worked for us may not work exactly the same way for someone else. The goal is to help others make better-informed decisions, not necessarily follow the same path we did. Saving Changes...
I fully agree that sharing lessons learned helps others move faster, but I've also seen the other side. In my career I've watched someone hand over all their knowledge and then get let go right after. That's what happens in a toxic culture, and in that kind of environment I understand why people become protective and hold things back. They're scared of losing their jobs.
But it backfires. When knowledge gets hoarded, the whole company becomes slower and less dynamic. Everyone ends up fighting for position instead of moving forward together.
In a healthy culture, people share without hesitation because they know they'll get knowledge back from others with the same open attitude, and the whole organization benefits. So before you decide how much to share, I'd assess whether your company's culture actually rewards it. Where it does, share generously. Where it doesn't, that's the real problem to solve. Saving Changes...
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