The project management field out there is pretty crowded out there. Its no longer enough to be just really good at what you do. You have to be more. It’s no longer build it on time, on scope and budget. You have to add value over and above the normal requirements of project managers. So how do we add value? How do we stand out in the crowd? How do we get recognized in this very crowded field? Our speaker will get us thinking about what we can do to innovate our careers and get to the next level.
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Techniques & Steps to Help Business’s Frame Vision, Cascade Objectives, Respond to Escalations & Realise Benefit Flows
Increasingly descriptions of the PM role and PMO responsibilities emphasis projects are investments and participants must support all things benefits. For example the 6th Edition of the PMBoK-Guide®’s description of the project manager discusses “…[and] may also be involved in follow-on activities related to realizing business benefits (pg51)” Whether or not the PM is ’involved,’ the PMBoK-Guide does not provide any Tools or Techniques by which: we can facilitate business leaders to crystallise “what we will see and experience when benefits are flowing in a desired future.” If, as diligent experts we are to support benefits then the responsibilities of the PM must include interacting with the business at each the end of the project life cycle. To do this, we need competencies – knowledge & behaviours we practice to develop skills.
Social media, has not only introduced more communication methods but has influenced communication preferences (e.g. text, chat, or video calls) and caused shifts in communication styles (emoticon anyone?) Where picking up the phone to get a quick answer to a question used to be commonplace, many people now steer away from the phone in favor of email. Studies indicate that many professionals are no longer comfortable picking up the phone to make a work related call. We will explore how communication behaviors and preferences have changed, and examine how these changes create both opportunity and risk in our projects. From there we’ll discuss ways this impacts our current project communication plans, and explore ways to adjust our communications to be more effective. Finally we’ll share some practical communication tips.
Según el reporte PMI Pulse of the Profession 2018, aproximadamente el 50% de los proyectos no llegan a cumplir con el presupuesto original ni con el tiempo establecido para su ejecución, monitoreo y cierre. Casi 47% de estos proyectos sufrieron corrupción de su alcance original, siendo considerados como un fracaso en su gestión integral. Son estadísticas que alertan a la disciplina de la dirección de proyectos a tomar acciones inmediatas para su mejora. La auditoría aporta un valor significativo en la gestión del ciclo de vida de un proyecto, desde sus fases de conceptualización y pre-factibilidad, hasta su transición a la operación y medición de generación de valor mediante la gestión de realización de sus beneficios. Dicha relevancia es evidenciada, al incluir a la auditoría como una herramienta y técnica en algunos de los 49 procesos descritos en el PMBOK. No obstante, en la actualidad no existe un estándar de auditoría claramente difundido y entendido en la comunidad de Dirección de Proyectos, que brinde lineamientos claves sobre que documentos y técnicas lúdicas pueden contribuir en la detección de anomalías en cualquier punto del proyecto y sobre cualquier área de conocimiento, y que permita establecer acciones correctivas/preventivas previo al fracaso. Como consecuencia, es de vital importancia transmitir a los directores de proyectos la necesidad de aprender nuevas herramientas analíticas de auditoría, que les permitan evaluar el desempeño general en la administración de un proyecto, con el propósito de garantizar el éxito en la consecución de sus objetivos alineados a los beneficios esperados por la organización ejecutora.
“Work expands so as to fill the time available for its completion” – Cyril Northcote Parkinson - A brilliant satirical essay published on November 19, 1955 in The Economist magazine begins with this quote that is so often seriously called law. That is not a law, and no work is required to occupy all the time allotted to it. In this webinar we are going to discuss some ways to beat the so called law and deliver products faster.
You already know and use project management software, and have your favorite. You’ve even expanded into some specialty software for tracking risk management or portfolio management. You have software for tracking your budget, resources, and doing complex Gantt charts. Those are all really good and helpful. But what about all the other tech tools out there?
What is effective communication and what are the practices that make it possible? This webinar answers these questions by sharing an uncommon understanding of the three C’s (Communication, Collaboration, and Cooperation) and demonstrates how these practices can be leveraged to produce highly effective communication and consequently high-performing project managers, and a greater capacity to deliver successful projects.
What should you do to ensure lasting change in your organization? George Trachilis, Shingo Research Award winner, explains this is as easy as 1-2-3. However, it is not simple. It requires understanding your true potential as a leader and transferring the same challenge to your students.
Graf von Moltke was a Prussian Field Marshal who developed a rather genius, and simple, method to stack up his generals based on intelligence and initiative (or lack thereof.) The smart & lazy rose to the top because they made the right thing happen, at the right time and found the easiest way to do so. Marshal your projects (pun intended) and take control of your life! In this webinar, we'll go over strategy, tools and tactics for creating your own scalable project delivery system.
Nowadays, when technology helps us to manage repetitive tasks faster and better, our role as project, program or portfolio managers changes and requires us to become better leaders, leaders who inspire the teams we work with. A leader who inspires team members not only tells their members that they are deeply dedicated to the customer experience. The leader must demonstrate this commitment and passion in every meeting, presentation and how he handles customer issues. The leader's behavior must inspire employees to act in the same way. A leader who inspires the people around him is not related to a title, a role, or a position in the organization chart of an organization. Rather, it is a person's ability to determine the people they work with to achieve the performance and success they are lately capable of, and to demonstrate the qualities that employees will pursue through their own choice - passion, purpose, trust and dedication. of the meanings of their role in the teams in which they carry out their activity.