Leadership in projects is dynamic and alternates between actors. This presentation on the award-winning study of leadership reality in projects and its resulting theory of balanced and horizontal leadership outlines project-specific approaches to leadership. These include temporary appointments of horizontal leaders, as well as the dynamic assignment (i.e., the balancing) of leadership authority to the best possible leader in different situations. To that end, it outlines a framework including recently identified types of leadership and their situational contingencies. This includes the five events that make up horizontal leadership in projects. These are nomination of team members, identification of potential leaders, selection and empowerment of leaders, empowered leadership and its governance, as well as leadership transition. Moreover, the presentation addresses the coordination of these events through the socio-cognitive space, and the dynamic assignment of leadership authority to the best possible leader at a time, which is known as balanced leadership.
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When writing Acceptance Tests, we respond to requirements and essentially turn them into scenarios that can be specified, tested, and then implemented. However, sometimes requirements are stated in a way that make the scenarios too large for effective testing and development. This webinar will investigate why this is, suggest techniques that can be used to decompose them into smaller scenarios, and demonstrate this using a real-world example of a complex business rule.
How do project teams overcome differences to adopt a design plan that strikes a balance between short-term affordability and long-term adaptability? Hear how a formal framework for design flexibility on the front end encourages greater communication among project team members, helps avoid risks and reduce costs, and improves efficiency. While the uncertainties of the future will always be present, capital project teams can manage potential change more effectively by adopting these principals and designing for evolvability.
Project learning is a vital prerequisite for innovation as it directly contributes to project and organizational capability development. As more organizations become project-based, there is an emergent need to understand how these organizations can overcome challenges of disruptive learning cycles caused by project temporality and employee mobility. Project learning occurs on the individual, team, and organizational level. Individual learning happens through intuiting and interpreting, learning by doing, experiencing using metaphors and cognitive maps. Team learning occurs through the integration of individual learnings, which result in shared understanding and mutual adjustment of mental models.
How can Business Analysis professionals working on agile projects be champions of business value? This session will share the journey of why business analysis is needed on agile projects and will highlight some effective techniques that help business analysis professional can accelerate the generation of business value across the enterprise.
Innovation is the process of translating an idea into a good or service that creates value or for which customers will pay. Invention is not innovation, as invention is coming up with a great idea and innovation is executing & testing a great idea, prototyping, delivering and getting it to spread!
Every project and team is under immense pressure to get requirements done fast, yet we continue to use the some of the slowest practices to get requirements done. This results in scope creep, changing requirements, and poor quality solutions that ultimately may not be what the users truly need. This session will look at techniques and processes that deliver requirements faster and with better quality.
Many stakeholders think once they’ve provided the vision of their solution, the project team should go away and give them what they’ve asked for. During this presentation we provide tips and techniques for not only for defining the real need, but for asking the right questions to uncover expectations.
Many organizations, including Project Management Institute (PMI), have performed studies to identify main reasons behind challenges and failures in projects. Although very often low quality of requirements as well as stakeholder management were among the top causes, the main reason behind all of them is ineffective communication.
Business analysis is a critical component for successfully implementing organizational change. When business analysis is properly planned for and incorporated into the work performed to support portfolio, program, and project management, research shows that success rates soar. Yet many organizations underutilize their business analysis resources leaving those performing the work a bit frustrated and desiring to demonstrate their value further.