Project Management News Digest wk49 2013

NewsDigest

10 Business Benefits of Project Management for SMEs
Paul Naybour explains his view that project management can benefit more than just the traditional big corporates, citing:
  1. Efficient service
  2. Enhanced customer satisfaction
  3. Effective service
  4. Improved team development
  5. Increased standing
  6. Service expansion
  7. Improved flexibility
  8. Improved quality
  9. Enhanced risk management
  10. More client capacity
Take the Gamble out of Project Manager Recruitment
John Williams, founder and lead consultant at ProjExc proposes 8 considerations which together take the gamble out of PM recruitment:
  1. Investment
  2. Don’t compromise
  3. Specification
  4. The role
  5. The person
  6. Pure project management
  7. Induction
  8. Assessment
Project Management to Boom in 2014
With key game-changing trends including collaboration, mobility, unified communications, the cloud and the Internet of everything, companies are compelled to work smarter, and experts see 2014 being the year for effective PM systems.
How Agile and the PMO Can Enrich Each Other’s Existence
Rebecca Leitch explains why she believes Agile and the PMO should be able to look forward to successfully enriching each other’s existence and maximizing their respective value to the enterprise more and more in future.
New PM Coaching and Mentoring Service Launches
PM Answers Club from PM Advisor has launched a unique and extremely cost effective approach to providing much needed coaching and mentoring service for Project Managers whatever their experience.
5 Must Have PM Skills for Every Business Leader
If only all project managers had all 5:
  1. Project planning
  2. Time management
  3. Prioritisation
  4. Soft skills
  5. Ongoing learning
The Marketer’s Alter-Ego: The Project Manager
Raymond Coppinger explains his view as to why marketing and project management go hand-in-hand:
  • The Beauty of the Business Case
  • The Sanctity of Stakeholders
  • The Relevance of Related Projects

Project Manager Recruitment – It Need Not Be A Lottery

PM Recruitment

Recruiting the right project manager (PM) into your organisation is a big decision and often a huge investment, yet all too often the success is largely left to chance.  Prepare and choose wisely, rather than take a gamble, and you will have a much better chance of ensuring that your projects succeed.

In this guest post, John Williams founder of ProjExc PM Consulting takes a look at what you should consider to take the risk out of PM recruitment. Having recruited or helped others recruit, induct and coach hundreds of project managers in many industries he provides a rare insight.

Top 8 Considerations When Recruiting a PM

1. Investment
Do you have a mature project management organisation with structured project management processes and tools? If yes, then you can probably afford to recruit a less experienced (less expensive) PM as you will have have confidence that sufficient structure is in place to ensure success. If you don’t have structured and proven systems in place, then you will need to employ a more capable PM, who also has the experience to choose when and when not to use the relevant tools from their toolkit.

2. Don’t Compromise
Never be tempted to put in place a permanent hire who doesn’t meet your essential needs in the hope that they’ll adapt or get there. Not only would this be a high risk decision for your organisation, but also for the individual as well. Until you find the right person, buy yourself some time and bring in an interim. There are plenty out there!

3. Specification
Involve stakeholders in specifying the role and the ideal person to maximise the chances of putting the right person in post. Those stakeholders will not just be the line manager, but also other senior leaders and resource managers. It is often a wise move to consider what your customers need or expect as well. Consider (or ask) do they use particular PM frameworks/methodologies/toolsets which your PM will be expected to interface with? If your PM is expected to behave internally as a customer champion, this should also have a bearing on what you are looking for.

4. The Role
In recruitment it goes without saying that you need a solid role (or job) description. Honest clarity is essential if you are going to bring on board the right person. The right person will be, and will continue to be, motivated. Remember though the more detailed/rigid the responsibilities the less flexibility you’ll have in the future.

5. The Person
As well as the role, it is really important to specify the type of project manager you are looking for. The hard skills which you need and want is the starting point. Then think about the experiences your ideal candidate will have had. Crucially important as well are the attitudes and softer skills.

6. Pure Project Management
Is your project manager also going to be one of the project resources, or solely focused on project management? In the former case you will probably be looking for industry knowledge. Remember though that the more the project manager will be sucked into the detail of the project, the greater the risk that they will lose focus on their project management responsibilities.

7. Induction
You’ve appointed a great PM with the skills, experiences and personality that you need. Don’t fall into the trap of a half-hearted induction. Make sure that you equip your new PM with the information and tools they need to do a great job from day one, helping them to climb up that learning curve as quickly and effectively as possible. If you can, give them a mentor and/or coach to give them the best possible start. This can be someone internal if they have the skills and time to fulfil the role, otherwise use someone from outside. This relatively small investment will provide a truly significant return.

8. Assessment
Most organisations apply a 3 or 6 month probationary period to new recruits but often don’t apply a structured approach to making the most of it, either for the organisation or for the individual. Independently led regular assessments and reviews during the probationary period will ensure that both parties are held accountable for giving new recruits the best possible opportunity to settle in and prove that they meet expectations.

Next time you are recruiting for this pivotal role don’t forget to consider the above and you won’t go far wrong. If you need any support during the recruitment or settling in of project management professionals, why not get in touch with the team at ProjExc. Good luck!

Project Management News Digest w46 2013

News Digest

Project Management and the Practice of Law
National Law Review
Peter Demuth, Chair of Mintz Levin’s Corporate & Securities Practice, talks about benefits of project management in the practice of law.

Simplilearn Partners With Udemy to Offer PMP Course

Simplilearn the provider of online training and professional certification courses, announced this week a partnership with Udemy to offer its Project Management Professional (PMP) training courses to all Udemy users. Over a million Udemy users can now enjoy Simplilearn’s flagship PMP course with the same high-level service as is offered by Simplilearn.

PM AnswersPM Answers Club: Affordable Coaching & Mentoring for Project Managers

PM Advisor, together with ProjExc PM Consultants have launched an affordable high quality coaching an mentoring service for project professionals, as part of their PM Answers offering.  The unique service provides a secure, first class learning environment, whilst saving time and money.

PMI and Boston Consulting Group Publish Strategic Initiative Management – The PMO Imperative Paper

PMIPMI’s thought leadership series examines how PMOs can become more strategic, shifting their emphasis from process to value delivery while developing their capabilities accordingly.  The series definitively shows that PMOs support the business by helping prioritise issues, identifying potential problems as they emerge, identifying and managing interdependencies, and communicating the right information at the right time, including reporting progress against targets.

Study on Project Intelligence and the Project Management OfficePMO

Oracle Primavera and The Performance Institute this week released their new study The Rise of Project Intelligence: When Project Management is Just Not Enough to help federal clients surmount the changing priorities and regulations born of a challenging political and economic environment.

Risk, Uncertainty, Project Management and New Shoes
If one thing is certain in life, it is uncertainty. We could all do with some help managing risk and options in our lives and understanding how they keep messing up our projects.
The statistics on project management failure are dismal. Either a project fails or it fails to deliver the value promised. In some instances companies fail as a consequence. One of the biggest factors in project failure is ignoring uncertainty and sticking to a rigid plan that has been rendered redundant by change.
Authors Chris Matts and Olav Maassen have a better idea. What if uncertainty is acknowledged as part of reality? Instead of committing to an option or allocating the best resources early on, surely it’s better to build uncertainty into the process.  In this podcast interview they discuss their graphic novel, Commitment – A Novel About Managing Project Risk which outlines a different approach, one they call “Real Options”.

PM Answers just got more interesting

We are delighted to announce that the much anticipated PM Answers Club has launched.

In response to numerous requests for a low cost, great value project manager coaching and mentoring solution PM Advisor has this week launched PM Answers Club.

PM Answers

A unique resource providing project managers with honest advice from renowned experts on their project management issues

All professionals need support to develop and grow from time to time.  Project Managers in particular have a great deal of expectation placed upon them in terms of ability, specific skills and experience.  Increasingly PMs are assigned, despite them not necessarily carrying all of the pre-requisite competence.  Traditionally, in-house mentors have been a major part of the solution, but big business is under increasing pressure to do more with less.  More and more project professionals are working in smaller organisations where there is little or no expert support available.  These factors mean that external expertise is needed.  However competence development budgets are constantly being squeezed, and so there is understandably a need for great value, both in terms of quality, time and budget.

That is where the PM Answers ‘Club’ from PM Advisor can help.  This new and unique service provides a personally blended mix of learning, mentoring and coaching, built from modules of group and individual sessions led by expert PM Advisors.  Sessions are held securely online, and your first Group Learning session is free!  To secure your taster session download and email this application form.

Feel free to contact us if you have any questions.