Posts Tagged ‘management’

Multitasking, good or bad?

We have all heard that some people are better at multitasking then others. My question is; does multitasking help a person complete project tasks successfully in the total time allowed for those tasks? Besides having multiple tasks to complete, there are also phone calls, IMs, emails, meetings and other interruptions that are relatively constant throughout a Project Manager’s typical day.

One habit that most of us face, throughout our lives, is losing focus. Once you are able to consistently focus on one task at a time it will then become easier to conquer this habit. Some things that can help you to stay focused are prioritize tasks, address one task at a time and keep the tasks small. Keeping a task small may involve breaking a large task down to several sequenced smaller tasks. If a critical task surfaces, address it and then go back to the task that you were working on prior to the critical task. If there is an interruption, try and schedule it for a later time, ignore it or keep it to a minimum.

I found the following link interesting on how to identify “bad multitasking” and ways to avoid it. Along with the tips is a podcast.

http://pm411.org/2009/09/29/podcast-episode-047-schedule-killers-bad-multitasking/

Podcast episode 047: schedule killers – bad multitasking September 29, 2009 By Ron Holohan, MBA PMP

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Little bits of time add up to one powerful animal for demonstrating PM skills







The elephant should respect the mouse

 

Time is one of the three key axes of classic project control, along with financial resources and conformance to requirements.   Project managers appropriately put major emphasis on time as displayed on the wall calendar, and great energy is spent on hitting deadlines measured in days, weeks, and months.  When a project comes in on or before a due date, the PM can be justly proud (assuming no major feathers have been ruffled in the budget and quality domains).

Time on the calendar, master schedule, is a something of the elephant in the room when we talk about time in the project context.  But I want to talk a little about the mouse, time as measured in minutes, and how a project manager can put that mouse to work in service of the greater good.  One mouse in particular is an easy one to tame, with a reward – making sure that scheduled meetings end on or before their planned and published end point.

What’s the big deal with a meeting running late?  Happens every day, right?

The big deal is team cohesion.  One of the major duties of the PM is to ensure good communication, and meetings are a vital technique for getting messages to move well between people on a project team.  This gives the PM the powerbase for calling meetings and helping to guide them to productive results.  But when the PM’s meetings run long (and especially when a reputation develops that the PM’s meetings often run over) a few things happen.

First, the team begins to suspect that the PM has not done an effective job of planning the meeting agenda.  This erodes confidence in the project leadership.  Second, the team begins to sense that the PM may not respect the team members time, because a late meeting will usually result in a cascade of lateness after this meeting for them, which can create subtle or perhaps even not so subtle resentment.  Third, and this is particularly the case of the PM does much of the speaking at his or her meetings, the team may begin to feel like the PM is using power in uncool ways — or perhaps if there are other chatterboxes running off at the mouth, and the PM can’t control it, the PM may be accused of being to weak to use power as it should be used.

So, the PM who builds a reputation for always having meetings that run over gets thought of as not worthy of the team’s confidence, as a target of resentment, or as a serial weakling or a serial abuser of authority.  How much harder is it to lead a team to great overall results when the PM is forced to carry this kind of baggage.

Now imagine for the moment the reciprocal – the PM who’s meetings either end spot on schedule, with the work of meeting done, or even more delightful, the meeting that plows through its agenda and winds up done 10 minutes early.  Do this for a few projects, and then see how easy it can be to attract a talent to your team for future projects.  Excited talent.

Now a perfect set of meetings is not going to make up for project that can’t hit a date on the calendar or manage its budget. But getting the little things right is how we build to the big ones.  Take a look at the Mythbusters clip above, which shows that real world elephants show real respect for the real world mouse.  You ask me, this is no accident of nature – respect the mouse – good things will follow.

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Project Teams in Space: The Times Are Changin’ (Again)

What makes for a productive software development office environment?   How much “close” company is too much, and how much isolation and quiet is simply too much?  When is an interruption welcome and needed, and when is it a mental reboot that sets back focus by 15-30 minutes each and every time it hits?  When is management’s new ‘space plan’ about creating great teamwork, and when is it about seeing how many people can be crammed into the smallest number of square feet of costly grade A office space?

As near as I can tell, there are no absolute answers to these questions, just a a series of tradeoffs that each manager needs to evaluate in putting together a plan for how the work environment for their team best goes together.  But while there may not be final answers, there sure are fads and trends. Let me give you a hint – the trend is not heading towards more square footage per person in most places, although there is still a movement afoot to keep the noise to a dull roar in some of the more technically intense shops.  Cara Garretson of ComputerWord put together a nice piece that talks about where these trends are heading just now.  The piece is worth a look.

 

 

Cubicle wars: Best and worst office setups for tech workers

Open office layouts are all the rage these days. But is that how IT folks work best?

By Cara Garretson

ComputerWord 2011

Computerworld – Consider the modern office layout: Open floor plan, lots of common space flooded with natural light, clusters of “pods” with low partitions (or none), all designed to encourage teamwork, boost productivity and — management hopes — improve the bottom line.

That type of office layout looks great on the company’s Web site, and most likely the creative team loves it, but does IT? After all, many high-tech employees prefer to work in solitude, or at least in an environment quiet enough to foster intense concentration for significant chunks of time. Are these trendy open office layouts torture to the techie brain?

To be sure, Web 2.0 has birthed new types of technology employees who depend on — even thrive by — working in groups. Web designers and developers, project managers, system architects, even some software developers are embracing office layouts that encourage interaction. Practitioners of the Agile Software Development movement have even come up with templates for office furniture arrangements that are physical embodiments of the Agile principles of openness and collaboration (see example, below).

On the other hand, asking programmers or network administrators to do their jobs in an open space where noise, distractions and interruptions abound can be akin, for some of them at least, to departmental decimation.

 

Read all from Garretson’s  article here.

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An 8 Step Program for Recovering Micromanagers Like Me

Getting peak performance from a great project team is no mean feat. What can make the challenge particularly intense is a senior and seasoned team, combined with a complex project that requires large amounts of interaction and communication to coordinate effectively. For those PM’s highly skilled in the art of ruthless task management and no holds barred follow-up, it is not hard to let diligent and very necessary pursuit of closure outcomes slip into annoying and counterproductive micromanagement.

Why is this especially a concern with more senior teams? Because many senior people are often much better able to rise to the occasion of contributing to solving hard problems when the team environment both allows and encourages them to do so; and they are often the most likely to get bent out of shape and experience falling productivity when their manager starts to give detailed input on how to spend each minute of day.

I saw a recent blog post that was nicely on point to this issue, from the PM Alliance. I excerpt it below, but the slightly longer piece is worth the read as well here.

Credit: iStockPhoto.com

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8 Ways to Banish Your Inner Micromanager

By PM Alliance President, April 2, 2011

1 – Stop hovering. If you find yourself peering over a teammate’s shoulder, step back …

2 – Ask fewer questions. That’s right—instead of assuming that you need to request every bit of data you want, you should be relying on your team to keep you informed proactively [and holding them accountable for doing so]…

3 – Delegate more. Micromanagers are famous for giving tasks away without ever really letting go, and sometimes for not giving tasks away at all…

4 – Stick to working hours. Some projects require overtime, but constantly pulling employees’ brains back to work after they’ve gone home is just a variation of hovering…

5 – Empower your team. Are your employees forced to seek approval for every decision, from the big stuff all the way down to day-to-day minutiae? Set up a process that instills responsibility and grants authority based on each staff member’s seniority and experience.

6 – Watch your temper. Getting overly upset or losing your cool with employees is a classic sign of a micromanager. It frequently leads to hovering and incessant questioning, both of which you want to avoid. When you feel something isn’t going well, stop. Take a minute, gather your composure…

7 – Take mistakes in stride. Glitches are the siren song of the micromanager—they make it easy to doubt your team’s abilities, assume you have to do everything yourself, and generally make life miserable for those around you. Remember that mistakes happen to the best of us…

8 – Don’t let your boss bring you down. If your boss is a micromanager (or perhaps just a difficult personality), you may find yourself offloading stress by funneling your frustration and anger into your team. It’s a tough position to be in, but you somehow need to separate the way you’re being treated from how you treat your team…

 

As I said at the start, this is just an excerpt; the whole article is worth reading at: http://it.toolbox.com/blogs/project-management-tips/8-ways-to-banish-your-inner-micromanager-45275 BTW, the PMAlliance, Inc. is a project management consulting, project management training and project office development company that helps Fortune 1000 companies improve the execution of their mission-critical projects.

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Check this box if you think you are exempt…

Building software is hard! There are minefields everywhere…and if you don’t get the basics right the project is going to explode. Everyone hide in the bunkers right now, because when I say ‘the basics’, the basic that is the topic of the day is TESTING. Just because the letters QA are nowhere to be seen in your job description you are not exempt from the responsibility/accountability.

Now that I have your attention, I promise no more military references. But I also promise that reading on will force a gut check of your testing awareness. Today is a re-blog and it’s an oldie but goodie. One of those that makes you laugh lightly when you read it, but deep down in your core you know most of it rings true and hints at your organization’s flaws. Its title: The Joel Test: 12 Steps to Better Code implies that that the target audience is developers…but those of us who are always on the lookout for motive know that the post was likely intended to be used as ammunition (sorry… incentive)for PMs to get budget to upgrade their defect tracking software or hire another testing resource.

More thoughts on this blog:

• Giggling at the Netscape references may date you.

• The writing style is entertaining enough that your peers will read it all the way through and so will your developers, after which they will initiate much conversation about how you can help them do their job better. Be sure to tell them that improvement takes time, and unless you are a hard-core Commercial house, a score of 8 or above on ‘The Joel Test’ is perfectly respectable for the moment.

• Each question is open to interpretation; everyone’s definition of quiet or up-to-date is different. Bottom line: if your score is lower than 6, then you now know what needs to be done!

http://www.joelonsoftware.com/articles/fog0000000043.html

 

Post your score and any related *issues* here so everyone can discuss how to improve the testing model within your organization.

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Project managers need to put their head above the parapet.

head-above-water

Put your head above the parapet, what does that mean? It means you really need to plan how to deal with the responses you receive otherwise you could well get trampled upon! There is little point standing back and and complaining about the lack of support from senior management and sponsors, it is the project managers job to get them involved and get them excited. Without their held interest, getting approvals and driving the project forwards can be a slow anddifficult task.

To read more, click here.

Tom Streveler

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