Posts Tagged ‘project process’

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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Some landmines for new PMO’s to carefully step around

 

The folks at Daptiv through the gantthead.com site (http://www.gantthead.com/default.cfm) put out a nice white paper on how to NOT implement a new PMO. The title is Top 10 PMO Worst Practices: Pitfalls to Avoid. You have to register to get it (http://www.gantthead.com/survey/survey.cfm?ID=515) but it’s a fairly painless form, I would recommend this to anyone who is looking for best (and worst) practices at a PMO in 2011.

Here are 3 of the top 10, in no special order, three that jumped out at me, although the whole paper is worth a read to be sure, and this is not to say the other 7 are any less important. The comments for these are my own.

The PMO playing methodology cop.

Goes without saying that the PMO needs cooperation across groups. While getting standards for frameworks and methodologies and following them is valuable, getting cooperation from other divisions and departments is priceless. Whenever possible, adoption of common standards for methodology and framework should be through a common movement towards best practices. Education is the key to making this work well, not rigid top down dictates that may not even be the right solution for a given’s department PM issue set anyway.

Not matching demand to supply.

The PMO is uniquely positioned to assist in resource loading balancing across organizational boundaries. But the PMO needs to try and keep track of its own limitations – just because you have a project which business owners demand, does not mean your current team can effectively deal with them. Which leads to the third one, keeping track of your time.

Not logging time.

Service organizations in general, and busy PMO’s in particular, need metrics to manage capacity, and in people-based businesses, metrics are invariably tied to time management. If you don’t measure time, you cannot do effective capacity planning. Most PM’s do not love using detailed time tracking systems. But this is one of those “you must bite the bullet and just do it” issues. Without this data, it is very difficult to make good decisions about capacity.

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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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Fire Unplanned Project Turnover!

Unplanned turnover is a fact of professional life; a cost that is baked into every business, a well-known cost of putting out your shingle.  Sure, we all have to do a little extra to take up the slack of a comrade that exits stage left, but hey that’s how it goes, right?  It’s part of our jobs as managers, or as peers.

That may be true, but as leaders and managers it’s also our job to quantify costs whenever possible, and find ways to drive them out of our business when they add no value.  There have been many studies quantifying the cost of turnover, taking the impact from one amorphous cost, to one we can get our arms around and have a fair fight with!  An especially interesting summary of costs is found here:

http://humancapitalstrategy.blogspot.com/2009/04/calculating-employee-turnover-cost.html

The article shows IT positions to be especially expensive to replace – between 200% and 400% of annual salary!  Can this be possible?  Sadly, yes.  It’s no news flash that all organizations rely on a technology infrastructure to keep the blood moving, and when those systems don’t work well, hundreds or thousands of people’s productivity can be impacted.

Many companies, especially smaller organizations, have a (spoken or unspoken) reliance on one or more domain-knowledgeable IT team members, the guys/gals that hold the keys to the kingdom.  It doesn’t matter how good your documentation is, you just can’t write everything down in a way that will lead to a smooth transition in the event of turnover.  The diagram below helps explain why there is such a high cost.  Notice the dip after the replacement team member starts – yup, that’s over-the-shoulder time from another team member:

So how do we stop this cycle?  The answer is one we all know intuitively, but is difficult to make happen in practice:

ProductivityLossesTied7

Hire the right IT team members for the role, and pay them well enough to hold onto them.

What’s well enough?  Culpepper and others say that compensation at the 75th-95th percentile for a given job category seems to keep unplanned turnover down – way down.

Sounds easy, but what exactly are the right skill sets for a position?  How do you find the right range without overpaying?  TopLine can help – check out our professional staffing methodology here:

http://www.toplinestrategies.com/it-staffing

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The Evolution of the PM (or, Confessions of a Process Junkie)

Project management is a wonderful thing for those of us of the left-brain persuasion.  As project managers, from the time we take our first halting steps as professionals we are trained in the comforting art of the process, the framework, the methodology .  We are exposed to countless graphics depicting general concepts that we are to put into practice in the “real world”.  And we charge at it, bending every situation to our will, pulling gratification from running every initiative with a deliverable through our Seussian Star-Bellied Sneetches machine of Assess, Plan, Design, Test, Implement, Support – not satisfied until each task is broken out into quark-sized detail in our work breakdown structures.  We are masters of our domain, always knowing the status, the risks, and next steps.  Ahh, the alignment of it all.

Until one day the world changes.  “More with less” is repeated a million times in a million hallways.  There are new challenges, new opportunities to branch out and up.  All of a sudden it isn’t one project, but three, then four at a time.  The natural order is threatened!  Direct reports are added to the mix, inserting a whole new level of confounding dynamics.  Carefully-documented risk mitigation strategies and communication plans are left half-written in favor of bonus plans and personnel assessments.  Project charters are delegated to others as the business of, well, business is attended to.  And then, the mother of all career evolutions draws a curtain on our precious processes – Business Development!  Have we truly gone to the other side?

But take heart!  Deep within us still beats the heart of a PM.  We look back and realize that our PM habits have not been stripped from us – they are a part of everything we do, of the way we think.  True, in the age of “more with less” we may no longer have the time for the full color, 3-ring project plans and deliverables we once poured our hearts into.  30-page narratives have given way to BI dashboards, leadership meetings and 15-minute executive updates.  But the foundation, the discipline of putting first things first, the habits of pulling oneself back from the fray to analyze, abeit quickly, the best course of action should never be lost, even as careers evolve.  It’s this discipline that makes us successful project managers, and will make us successful leaders as well.

Tom Streveler, July 29, 2009

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