Archive for the ‘communication’ Category

Is a list of tasks enough of a plan?

Sunday, December 13th, 2009

When projects struggle with planning sometimes the teams create lists of tasks. To add detail, the lists contain names of people, they estimate how many days are needed for each task, and even list beginning and end dates. So what’s the problem?

If the project is simple and requires a small team of knowledgeable experts, this will probably be enough. I’m a supporter of doing the right amount of  planning rather than completing all the steps and forms.

The problem is when the project is complex. In one of my past projects, the team struggled with the concept of planning. I proposed the process of pulling together a team to plan and spend a day or two for the whole process. At the end we’d have a list of sequenced activities with clear milestones and a resource estimate.

Thinking it would be easier, the team leads sat down and started listing tasks and names. In their defense this was a project that required specific expertise and having the experts do the wbs would be a good approach.

Top three problems with the approach.

No milestones, no deliverables. The list of tasks didn’t lead to a clear deliverable that could be tracked. The team lead was never confident that the tasks listed were complete.

No understanding of overall resource usage. While we knew that Joe had to work a total of 12 days between start and end dates, it was difficult to align the start and end dates of each activity to make sure that the 12 days wasn’t actually over a 3 day period.

No clear reporting ability. When it came to reporting to the steering committee we had to manually pull the information and come to a consensus about status each time.

As a bonus problem – time! Originally I estimated a couple of days for the whole project activities list. It took a week for one part of it.

It’s one of those things that I think we as PMs struggle with all the time. What ideas do you have for selling the client on the process?

Project data base for questions and answers

Sunday, November 1st, 2009

I received an email tell me to check out askaboutprojects. I’m naturally suspicious of unsolicited emails but then I looked closer, the email had come in response to my latest blog post – yay, someone is reading my posts.

I took a look and I’m impressed. This is a site where you can ask and answer questions about project management.  The questions are all over the board and the answers range from a quick sentence to a detailed instructional message.

This might end up being a common source for lessons learned, a place to hear about new tools and ideas, or a great place to find answers to your common frustrations.

Here are a few samples:

Does it help to use a software to create the WBS

Four PMs gave answers about software and how to do a WBS.

If you had to hire a project manager to work with you which would be your top 5 requirements

A couple of interesting answers there now, neither had certification on their list.

How do you prioritize your tasks

Great ideas posted in answer to this one.

It seems to me that it’s common to hear PMs ask for the best way to develop stronger skills and improve their delivery and approach project after project. Ask About Projects seems like a great place to start.

Leave a comment if you have any thoughts on this.

Communication – why is it so hard?

Sunday, October 4th, 2009

I’ve been looking around at blogs for inspiration for today’s post. It seems like communication is a popular topic for bloggers. It is a complex topic with plenty of aspects for thousands of blog posts, even though it sounds simple. How hard is it to be clear, paraphrase for clarity, follow up, listen… and all the other tips people have out there.

Well, the answer is, it’s hard because everyone has buttons that set them off, some people know how to control their own buttons, some people don’t know what their buttons are so they always seem to be going off on an unexpected direction. It’s hard because we don’t communicate in a vacuum; the pm’s voice is only one of many the person is listening to at any given time. And, it’s hard because the project priorities are not the only priorities the person has, often work priorities get drowned out in personal priorities.

Yes, so it’s hard, but you can’t give up. You are a PM; if something isn’t hard, it’s not worth doing. You are super leader, problem solver, communicator, change manager, and there is no kryptonite excuse.

Communication never gets easy. If you think you’ve figured out the team, or the person, you are living in an old paradigm. The expression, the only constant is change, applies to people too. As soon as you find success in working with a team, something will change; you need to keep your spidey senses pinging the environment and adjusting your style to accommodate the needs of your team.

How do you do this? Well, the steps are pretty simple. You need to be clear in your communications, you need to paraphrase, or ask them to paraphrase to ensure common understanding, and you need to follow up.  The caveat to this – aka the first complication – is that you need to do it without coming across as a micro manager.

Complication #2 – you have to understand your own emotional triggers and control them. Just because you’ve told this person four times how to present the status of their work package, doesn’t mean you can snap at them on the fifth time. Their functional manager may have asked for different information and confused the issue.

Complication #3 – rumors can confuse the message. The worse situation is when you need to have the team pull together to meet a deadline and the rumor mill is buzzing with information about your project being cancelled. You can’t control the rumor mill; you can be clear and constant about the truth, as you know it.

Complication #4 – things change. You may have just informed your team about a key decision that impacts the budget, scope or resources on your project, only to have your sponsor tell you the decision has been reversed, deferred, or otherwise changed. Now you will have to re-communicate to the team.  Which is a nice lead into…

Complication # 5 – people don’t trust that the message won’t change. This lack of credibility can cripple a communication plan. You need to figure out how to deliver messages that change or seem to conflict with credibility and confidence. It may sound impossible, but functional managers do it all the time. This is where your ability to be confident and honest in communicating is put to the test.

Here are some links to article on communication.

Communication styles

Communication Styles at Work

Effective Communication

Are you getting the truth?

Sunday, September 20th, 2009

A project manager needs to hear the truth from the team and the sponsor. In a project that is making significant changes in an organization, the PM can only be successful if they get the truth. It’s not a case of “you can’t handle the truth” but more of a case of “you can handle anything as long as you get the truth.”

Let’s look at this from the team, then the stakeholders, and finally the sponsor.

The project manager is responsible to ensure the project team has the information they need to successfully deliver on the project objectives. The other side of that coin is that the project team needs to make sure the PM knows everything they need to know to successfully manage the budget, schedule and scope of the project.

What happens when the team starts cranking the sunshine pump? Let’s say there’s a deadline coming up and it’s a key decision point. The PM follows up on the progress half way through the work package. The team states everything is on track, they’ll make the deadline. Well, great news! Except, the team knows that they might be on time but the next task needs to be completed by a person who isn’t dedicated to the project and is known for being late with deliverables.

As the PM, you need to know what issues are coming up so you can handle them. As the team, they may not want to get the other person in trouble, or may have spoken up in the past and been ignored. Your job is to dig a bit deeper. You don’t ask how the team is doing and leave it at that; it’s too easy for them to dodge the hard message. What you do is ask the next question, too; do you see anything coming up that might change the status of the deliverable? Or, you can try to challenge them by asking what could we do to come in early?

The trick is to ask more questions until you are sure there’s nothing hidden, without interrogating your team.  Don’t worry; over time you can build a level of trust with your team that will reduce their need to protect you from the truth.

Moving on to stakeholders; you may not get the truth you need from the stakeholders if there is something happening in their functional area that is considered confidential. This can slow down your project, or even put it off track.  How does this look? Often stakeholders will lose interest, or suddenly become more interested in your project. Or, they will question the goals of your project all over again. These behaviours should make your spidey senses tingle. I’ve had mixed success in dealing with this type of ‘untruthiness’. The most effective approach I’ve found is to take the helpful route; ask what you can do to help them deal with their concerns.. Unfortunately, I have sometimes found myself plugging ahead with the project knowing something is about to go sideways but not having anything to hang a risk or issue on.

Finally, your sponsor may not give you the information you need. It seems counter intuitive that your sponsor, the person you are doing the project for, would not provide you with what you need to be successful. Believe me, it happens. In my experience, it is usually politics underlying this behaviour. The only effective way I’ve found to deal with this is to accept that the sponsor has information they can’t share, and keep the project as on track as you can. The politics maybe temporary, or it may be the first steps towards closing your project. The important thing to remember is that it is not within your control. Unless you are given other directions from your sponsor, you have to assume nothing has changed. You are still expected to deliver on your project.

One of the underlying causes of sunshine pumping is simply organizational behaviour. No one wants to seem negative, or finger pointing. No one wants to get someone in trouble. I’m sure you’ve all worked with the team member who consistently gets things wrong, or causes problems on the team. Did anyone try to get the problem resolved, or did they just work around it.

Another cause of, is lack of trust.  People may have been burned in the past when they raised an issue and don’t want to risk the fall out again.

The important tip this week, handle what you can. You are responsible for ensuring the project is successful. You are not responsible for changing the organizational culture of the company – except if that’s what your project is supposed to accomplish.

This site has some good tips on questioning

Here’s another site with tips on questioning

Good luck out in project management world this week.

Why you should welcome conflict?

Sunday, September 6th, 2009

Most people would say they hate and avoid conflict. In this environment of staff cuts, there are probably a lot of people ducking conflict to keep under the radar. In my experience it’s not conflict, but confrontation that people hate.  The problem with that is they avoid conflict; that’s one straight path to confrontation in my experience. By the time the issue becomes critical – or often, not that issue but another – there are so many frustrations in the emotional saddle bags that situations go from nothing to confrontation like a Ducati on the salt flats.  Handle conflict well and you show up as a valuable employee; handle it badly, and you are part of the problem.

Let me explain why I think these two similar concepts are so different. Confrontation carries with it a winner loser relationship, a sense of battle. Conflict leaves an opening for clarification and resolution. For example, as PMs we often have issues relating to resources. Taking a confrontational approach means everyone who needs the resources decides their need is the most critical, and they all fight over that and the winner gets the resources and everyone else get a problem project. It becomes all about who’s the winner, and not about the project or the project portfolio. Taking a conflict resolution approach means everyone comes to the table to discuss solutions that best serve the project or portfolio. They work together to present recommendations to sponsors and everyone can win.

So, let’s step back into the real world where even I live. The real problem happens when people take a confrontational approach to conflict resolution. Some organizations have a culture of confrontation; the meaner dog will always win. If that’s your organization, play that game, or find a new organization. If you want to make a change in approach and your corporate culture is not junkyard dog, start by putting aside the idea that your needs are more important than anyone else’s.

You want to get to the point where people seek out conflict to resolve. When you get there, or even when you get nearer to ‘there’ than you are, confrontation will die away. Let’s go back to the resource example.

Your project and another project need the same QA resource at the same time to do the same task. Using conflict resolution means, you need to meet with the other PM. Your agenda is to discuss solutions to the conflict. Start with the other PM presenting their issue. That’s right, let them go first; that way you will be able to listen to their issue, paraphrase back and build trust before you state your issues. That means you listen to their needs, ask questions to clarify, and paraphrase from their point of view. It doesn’t mean you sit there nodding while you wait your turn to speak.

When you’ve understood their issue, you present your needs. How much of the capacity do you need; what wiggle room do you have in scheduling; why this QA resource is the only solution, and what is the ultimate impact on your project if you don’t get the resource. A key tip here, is to make sure you talk about the project, not you, and if you can talk about the impact on the organization’s portfolio, or even the business goals if you can. The purpose is not to build a case for how important your project is, but to build the resolution to a bigger goal than just the project.

The next step, after you’ve both laid out the issues, it’s time to look for mutual solutions. Often that’s possible; in fact, you might want to ask the QA resource for solutions, they are closest to the problem, after all. Most of the time, you will find a resolution in that meeting because you have both understood the facts of the problem. Sometimes, though, a problem is tough and will need more work.

The tip for this week: don’t avoid conflict, use this model for resolution

Start by understanding the problem from a project impact perspective

Then meet with the parties involved

Listen, ask questions, and paraphrase to understand the other point of view

Search for mutual solutions – meet as many of the project needs as you can.

Some interesting links

Academic Leadership Support

Mind Tools

Susan B Wilson (no relation)

How to manage the schedule for a 1200 line project

Sunday, August 23rd, 2009

I was at a PMI chapter event last week and the presenter asked how many people in the room had heard the term work breakdown structure. Only about a 3rd of the hands went up. I have to admit I was surprised at how many people hadn’t heard of it, we were all project managers after all. I did wonder, though, of the third who had heard of it, how many had used it.

When I started in project management, I had to do a lot of research on the terminology, tools, and processes. I came into it from line management and so a lot there were a lot of techniques that I didn’t understand, both what it was and why it was useful. It didn’t take me long to learn what a WBS was, but it did take me a few years to understand the value, and then even more time to really understand how to lead people through the process.

Let’s start with what a WBS is all about. It’s the process of identifying the work that needs to be done at a level that can be managed – the work package. It looks like an organization chart of your project, and that’s more or less what it is.

Here’s a simple representation of a PMO development project (ah, if it was only this easy).

WBSfor a PMO

WBS for a PMO

The project team and any stakeholders who have an understanding of what it will take to get it done create it. I generally start with a brainstorming session to identify the work packages and then group them together. Until we have a structure that captures the right grouping. The right grouping? – that depends on your project. You may want the first layer to be phases, or major deliverables, or something that relates to your organization. The important aspect of this level is that it forms the groups. Then each layer below will logically fit into the group. In the example, the top row is phases, and the next row is work that fits into that phase. You can see from the example that the bottom row is not consistent in each group. The work package is the lowest level, whether that’s one or ten layers down.

A work package is a group of tasks that have one logical leader and result in a deliverable. As the PM, you manage at the work package level and you may want to limit the length of the work package to allow you control. For instance, if you have a three-month project, any work package over 2 weeks in duration can get behind without you knowing. How do you know when you’ve got it all? One thing to remember – if it’s not on the WBS it’s not in scope. So, check the scope statement to see if everything is listed. What will also happen is new scope will appear as you and the team develop the WBS, if you work to get clarity on the details of the new information, you’ll capture the full extent of the new scope.

What’s the process after you have created the WBS? You need to review the scope with your sponsor to get approval for anything new. You need to work with the work package leaders to develop the estimates for duration and resources. As the PM, you need to pull the WBS into a project schedule and add dependencies and milestones. Here’s the Gantt of the WBS with dependencies.

Gantt from WBS for PMO development

Gantt from WBS for PMO development

The question that usually comes up about here is why can’t I just do this in MsProject, or other software? I wondered that myself. There are 3 benefits to creating the graphic.

For your stakeholders and team – it is reassuring for them to see the project scope laid out this way. It is easy to see what’s included in this format.

For you as the PM – it will remove the temptation to put every detail into the plan. Each work package has a whole list of activities that the work package leader will coordinate and you manage a shorter list of deliverables and milestones. I was able to reduce a 1200 line merger project to 160 work packages. I could manage that because I didn’t need updating on the small details of a deliverable.

For everyone’s peace of mind – creating a WBS is not done linearly, it is a brainstorming session. That means you are less likely to forget a steam of work because you are following a deliverable through its logical process.

There are a few tools I’ve discovered that will help with the process.

For the meeting to develop the work packages – Post It notes are great. Numbering the notes and entering them into the Gantt chart by hand is a good manual process.

Using MsProject with Visio. You can link from the Gantt to a Visio WBS. It’s static and you work only from Project to Visio.

Using MsProject with WBS Chartpro. WBS Chartpro is the tool I used to create the graphic. It allows you to work back and forth between Chartpro and Project.

Tip of the week try a WBS session for your project.

Is there a difference between project management and people management?

Monday, July 13th, 2009

There shouldn’t be a difference. Thinking a project manager doesn’t need people skills  is like thinking a doctor treats diseases not people – okay we’ve all met that kind of doctor. Project managers, call them project leaders if you like it better, don’t manage tasks, they manage people who perform tasks.

What causes the perception that project managers need to have a background in the technical field rather than a strong record of project management?  Well, I think a big part of it comes from the practice of assigning a strong technical person as a project manager; don’t get me wrong, some of these people do a great job. It’s like working for a manager who was a great sales person – if no one trains them to manage people, they may never learn the difference between closing a sale and coaching a sales person. In placing a technical star in the role of project manager, the thought process seems to be, if you can write great code, or requirements, or any other job, you can manage a project.

Let’s think this through.  You can perform a task really well. So you can manage a highly complex project,  one that usually requires getting the best out of people who report to someone else; you can manage conflict at all levels of the organization; you can manage the executive team, and you have no problem dealing with people who disagree with the fact the project exists. To help you out your boss sends you on project management courses that teach you how to complete a schedule, and some other documents – all very valuable, don’t get me wrong.  I’m impressed with the people who thrive in this environment, they know how to build teams and manage expectations without further training.  But, it’s no surprise to me that so many projects fail, when too many project managers are not given the people skills along with the technical skills.

I’ll talk, or post, about this over the next few months.  The tips and stories in this blog should help people understand how to take that step out of the frustrating bog of task management into the world of people leadership.

Here’s a communication tip:

People hear and understand things from their own perspective. That means you have to try to find a way to communicate outside your own perspective.

My own preference is to hear the facts and that’s it. If you know anything about the communication colors then I’m a red/yellow – tell me fast, get me excited and don’t waste my time.  The problem with that is not all people can absorb the information without the details, or the context (sometimes I have to ask for this after the facts).

As you put together your communication, think about the behaviour of your team members and make some adjustments.

Some people need to understand the details, from A to B to C and on to Z, they aren’t resisting by needing the details, they need them to understand the message.

Some people need to understand the impact on the team, or other group of people, it may seem to be resistance because they will want the details later.

Others will want to hear the visionary exciting statements first.

The trick is to remember you will need to construct a message that will speak to all the communication preferences, and will need to enhance the message one-on-one with some groups.

Please visit my website if you have any questions about practical project management.