Executing Process Group Process – Acquire Project Team


This is another process in Executing Process Group. Below is Inputs, Tools & Techniques and Outputs Mind Map for Acquire Project Team which is classified under Human Resources Management Knowledge Area.

 

Acquire Project Team

Important Note:

* Note# 1: There could be some typo or presentation errors. Please reply back for any corrections.

* Note# 2: You can use this for personal use (like studying for PMP Exam or PM activities). But don’t share this in common forum or web sites. As this one is part of my training guide and project management book.

Expert Judgment – A Project Management Technique


Once I had a conversation with my team member. He just finished a complex customer issue.

I asked him “How are you feeling now?”

With a sigh he told “Uhh. Much relieved and relaxed.”

“Smart boy. You learnt my 3 year experience in a week time” I replied him with a proud smile.

I continued “You can gain more expertise on lot of things by working with me. What do you think about working with experts like me?”

He answered coolly “You can easily find out experts. Experts are the one who asks more questions and does not know the answers to those”.

*******

After reading the above – “Are you laughing at me?” 🙂 This is not the case in real life project management. Experts are asset to any activity esp. projects. Expert Judgment is a widely used Tools & Techniques in almost all major processes in PMBOK 4th edition from Initiating till Closing of project/phase (To be precise it is used as T&T for 19 processes). In some of the processes it is the one and only technique mentioned.

Experts are those individuals or group who possess specialized knowledge or training in particular area. In project management, experts are either part of the project (i.e. project manager) or involved (i.e. stakeholders) in project processes. Project teams with project manager and team members with relevant experience in the project related subject can perform the project with more success probability than those are not. Other than project team, generally available experts are project consultants, user groups, subject matter experts or senior management people.

Judgment provided by those people with expertise in appropriate project area is utilized at various stages of project phase in order to do effective project management. Their expertise is used to analyze historical information, define & ensure appropriate standards, get various suggestions/advice, evaluate different options, determine best suited options.

In order to get maximum utilization from Expert Judgment, as a project manager, you –

* Create a contact list & skill inventory for each stakeholders on the subject expertise

* Make sure you have adequate communication system in place to contact experts on time

* Ensure you seek expert judgment at appropriate time

* Use delphi technique whenever required. This helps you to reduce biased decisions

Executing Process Group Process – Direct and Manage Project Execution


This is continuation to my earlier post on Process Groups & Processes Mind Maps. As Initiating & Closing Process Groups have only 2 Processes each as it was easy for me to present them in a single post. But other process groups like Planning, Executing and Monitoring & Controlling are having more processes. So I am planning to present you one process in each post. This will be helpful for me in explaining about each ITTO item in the same post. This is the first post of Executing Process Group processes. Below is Inputs, Tools & Techniques and Outputs Mind Map for Direct and  Manage Project Execution which is classified under Integration Management Knowledge Area.

Direct and  Manage Project Execution

Important Note:

* Note# 1: There could be some typo or presentation errors. Please reply back for any corrections.

* Note# 2: You can use this for personal use (like studying for PMP Exam or PM activities). But don’t share this in common forum or web sites. As this one is part of my training guide and project management book.

Closing Process Group Processes


This is continuation to my earlier post on Process Groups & Processes Mind Maps. Here is Closing Process Groups Processes Inputs, Tools & Techniques and Outputs Mind Map. Knowledge area for the process is mentioned in the stem of main branch.

Close Project or Phase

Close  Procurements

* Note# 1: There could be some typo or presentation errors. Please reply back for any corrections.

* Note# 2: You can use this for personal use (like studying for PMP Exam or PM activities). But don’t share this in common forum or web sites.

Initiating Process Group Processes


This is continuation to my earlier post on Process Groups & Processes Mind Maps. Here is Initiating Process Groups Processes Inputs, Tools & Techniques and Outputs Mind Map. Knowledge area for the process is mentioned in the stem of main branch.

Develop Project Charter

Identify stakeholders

* Note# 1: There could be some typo or presentation errors. Please reply back for any corrections.

* Note# 2: You can use this for personal use (like studying for PMP Exam or PM activities). But don’t share this in common forum or web sites.

Mental Preparation for Leadership


Your Altitude is determined by Your Attitude. Attitude is formed in mind that drives the action. Preparing mind is more important internal activity for Leadership. Communication is vital piece in preparing the mind. What you think is expressed through your communication. “Integrity between what you say and what you are” – is important leadership quality. In order to explain mental preparation, communication I present conversation excerpts that happened between me and my friend sometime back.

One day, my friend came to my home with a long face. I asked him for the reason. He told someone in the road scolded him with bad words.

I asked him – “Have you replied to that person?”.

Friend told “Yes. I did. I used all the bad words I know against him and his family”.

I asked – “Is that the person known to you?”

Friend told – “No. I am seeing him for the first time. I don’t know what went on his mind to scold me”.

I asked – “Do you think what you did is right?”

Friend told – “Yes. How come he can scold me in the road? I need to give him reply. But still I worry I haven’t scolded him with strong words as he did”.

I asked – “Can you tell me one thing. If a person comes and scold you an “idiot”. Do you think “you are an idiot”?.

Friend replied – “No. But how to stop him then?”

I told – “Anybody can wound others body as it is outside and accessible. But words wound only when you allow it to reach your mind. Tell me this – Do you accept a parcel which has address of your neighbor?”

Friend replied – “How come? I don’t accept as it is not for me.”

I told – “In the same way, if anyone uses words that are not for you, you need to ignore.”

I continued – “Visuals & Words are direct entry to your mind. If you allow them fully then they will take control of your brain. You act as per others wish. In your case you allowed & completed accepted his words and then replied to it. Is that right?”

Friend replied – “Oh. Yeah. He would have thought I was somebody else and did so. I am wondering Why I reacted there. Even now I am carrying that worry with me. Its is not right.”

I told him – “Here are my advise –

Have faith in yourself.

Don’t allow anyone to easily control you by words.

Take conscious effort to filter out unwanted things reaching your unconscious mind.

Using bad words is like having unripened fruit when ripened fruits (i.e. good words) are available.

References:

1. “Manase oru Manthira Saavi”(Tamil) Self-development discourse by Suki Sivam.

2. Thirukkural (Tamil) by Thiruvalluvar

Career Development Framework


Career Management” was a jargon for me till I attended a training about that. Career management & development has lot of tags attached to it like Talent, Competency, Skills, Job level, Roles & Responsibilities, Career, Improvement Plans, etc..etc..! We need to understand distinct meaning for each word to differentiate what we know with what really is it.

Once a resource joined a project almost all his future decided with the Job level, Tenure in that Job Role, How was his performance? Here is a 2 x 2 grid framework which utilizes two key factors – Tenure in Roles & Performance in deciding career development of the resource.

Learn the Job? – New to Job? New to a Role? Both scenarios fall under this category. As soon as a resource inducted/promoted in a team, his/her performance will be measured against goals set for that individual based on the roles & responsibilities attached to his/her job level.

Career Development Framework

Stretch Goals? – Resource is picking up job knowledge very well in short span of time. What to do now? Promote? Nope. Getting more exposure, in other words experience in a job level is more important for promotion. If a resource perform beyond his goals set then challenge him/her with more complex goals. This will make the project benefit out of increased productivity and also resource gets trained on number of required activities.

Improve performance? – A resource spending years in a job level without improving his performance. What do we do? “Fire him!” 🙂 This will be the word management will propose. Lower the goals & give the individual a positive feeling. Identify the missing critical skill. Put him/her on training. Slowly develop the individual based on his/her own talent.

Future Responsibilities? – A resource found to be performing well for longer period of time within a job role – here comes the promotion part. Every organization has its own policies & procedures for promotion. Hence the tenure & performance scales differ. It is up to the manager to convince upper management for an individual’s promotion with all evidences.

Key points for thought:

1. Anyone will move from one quadrant to another quadrant within a performance cycle.

2. Ignored or delayed action on each quadrant results loss to the organization & de-motivate resources

3. Keep & do regularly update resources talent assessment & skill inventory