continue reading hover preload topbar hover preload widget hover preload

Proactively Manage Project Resources Without Authority

February 1 2016

Proactively Manage Project Resources Without Authority

If team members are missing their deadlines you must first try to determine the cause. For example, if it is due to a lack of skills, this should be addressed through training or replacement resources. If it is because they do not fully understand the expectations you have, then you may have some changes to make as well.

Although the team members do not report to you functionally, their work on the project should still be input into their overall performance review.  You can try to hold people accountable by making sure they understand that you will be providing performance feedback into their review. This should also be reiterated and agreed to by the functional managers

From a process management side, there are project management techniques and processes that should be utilized. First of all, if the availability and performance of the team is in doubt, you should raise this early as a project risk. As part of risk management, you need to put a proactive plan in place to make sure that this risk is addressed. When people miss their deadlines and your deadline is in jeopardy, you may need to raise an issue and perform issues management. During issues management, you again look for the cause of the problem and try to resolve it.

In addition, make sure your team members are communicating proactively with you. In many cases, it is not the fact that people miss their deadlines that gets you frustrated; it is that the team member does not tell you ahead of time. If the team member communicates proactively, you can see the problem beforehand while you still some ability to help. If he just misses the date and does not communicate, then he is not managing expectations as should be done. By the same token, the project manager needs to communicate proactively as well. Communicate well with your team and make sure they understand dates and expectations. Also communicate proactively with the functional managers and make sure they know when there are resource sharing issues or people performance issues.

Matrix management involves a complex and delicate balancing act between project managers and people managers. The project manager usually has limited people management authority in these situations. Even so, it is possible to complete your projects successfully. There are many project management processes and techniques that can help. Utilize them to raise risks and issues when needed. Also, make sure you utilize the project sponsor. The sponsor can help you generate urgency and focus, and can also have an impact on the functional managers to make sure that you have the resources you need to be successful.

 

Assumptions and Risks – Two Sides of a Coin

January 18 2016

Assumptions and Risks – Two Sides of a Coin
Let’s take an example of a common statement that is included in many Project Definitions – that the resources needed for…

Seven Steps for a Project Quality Review

December 28 2015

Seven Steps for a Project Quality Review
In some cases, such as a government project, periodic audits may be called for as a part of the overall contract. This “outside…

Manage Communication – Large Projects (Part 1 of 2)

December 7 2015

Manage Communication – Large Projects (Part 1 of 2)

In a large project, all communication takes place in context of an overall Communication Management Plan. Status meetings and status reporting…

Managing Staff

November 9 2015

Managing Staff

Topic 1. Overcome Team Resistance to Project Management

It’s one thing to build a Project Charter and the schedule. It’s another thing to effectively manage the project. If you…

Manage Quality and Metrics – Techniques

October 26 2015

Manage Quality and Metrics – Techniques

Gather Subjective Metrics with Client Satisfaction Surveys

Gathering metrics is important because it allows you to see how you are performing against the expectations of…

Escalate a Performance Problem with a Formal Plan

October 23 2015

Escalate a Performance Problem with a Formal Plan

One of the hardest jobs of a manager is to take an employee down a path that may ultimately result in termination. …

Implement Critical Change Requests

September 28 2015

Provide Leadership to Implement Critical Change Requests

Scope change is not inherently bad or good. However, the team can react to changes in positive and negative ways, depending on the…