Processes – necessary evil or roadmap for success?

In my project management career I have met many who would get upset about me insisting on processes. I would be told we need to be more flexible. Many times the word “agile” would come up. However I quickly realized that most people using the word agile had no idea what it actually means. That agile means daily meetings, on time, time bound and very focused. Once people understand that, they become more careful when using the word.

Any great artist will tell you that they did not just pick up a pen / crayon / paintbrush or whatever they use and become great artists just like that. The really big artists like Leonardo Da Vinci, Pablo Picasso or here in Africa Cheri Samba (DRC) or Patrick Kinuthia and Kaspa in Kenya spend years learning the basics. They learned the color charts, what complementary colors are, how to mix primary colors to get all other colors, the essentials of perspective, the anatomy of the human body and much more. Those working in certain specialty areas, have to learn the basics of construction – like Leonardo Da Vinci for the Sistine Chapel, or Basics of photography and lighting like Alf Kumalo from South Africa. The musicians had to learn the basics of music first, spending years learning their musical scales and practicing their etudes. Dancers need to learn basic dance steps first. Once they have internalized the basics they can now start their own interpretation of the basics. Even those who pushed the boundaries of their artform needed to have worked within the boundaries first. They always build up on the basics. Then most try out different things those artists before them, who they use as inspiration, have used until they find their own unique style. The same applied in Project Management, you can not do without the basics!

You need to understand what basic project management is and how it works. Then you can work on understanding agile, waterfall, iterative, scrum and all the other methodologies out there. Once you have understood all these standards, you can now work on customizing your projects. You will find many times you will end up using a hybrid approach, which uses elements from the different approaches and standards, to fit the needs of your projects.

A good solid foundation on international standards like PMP (Project Management Professional) certification from Project Management Institute (PMI) or Prince 2 Practitioner for IT projects, will give you the start you need. If you do any of the specialized certifications later, really depends on your preference and where your niche is. A Masters in a University that does not base its program on an international recognized standard, will just be another piece of paper. However a Masters from a University, who base their program on an internationally recognized standard, can be very useful. Even if you have done your certification or your degree, you need to keep yourself grounded on the basics. Hence I believe it is essential to keep attending seminars / webinars / conferences etc. Here you can mix with others, exchange ideas and learn from what others do. You also learn how the standards are adjusted to the emerging needs. Keeping up with the latest developments is essential for us as project managers. Then we can lay out the initial processes for our company and spin the day to day requirements around these. Every couple of months – I recommend at least annually – you then need to review your laid out Standard Operating Procedures (SOP) to confirm they still comply with the current needs of the majority of the projects. If needs change you have to adjust your SOP, hence the regular reviews as a team.

With a good solid base of processes / procedures, you can now tailor to the needs of your individual project.

Developing as a Leader

Yes you heard me right, even as a Leader you still need to develop. Nobody has reached the top and is perfect. All of us are on a journey of growth. The most obvious was in childhood, where our bodies and minds were constantly reaching new milestones. However as adults we need to work on development. It is a conscious effort. The decision is yours, are you happy where you are or do you need to grow?

Read up on horizontal & vertical development. The Center for Creative Leadership has a lot of resources. https://www.ccl.org/?s=vertical+development

You may ask, what is this horizontal & vertical stuff you are talking about?

Horizontal development:    The new information, tools and knowledge you gain

Vertical development:         “What you do with it” – the increase in ability to work with the                                                new knowledge you have gained.

We go through different stages of development. All of us started out as a Conformer, most of the leaders have at least reached the next stage of Achiever. This is the “My way or the Highway” stage – you believe you have all the solutions. The third stage is the Interdependent Collaborator. You know that the best solution for this group / this project / this company only can be worked out and customized by the entire group. You do not provide solutions, but facilitate to work them out.

Since the team has worked on this solution together, they will buy in and own it. Compliance will be much better, less resistance and much better results in the end. And that’s what we all want, isn’t it?

This growth does not come by itself. If you stop reading, learning, looking for new knowledge, new tools etc, then you have lost your plot. You are stuck in a rut and are not developing. If you stretch yourself and keep learning and working on yourself a whole new world opens up for you.

Here are a few examples from my life:

  • When I got involved in PMI and started volunteering, a whole new network opened up for me. More opportunity to learn from others.
  • Working as Senior Project Manager and Change Manager with different companies my leadership style and my approach changed over the years. I used to be in the achiever stage and wanted people to take up my solutions, since they would make their life much easier. Now I work with the teams – yes the team, not the Senior Management alone – to develop the solutions. They have the answers and ideas, you only need to guide them to formulate their ideas.
  • My journey in the Leadership Institute Master Class (LIMC) of PMI it was the learning more about myself, how I tick and how others perceive me, that triggered the most growth. Have you ever wondered why others perceive some of your good intentions negatively? Usually these areas are overdone strengths. You want to have more of that strength and are subconsciously overdoing it. Once you have identified what you are overdoing, you can then start toning down a bit. You will be surprised how different the others will perceive you.

What does this look like practically? If you are want to be very supportive and overdo it, others may perceive you as self-sacrificing. Your strength is perceived by others as weakness. If you are too adaptable, you may be perceived as compliant. If you are too helpful, you will be perceived as smothering. And the most obvious and common one: If you are too confident, you will come across as arrogant. If you think about it you will find people in your environment, who do exactly that.

All of us have 28 strengths in varying degrees. Some so little developed that they become weaknesses that hinder our growth.

In all the above cases, if you tone it down a bit, don’t do it too much into people’s faces, let it be more subtle, people will perceive it as the strength it is.

We are all on a journey, let’s keep learning and growing. When you look back you can marvel at where you have reached. Like when you stand on a mountain top after a climb and the starting point is in the valley far away. By then you can also laugh at the more foolish things you used to do, as you were growing.

Project Teams – and the need to build your team

How often do we really spend time pulling our team together, building it and making it a cohesive unit? Don’t we often just start working, hoping for the best and silently moaning that we got this one person on the team we don’t gel with?

All to often our bosses will force us to jump into a project and start working instantly. However if we spend even 1 hr in building the team together, getting to know each other can make a world of a difference.

It is on us – the Project Manager or Team Leader – to build the team. Team building is not an annual event paid by the company, where some outsider comes in to do some exercises that supposedly build the team. Team Building is actually your and my responsibility as a Manager, Team Leader or Project Manager.

What you do depends on the situation, the time & money available and the people on the team. You need to be sensitive to who is on your team and what cultural background they come from. If you have people from very conservative backgrounds, then swimming events might not be suitable. If you have sedentary people who are not used to exercise, climbing Mt Kenya might not be a good idea.

General doing something productive together can be a great team building. However it does not need to be sport. You could decide to visit a children home and donate there as a team. Or raise funds together for a worthy cause. Bake sales and such still can do the trick. You could go to a colleagues house, who is in dire need and help them. For example we once went to a colleague and helped him clean out his house and few possessions left, after a house fire. The opportunities are endless, but the team needs to decide together what they do. Anyone against the idea need to be given space to voice their concerns.

Still all this is well and good, but what to do if your boss gives you a hastily thrown together team and tells you to be on site tomorrow. There is not time for team building in the traditional way. Here you need to get creative. Don’t wait for the big budget approvals etc. Do something quickly. The most important thing is that you sit together as a team and spend time to get to know each other. Things I have done successfully:

  • Sit together at lunchtime and tell each other about our family, our hobbies etc
  • Have a drink after work together, where we get to know each other socially
  • Have a short round after the project brief, where we talk about our professional back ground (if we don’t know it – and you’d be surprised how little we know about our colleagues), our thoughts about the project, our values etc. Create an environment, where everyone can contribute and every opinion is accepted. Those who laugh at others or criticize what someone says need to be chastised gently but publicly to ensure all know their opinion counts. And you need to ensure everyone has said something
  • If you have a budget, then you can have a social gathering, where food or drink is provided
  • Have a more formal sitting, where each can introduce themselves, talk about their experience, special skills and values and you help them align the values with the company values.
  • Celebrate things together. If a team member has an exam, celebrate, when he passed it. Celebrate birthdays, weddings, babies born and any other achievement the team thinks are important. Even if the company has their own way of doing it, still have your team celebration. It will make a difference to the team. A cake with the name and the accomplishment on it, does wonders to a person’s self esteem. Don’t fear to have 2 cakes if there is a reason. I once celebrated the last meeting before Christmas with a Christmassy cake and had a special cake the same meeting for one of the team who had graduated a few days before. We happily ate 2 cakes, the graduate felt proud and honored and had cake left over to take home to celebrate with his family again.
  • When there are tight timelines and people have to work overtime to finish a project, I usually show up on site at one time with a cake, or a lunch for all to celebrate for 30 minutes or so. Your team will go back to work reenergized. Team Members for a very sensitive client project where a data center was being moved to a new location and our integrated team of over 20 people worked 48 hours non-stop, still talk about the project. I was not directly involved, but knew the project manager, who was reporting to me, was having an exam himself in the middle of the project. I want to know how this kind of work is done and how it is progressing. So I showed up on site with a home-baked cake and a coupled of bottles of soda and plastic cups. We had a great time together, the teams relaxed briefly, I got a tour of the new data center. The team went back to work re-energized and the clients IT Manager was deeply impressed that a “big boss” can show up on a project site on a Saturday afternoon.
  • Start every team meeting with a round of success. Let every team member report what he has done since the last team meeting that he is most proud of. Then congratulate them on the successes. This is not the time to criticize. Should there be something that needs to be corrected, do so later, one on one.
  • Have a whatsapp group for the team, where successes are shared
  • Take photos of the team at work and show them during the next team meeting
  • Have a good laugh together
  • Go watch a movie together

You see the opportunities are endless and it does not need a lot of formal organizing or costly official events to build a team. It takes a leader who is interested in his or her team, wants to genuinely know them, cares about them and wants to see them grow. You need to be willing to share as well and become one of the team, not the boss man or boss woman, who directs from above. Be the first to share.

See what other teams have done and take ideas from there.

So get going, get creative and build your team your way.

Volunteering

Oxford Advanced Learners Dictionary (2015) defines it as follows:

“volunteer – noun: 1. A person who does a job without being paid for it…. 2. A person who offers sth without being forced to do it…”

“volunteer – verb: 1. To offer to sth without being forced to do it or without being paid for it…. “

I have volunteered all my life. It was what we did. If a neighbor or friend was sick you volunteered to help them, cleaned or washed for them, cooked them food and spend time with them. If someone lost a loved one you did the same, so that they could mourn in peace and not have to think about it any more. They did the same for you.

If there was a wedding or other celebration you volunteered to help out, depending on what you were good at. Some would help with decorations, others would make food (at your own cost), others would baby sit, some would provide the music or skits for the evening.

As Nurses we would volunteer during free medical camps and not expect any payment. We wanted to give back to the community and help where needed. Actually if there was a free lunch it was a welcome surprise, but not expected. You can imagine how shocked I was when I realized these days Nurses and Doctors expect to be paid for work at free medical camps. Really????? Where is that money supposed to come from?

When we sat on a board, we’d pay for our own drinks (or food) during the board meetings.

The meaning of Volunteering seems to have changed for some. Everything seems to be outsourced and you only come to complain about what you thought wasn’t done right or you would have done differently. In our money hungry and self-centered society we have forgotten the true spirit of volunteering and people expect to be paid, get allowances and generally benefit in some financial way from what they call “volunteering”. I think it is time we re-think what we call “volunteering” or “giving back”.

For me an event well organized, the thankful smile of an old Lady or a disadvantaged person, who received free medical treatment, smiling children’s faces during a children’s camp or the thankful smile and silent blessing of a neighbor is payment enough. I go home with the feeling of having done something worthwhile and having made someone’s life better. The experiences have made me grow as a person and help me put things in perspective.

In the Project Management Institute (PMI) we still embrace the spirit of volunteering. Worldwide there are over 10,000 volunteers, who tirelessly work to further project management knowledge. They have lots of fun and learn a lot. Here the Kenya Chapter has quite a number of volunteers who work for the chapter. Without being forced, without sitting allowances, without getting more business out of it or any other material benefit. However in return you get:

  • Leadership skills from experience – Learning by doing among peers
  • New friends for life
  • A world wide Network
  • Amazing knowledge resources to use and learn from
  • Opportunities for
    • International volunteering
    • Leadership Training in the Leadership Institute Meetings (LIM)
    • Participation in the Leadership Institute Master Class (LIMC)
    • An amazing Network – which for many has led to new opportunities jobwise
    • Speaking opportunities in LIM and PMI conferences
  • PDUs that count against keeping your certification valid
  • Personal growth as a Project Manager, Manager and Leader

I can not even put a value to the amazing benefits I have had from joining PMI and starting to volunteer. They are not material benefits, which are short lived, but lifelong benefits for me as a person and growing leader.

Think about it? When have you last volunteered.

Servant Leader – the true Leader

As I was going through old notes on Servant Leadership and reading up on where the term Servant Leadership came from, it suddenly hit me:

You can not be a true leader unless you are a servant leader!

Yes you heard me right!

Since Leadership is based on 5 best practices, if you look at these closely you need to admit it!

5 leadership practices, based on the book “The leadership challenge” by James M. Kouzes & Barry z. Posner, which again is based on actual research in the last 40 years or so, are:

  1. Model the way – yes you have to walk the walk
  2. Inspire a shared vision – unless you talk with your team about their vision and the company vision and how their own vision can be aligned with the greater vision of the team or company
  3. Challenge the Process – yes even your own developed processes – that does not mean you change them all the time, but check if they are still applicable and still the best way to do things
  4. Enable others to act – how else will you get the best out of them? But this means stepping back and becoming a servant leader. Allowing them to learn and to fail at times.
  5. Encourage the heart – again, how else will you get the best out of your team, unless you encourage and praise them? Again only a servant leader can truly do this. You need to acknowledge even smallest achievements to get them to perform better and better.

To achieve those 5 best practices, you need to be a humble leader, not the boisterous politician, who always wants to be seen up front and the one who initiated all the successes.

Look at the leaders you really admire, you will realize that these are more likely servant leaders, who humbly did their work, often in the background. Look at Mother Theresa for example. Yet they achieved so much by enabling and encouraging others. If you look closely they will have modeled the way, inspired a shared vision and challenged the process along the way.

As a project manager, you do not need to have a big title and be in Senior Management to be a change maker, who leads others to do the right thing. But be being a man (or woman, for that matter) of your work, walking the talk and modelling the way, you will influence others. By being passionate about what you do and talking about the greater picture, the vision, you will inspire others.

Now what is a servant leader?

Someone, who inspires others and enables them to become their very best. Then he happily steps back and watches them to become their very best and takes pride in having helped them. He humbly allows them to make mistakes, even though it may fall back on him.