Archive Page 2

Organizing Project Requirements


We all know (or at least hope!) that our project requirements are not meant be a jumble of information. Best practices and common sense tell us that our project’s requirements should be structured and organized into a set of information that is complete, comprehensive, consistent, and understandable to our stakeholders. I already talked about structuring requirements in a previous post, so now let’s have a closer look at the ways we might choose to organize our project requirements within that requirements structure we have built.

The BABOK® Guide defines how you go about organizing your project requirements into a requirements structure that you use to keep everything where and as it should be in the Requirements Analysis knowledge area.  As you think about the many possible ways to organize your requirements, remember that you are trying to describe the solution scope fully and from all stakeholder perspectives. I always think of the solution scope as the frame for the more detailed picture that you are painting with your well-organized and understandable project requirements.

Whenever I don’t know what to choose or where to start, I take a look at the processes to see what needs to happen and “who does what when”. Process models are very common-sense, defining a series of repeatable activities performed by a particular user role in an organization. Remember that processes typically involve both people and systems. Processes describe who does something and when that something must be done.

There are several techniques that you may choose to apply when deciding how to organize your project requirements. Here is a quick list of the techniques with a brief description for each item.

  • Functional decomposition breaks down or decomposes the solution scope into its component parts. You can then create a model of what needs to be done to deliver all or part of the solution.
  • Organization modeling describes the organizational units, the stakeholders and the relationships between them and allows you  to organize your project requirements based upon the needs of each stakeholder group.
  • Data flow diagrams allow you to organize your requirements based upon how information or data flows through the system.
  • Data models organize requirements by describing the concepts and relationships between the concepts that are relevant to the defined solution scope.
  • Process models organize your project requirements using a hierarchy of processes and sub-processes and addressing those processes from start to finish.
  • Scenarios and use cases organize your project requirements using events and how the solution will respond to the associated triggers.
  • Scope models organize project requirements based on the solution components that they are related to.  Solution components are parts of a solution spanning the enterprise architecture of the organization, including business processes, software applications or hardware.
  • User stories organize requirements by the stakeholder objectives that the solution will support.

Once you have selected and applied one or more of these techniques as part of your requirements organization efforts, you are well on your way to building a well-structured set of project requirements.  Check out Learning Tree’s introductory business analysis course if you are looking for a great way to get started or fine tune your skills organizing and structuring the requirements on your projects.  This course allows you to practice and fine tune your skills in writing and modeling the requirements for your projects and their proposed solutions.

Happy requirements organizing!

Susan Weese

Mindfulness for Project Leaders


What is mindfulness?

At the simplest level, being mindful means knowing what you’re doing (and thinking and feeling) in the present moment. For example, when you set your project status report down, you know where you are setting your project status report down, and therefore can find it again! It’s helpful to remember where we put the project status report, and mindfulness is especially helpful in stressful situations. For example, how many of us know clearly when we are acting defensive by resisting listening to a team member telling us how our actions are negatively affecting them, or by saying harsh things that we will later regret?

Mindfulness practice helps us know clearly what is happening, and how we are reacting to what is happening, as it is happening – so that we might choose a skillful response instead of reacting mindlessly.

Mindfulness has its origins in Buddhist traditions of meditation. It is also a key focus of several different forms of therapy and counseling.

It is important to make mindful choices:

  • To be permanently mindful of everything would simply blow our minds with too much information
  • For emotional intelligence mastery it’s important and useful to be able to choose when to be mindful

Becoming skilled at mindfulness allows you to choose when to use your immediate experience to enhance a situation or to make a situation more effective. Mindfulness requires paying attention to what is right here and now. You must become more aware of internal and external environments . . . without any judgment of what is right or wrong, good or bad, important or not.

Being “mindful” is a choice. You can be mindful at any point in time!

Five steps to improve mindfulness:

  1. Recognize the emotion
  2. Name the emotion
  3. Accept he emotion
  4. Explore the emotion
  5. Let the emotion go

Be in the moment and fully experience the emotion therein:

  • Remember that the emotion is not “you”
  • See the emotion as a separate thing floating by you
  • Watch it, experience it, and let it go

Project leadership can be difficult and challenging.  Research suggests that mindfulness can be a helpful as a tool for developing social and emotional skills for working with the challenges of project leadership.

Project leaders are often expected to provide the solutions to complex project problems. As a project leader you know that some team members see problems very differently, making it difficult to facilitate a common understanding and plan for working effectively toward a solution. In the process, you often become a “lightning rod” for conflicts, and unproductive negativity and dissent, while simultaneously getting inaccurate information because many team members are hesitant to tell you what they really think – or because we may be too defensive to hear painful information. These dynamics often put you, as the project leader, in a stressful role: wanting to appear strong and decisive, while figuring out how to get everyone communicating responsibly and working together effectively, and while you also may be confused about what the problems are and how to fix them.

Mindfulness can be helpful for working with these kinds of intense inner and relational stresses. Project leaders who are more (or less) mindful, with and without formal practice, have particular characteristics related to personality and/or social and emotional intelligence; and those characteristics have been the most important for their effectiveness as project leaders. For project leaders who practice mindfulness, your mindfulness practice will help you in your inner life and outer relationships as a project leader.

Mindfulness applied is liberating!

James L. Haner

Will Doing Less Help You Do More?


According to Kevin Cashman, author of “Leadership From the Inside Out,” we should be incorporating more pauses into our day to achieve greatness. One such pause: Be aware of how you listen.

“Listening is a big pause,” he said. “We step back . . . and we more deeply connect our thoughts and feelings to the thoughts and feelings of someone else. And it works. But not all listening is good listening. The biggest black hole of listening is when we are really posing listening—nodding our heads—but the truth is we’re not hearing what the other person is saying and we are tending to what we are going to say next. We actually need to challenge ourselves to listen . . . to thoughts, words, meaning, fears, beliefs – and when you do that, it . . . engages more of us.”

The Author’s Big Idea: Cashman’s book provides a new and essential definition of project leadership that originates in the essence of the person and radiates outward to enrich others, going beyond competencies and skill-building to character and personal development.

Project leadership is not just something we do. It comes from somewhere inside us. Project leadership is a process, an intimate expression of who we are. It is our being in action. As we grow so shall we lead. Our definitions of project leadership tend to be externalized. Most descriptions of project leadership (i.e. vision, judgment, creativity, charisma, drive, etc.), do not get to the essence of project leadership itself. According to the author, leadership is authentic self-expression that creates value. Anyone who is authentically self-expressing and adding value (to a project or) in an organization is leading. Some may self-express and create value through ideas, others through systems, others through people, but the essence is the same.

The essential themes of the book are:
o As the person grows, the leader grows. The missing element in most leadership development programs is growing the person to grow the leader.
o Most definitions of leadership need to be turned inside out, moving from viewing leadership only in terms of its external manifestations to seeing it from its internal source.
o Helping leaders to connect with their essence, their character, is central to effective executive development. Leaders who learn to bring their purpose to conscious awareness experience dramatic, quantum increases in energy, effectiveness, and fulfillment.
o Leaders who integrate personal power and results power with synergy power accelerate their leadership effectiveness.
o Leaders who work on achieving center-life balance are not only healthier, but more effective.
o Transforming leadership development programs from a series of fragmented, content-driven events to an integrated, inside-out growth process greatly enhances personal, professional, and organizational excellence.

“Leadership from the Inside Out” involves awakening our inner identity, purpose, and vision so that our lives thereafter are dedicated to a conscious intentional manner of living. This inner mastery focuses our diverse intentions and aspirations into a purposeful flow where increased effectiveness is a natural result. Many of us are in slumber. Rarely questioning where we are going and why, we go about our business and relationships day after day. Unfortunately, it often takes a divorce, a disease or a crisis, to bring us out of the depths of our slumber.

But why wait for a shocking awakening? Why not choose to wake up gently now?

James L. Haner

Are You a Confident Project Leader?


Which role will you be asked to play today? Chairman? Monitor/Evaluator? Resource Investigator? Or maybe all three?

Project leadership is more than just stakeholder matrices and Gantt charts. To be a successful project leader, you need to be a successful people leader. This requires strong communication skills both up the line and across your project team.

“If you are still in your comfort zone . . . you’re not driving fast enough.” Mario Andretti

Some project leaders who want to advance in their career are faced with an innate fear of change–even positive change that could move them forward. Here are four strategies to help project leaders move out of their comfort zones and better distinguish the positive decisions and actions that will dramatically propel their project success:
• Discover why you don’t do what you need to do
• Empower yourself and others to stay motivated
• Transform fear of change into a positive driver for success
• Face uncomfortable situations with grace and poise.

The Problem: Apprehensions, Second-Guessing and Delay
How do you respond to challenging project leadership situations, such as:
• When you have to correct a team member’s poor performance?
• When you learn of unethical behavior by someone on your project team?
• When you need to disagree with or push back on your program manager?
Most project leaders who lack confidence would either put off addressing these situations, or they would overreact and later regret the way they handled it.

One of the primary causes of low project leader confidence in situations like these is negative thinking. It erodes project leader confidence.

Negative thinking includes:
• Apprehensions (“I’m not sure if this is right.”)
• Self-judgments (“I’m too tunnel vision; I’m not considering enough options.”)
• Other-judgments (“She’s arrogant. She’s going to get it wrong.”)
It’s hard to come across as confident externally when you’re in conflict internally.

What Project Leaders Want: To Be Confident
To be confident and effective, project leaders want freedom from inner conflict.
You want to be in alignment. By alignment, I mean that your thoughts and beliefs are self-assured and on the same page. That’s when you’ll not only make and communicate stronger decisions, but you’ll trust your ability to handle whatever happens as a result of them. That’s unflappable confidence.

How Do You Get There?
A confident project leader uses the power of inquiry to examine and let go of stressful thoughts.
You can’t wish confidence into your mental state. Confidence comes from letting go of the fearful and self-doubting thoughts that all project leaders have. Even though no one else can hear them, your negative thoughts can have a dangerous impact on your behavior.

For example, let’s say that as you’re walking down the hall to a project meeting, you notice that your mind is having the thought, “This client is a bear; he’s going to hammer me on the budget, and I’ll cave in.”
A moment later, you walk into the conference room, smile at your client, shake his hand and begin talking about the project.
Based on your pre-meeting thoughts, how confident would you come across in that conversation? How would you respond to his forcefulness? And, how would you feel about yourself if you caved in to his demands?

Inquiry lets you investigate and neutralize your internal thoughts and feelings about the client and yourself as well as enhance your external behavior during the conversation. Instead of believing your stressful thoughts, be curious about them like a detective would be. Investigate whether your thoughts are true and the impact they have on your attitude and behavior.
When you’re confident, you spend more time doing and very little time worrying about what you do. It’s not that you shouldn’t think. You should seek data from multiple sources, reflect on options, and make thoughtful decisions. Those are good action steps.
But, once you’ve made a decision, don’t spend any time worrying about it.

Do what I suggest here and you’ll build project teams filled with committed, engaged team members who’ll help your project and your organization succeed.

James L. Haner

Applying Business Knowledge to Your Projects


Understanding the internal and external business environment surrounding your projects is an essential business skill for project managers, business analysts and project team members. It is impossible to work with the business and the technology stakeholders on your projects if you have no understanding of the business. This knowledge helps you make good decisions and recommendations about what should be done to define, develop and deliver projects that build solutions for business needs or problems. Taking a closer look at these skills points us to the BABOK® Guide, which breaks your business knowledge into four key areas:

  • Business principles and practices
  • Industry knowledge
  • Organization knowledge
  • Solution knowledge

While we are looking at each area, take a moment to assess your level of knowledge and competence with respect to that area.  This should help you paint a picture of your business knowledge strengths and areas for improvement within your organization and the business you are in.

Business Principles and Practices

You need to incorporate and support business principles and practices in your projects and their resulting solutions.  The BABOK® Guide defines business principles as the characteristics common to organizations of similar purpose and structure, such as human resources, finance and information technology functions. In contrast, business practices or processes vary based upon what your organization does and the size and complexity of your organization.

For example, the business principles for a large biotechnology firm are very different from the principles found at a small software start-up company. However, there may be many similarities in how their business practices work for hiring their people and getting those folks on a regular basis.

Industry knowledge

Do you have good knowledge and understanding of the industry that your organization is a part of? If not, you probably should. Understanding what is taking place in your industry can have positive impacts on your projects and their resulting solutions. You should be aware of your major competitors, partners and customer segments.

Your knowledge should also encompass your organization’s common products and product types. While you don’t have to be a project manager and a marketing wizard, some basic knowledge of the industry where you do business adds great context to your efforts.

Organization knowledge

Your organization provides the primary context for your work efforts, so understanding your organization and how things get done enables you to get your own work done and make good decisions. According to the BABOK® Guide, your organization includes its entire business architecture: business models, organizational structure, business unit relationships and key project stakeholders.

Interestingly enough, organization knowledge also includes recognizing the informal lines of communication, authority, and internal politics that are in play relative to your projects. It is very important that you speak the organizational language and use the right terminology or jargon.

Solution knowledge

Make sure you are familiar with existing systems, processes and solutions and their capabilities. This allows you to effectively identify, assess and implement changes to those solutions, ranging simple alterations to complex replacement projects. Your solution knowledge can reduce the amount of time you spend developing project requirements or assisting with solution design activities on your project. This can ultimately lead to reduced implementation time and/or cost on your completed projects.

Well, this list is a great starting point for the key business knowledge that you should be aware of and use as part of your project efforts.  You don’t have to be an expert in everything, but a little knowledge in each of these areas can be of great assistance on your projects.

Here’s to using our business knowledge and targeting project success!

Susan Weese

Project Leaders: Honor the Psychological Contract


Everyone working on the project team has a psychological contract: “I will work for you in return for my needs being met.” The needs may include appropriate pay, fair performance evaluations, and respect.

The psychological contract is based on social norms of reciprocity:

  • I will do to you what you do to me
  • Willingness

A psychological contract represents the mutual beliefs, perceptions, and informal obligations between you and the project team members. It sets the dynamics for the relationship and defines the reasonableness of the project work to be done

A poor psychological contract makes it harder to motivate the project team members.

Breach of the psychological contract

If you breach the psychological contract by not paying a fair rate, or failing to make fair performance evaluations, or treating the team member with lack of respect, it rapidly causes disillusionment, dissatisfaction, demoralization, and that all leads to “good-bye.”

The psychological contract is a model for describing how people perceive their relationship to the organization, either overall, or with its most immediate authority figure, the project leader.

When a team member joins the project team, she has expectations of what the relationship between her and the project leader will be, based on her past history, and how the project leader treats her. As she works on the project team, these expectations are reinforced or changed or stay the same based on her experience.

Real world example: a friend of mine, with young children, joined a small consultancy organization (who knew she had small children). She arrived at work later than she had planned on her first day, because her eldest child had wanted her to stay at the nursery, and she found it difficult to leave her — until the child calmed down.

When she arrived, nothing was said, but later in the week, she was called into the project leader’s office, and accused of showing lack of commitment for arriving late, and for leaving on time each day (to collect her child from the nursery). She is now thoroughly “ticked off” and looking for a new job, because she feels that the organization has an inappropriate psychological contract (work late if you want to get ahead, don’t step out of line, etc.) They lost an expert database specialist and intelligent person, who would have given them a lot more if they had operated in a way which took her needs into account.

All project teams have their particular pattern of behavior towards their project team members: which shows itself in symbols such as offices for the project leaders and special perquisites for executives, or conversely, in more egalitarian styles of working which say in effect, all of us are treated the same. Project team members get very good at reading the complex messages that are transmitted by the project leader, and these have a profound effect in influencing the psychological contract.

In summary, you must act in ways that enhance the psychological contract toward individuals and the team:

  • Be seen to act fairly
  • Encourage the team as a whole
  • Work with the diverse individuals you manage to help them do their best

What actions can you apply with your team to build their psychological contracts?

James L. Haner

How Successful Project Leaders Channel Their Anger


Average project leaders focus on results, and that’s it. Good project leaders focus also on the behaviors that will get the results. Successful project leaders focus on the emotions/feelings that will drive these behaviors.
One emotion that shapes our behavior is anger. Martin Luther King Jr., whose 84th birthday was last month, knew of the power that came from anger.
Effective project leaders experience anger. It wakes us up and makes us pay attention to what is wrong on our projects, or in ourselves. Without anger, we would not have the awareness or the drive to fix what is wrong with our team mates, the budget, or the schedule.
Let’s be real here. I don’t want you to hide your anger; I want you to channel your wrath into a higher purpose.
Wise project leaders do not ignore their anger, nor do they allow themselves to get consumed by it. Instead, they channel the emotion into positive energy to make changes and drive them to stay on purpose. They use it to change the project game. And they allow team members to display their anger so they, too, can channel the emotion into energy to make changes and drive them to stay on purpose. In the words of M. L. King in Freedomways magazine in 1968, “The supreme task [of a leader] is to organize and unite people so that their anger becomes a transforming force.”
Here are some questions for you to determine your relationship with anger.
• Are there any project situations that you’re ignoring that instead should fire you up? For instance, your project is not delivering products, services, or results on target, on time, or on budget? Maybe you could get in touch with your feelings of anger, frustration, or disappointment and channel them into positive energy?
• How often are you angry and show it? Does anger control you, or do you control it?
• Can you tell when team members are angry, or when they could be angry for the right reasons? How can you help team members channel into positive energy?
In my project leadership class, Leading Teams: Improving Productivity Through Teamwork, we discuss tips, tricks, and techniques project leaders can use to master anger. We teach you how to use deep breathing or take a pause when you feel yourself becoming bitter; or, you can reframe the situation and challenge yourself to see it from a different point of view.
Mahatma Gandhi taught Martin Luther King, Jr .how to deal with anger: “I have learnt through bitter experience the one supreme lesson to conserve my anger, and as heat conserved is transmuted into energy, even so our anger controlled can be transmuted into a power that can move the world.” (Young India journal, September 1920.)
Get angry. Make things happen . . . TODAY!


Learning Tree logo

Project Management Training

Learning Tree offers over 210 IT and Management courses, including Project Management training and Business Analysis training.

Enter your e-mail address to subscribe to this blog and receive notifications of new posts by e-mail.

Join 209 other followers

Follow Learning Tree on Twitter

Archives

Do you need a customized Project Management training solution delivered at your facility?

Last year Learning Tree held nearly 2,500 on-site training events worldwide. To find out more about hosting one at your location, click here for a free consultation.
AnyWare live, online training

*PRINCE2® is a registered trade mark of the Cabinet Office.


Follow

Get every new post delivered to your Inbox.

Join 209 other followers

%d bloggers like this: