Posts Tagged 'project success'

A Quick Mindfulness Exercise for Project Leaders


What is mindfulness?

Mindfulness is the act of being intensely aware of what you’re sensing and feeling at every moment — without interpretation or judgment. Mindfulness is focusing your attention on what is happening right now; paying attention to what is real for you right here and now . . . without thinking that it is good or bad, important or not or right or wrong.

Spending too much time planning, problem-solving, daydreaming, or thinking negative or random thoughts can be draining. It can also make you more likely to experience stress and anxiety. Practicing mindfulness exercises, on the other hand, can help you direct your attention away from this kind of thinking and engage with the world around you.

Here are four times when you might choose to be more mindful:

1. To help gain greater control of your verbal and nonverbal behavior to reduce stress and anxiety

2. To learn more about how you are reacting in the moment; less negative thinking and distraction

3. Preparing yourself prior to entering a crucial conversation

4. To reduce anxiety and calm yourself; improve your mood.

A Quick Mindfulness Exercise

  • SIT . . . upright in a chair; be alert, relaxed, and looking forward
  • CLOSE . . . your eyes
  • BREATHE . . . Sit in a quiet place with your back straight, but relaxed. Feel your breath move in and out of your body. Let your awareness of everything else fall away. Pay attention to your nostrils as air passes in and out. Notice the way your abdomen expands and collapses with each breath. When your mind wanders, gently redirect your attention to your breath. Don’t judge yourself. Remember that you’re not trying to become anything — such as a good mediator. You’re simply becoming aware of what’s happening around you, breath by breath.
  • SEE . . . while staying still, open your eyes; notice five things at the edge of your vision; notice five things in front of you
  • LISTEN . . . what do hear far away?  . . . what do you hear near to you?
  • SMELL . . . Can you notice three different smells?
  • FEEL . . . your body in the chair  . . . Are you tense, aching? Relax each part of your body.
  • EXPERIENCE . . . yourself “in the moment” . . . “in the now”
  • Stay in this mindful state for as long as needed

For the focused breathing exercise, you’ll need to set aside time when you can be in a quiet place without distractions or interruptions. You might choose to practice this type of exercise early in the morning, before you begin your daily routine.

Aim to practice mindfulness every day for about six months. Over time, you might find that mindfulness becomes effortless. Think of it as a commitment to reconnecting with and nurturing yourself.

For more information on mindfulness, see Learning Tree, Intl. Course #3405: Developing Your Leadership Voice for Presence and Impact.

James L. Haner

Susan’s Top Ten Skills Shared by Project Managers and Quilters


In addition to being a project manager, I am also a patchwork quilter.  Last week, a buddy of mine asked me if I thought there were any similarities between the skills required to manage projects and the skills required to make a patchwork quilt.  Absolutely!  Here is my list of the top ten skills shared by successful quilters and project managers.

Paying attention to detail. Quilting and project management both require you to pay attention to the details of what you are trying to accomplish, every step of the way.  Quilting tends to be a project of one person where you plan, execute and manage yourself while my projects tend to be large, collaborative efforts in an organization that is trying to change the way they do something or to make something they are currently doing better.  In either case, you need to be able to define and manage the little bits and pieces of your project as you perform the work required to get to the end of your project and be successful.

Defining the big picture.  On the flip side, understanding the scope of your project is also very important to quilters and project managers alike.  If you don’t know the totality of what you are trying to accomplish, you will find it is difficult, if not impossible, to achieve that something. You can’t pay attention to the details and make adjustments along the way of you haven’t defined what the scope of your efforts will be.  As a quilter, this impacts your schedule and your budget for purchasing all those lovely fabrics you plan to use.  On a larger project in an organization, you have resource skills, availability and a host of concerns that could impact the scope of your efforts.

Targeting a desired end result. My mother always says that it is hard to get somewhere if you don’t know where you want to go.  The same is true for both quilters and project managers.  Without a destination in mind, typically defined as your final outcome or solution, getting to that end point is going to be challenging.  While one key art of planning is defining the scope of your efforts, you also have to know the path you plan to take when doing the work to build that final outcome you are targeting.  Once you know where you are going and where you want to be, there are often many paths that can successfully take you there.

Planning, planning, planning. Planning and re-planning are simply a way of life for project managers and quilters!  If you don’t have good planning skills and a solid approach to doing that planning, it is easy to miss something or someone along the way. I tend to use top-down planning in my large projects and a combination of top-down and bottom-up planning for my quilting projects.  My quilts often start out with a pleasing selection of fabrics I would like to use, and then get combined with a quilt pattern that I feel would present them to the best advantage.  Sometimes I also choose patterns that force me to increase my piecing skill levels just for fun.

Using tools to get the job done. Where would we be without tools?  Project management tools, word processing tools, communication tools, sewing machines, rotary cutters and web-based fabric shops with all the latest fabrics, oh my!  The trick is knowing what tool you need and being able to use that tool effectively when you need it.  This is true for quilters and project managers in equal measure.  As a project manager, too much tool time and not enough people time can result in a less-than-successful project.  As a quilter,  too much sewing time and not enough “looking at your work and laying out the pieces” can result in a quilt that is perfectly sewn but not pleasing to the eye.

Communicating with stakeholders. Communication is an essential part of managing projects.  There is a reason all those studies out there tell us that poor communication is the #1 cause of project failure.   Funny enough, quilters need to communicate as well – with one another and with other folks they want to share their creations with or possibly sell their creations to. Many quilters (myself included) have quilt blogs where they discuss their latest project and share tutorials on a wide variety of topics.  There are many, many project management and quilting conferences out there where you can meet your peers and learn new things.

Managing your supply chain. Supply chain management can be daunting to even the most experienced of project managers.  Just ask folks who manage manufacturing operations what happens if there is a kink in their supply chain for essential raw materials.  Quilters also manage their supply chain, although most of us end up with a serious stash of unused fabric and fabric scraps from our previous projects.  Project managers don’t usually have the luxury of building a stash of the goods and materials required for their projects.

Building (and hopefully sticking to) a project budget. Most projects come with a budget and a timescale built-in.  I call these numbers “constraints” since typically those numbers were chosen based upon a very high-level definition of what needs to be done.  When you are managing within the context of the triple constraint – time, budget and scope – something has to give in order to bring your project to completion in the real world. This is also true for quilters.  You can’t make every cool quilt pattern you see in a book or a magazine, you have to select, prioritize and do the things that matter most to you.

Capturing and applying lessons learned. Where would we be without lessons learned?  If formal lessons from previous projects are available to you in your organization, you are a step ahead of most folks.  Most of the time, we learn these lessons through the “word of mouth” method from our peers, team members and other stakeholders. As a quilter, I keep my own informal list of lessons learned, also known as “mistakes not to be repeated”.  In either case, lessons learned are an essential part of doing our projects better over time.  This principle holds true whether your project is a patchwork quilt with a team of one person or a new, mission-critical IT system.

Identifying  issues and risks. In quilting, the issues and risks certainly spice up piecing and constructing a quilt.  On a work project, issues and risks can sometimes get in the way of a successful project outcome.  The sooner you identify and assess these issues and risks, the better off you are. Nothing hurts more than being surprised by the “one that got away” or the risk you missed until it showed up on your doorstep and said “hello”.

Well, there you have it.  As always, these skills need to be balanced based upon your project situation to get the best fit. I am curious if you have anything to add to my list from a project manager’s or a quilter’s point of view. If you are looking to refine or validate your communication skills, take a look at Learning Tree’s 4-day course on fundamental project management skills.  This course is certainly a great place to begin or revisit how well you are managing your projects and your project team members and to learn some new skills and techniques for managing them even better still.  You can also check out my quilting blog at to see what I am up to these days on my personal quilting projects.

Susan Weese

APMG-International Showcase Canada, 01 May 2013, Allstream Center, Toronto


The North American APMG-International Showcase will be held on Wednesday, May 1 at the Allstream Centre in Toronto. Last year’s inaugural event in Ottawa drew presenters and delegates from across Canada. This year’s event has another great agenda of speakers presenting on Best Practices such as PRINCE2, Management of Portfolios (MoP), Managing Successful Programs (MSP), Managing Benefits and Change Management.

There are some wonderful speakers and topics being addressed, including Cheryl Simpson’s presentation on using PRINCE2 to improve ITIL practice implementation success. Her session looks at the key deliverables along with people, process, products and partners to achieve success and highlights typical ITIL challenges and how to overcome them with PRINCE2. I met Cheryl when she was attending one of my courses at Learning Tree in the process of obtaining her PRINCE2 instructor certification.

Keith WIlliams and David Smyth of APMG-International will headline a session titled “The Future of Project Management.”  This session takes a look at the big questions for Project, Program and Portfolio leadership and how they deal with increasingly complex projects, which typically experience higher failure rates.  How do they determine if the current project management processes and capabilities are able to deliver success continuously and consistently? How do they ensure that their project managers and projects controls will continue to keep pace with the organization as it develops? Now this sounds like a session worth attending!

Another favorite session topic of mine is Erika Flora’s session about leveraging the two “big dog” project management standards, PRINCE2 and the PMBOK Guide, to successfully manage your projects. This session takes a look at how the two approaches teach complimentary and uniquely valuable concepts within project management. Flora thinks that using ideas from both can help today’s Project Manager better manage projects and achieve overall project success. Her interactive session will provide an overview of PRINCE2 and PMI’s PMBOK Guide, how the two approaches complement one another, as well as ways to incorporate the two project management “best practices” in everyday activities.

Check out all the speakers for the day on the event website.  Looks like quite a showcase of Canadian project management practitioners and project successes!

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

Addressing the Communication and Collaboration Challenges of Remote Teams


Communicate, communicate, and communicate! On any project, you must ensure that mechanisms for effective communications are firmly in place and well understood. The more geographically distributed your team members and stakeholders are, the more you and your project are at risk of mis-communicating or simply not communicating at all.  It is well-known that poor project communications can lead to project failure or perhaps a lukewarm end result. Collaboration is equally as important, and is based on clear and efficient communications across your project life cycle. You, the project manager, are responsible for keeping everyone on target and everyone in the communications loop.

As a project manager, you are responsible for engaging and motivating your team and your project stakeholders.  A motivated team typically has an increased commitment to the project objectives. There are a number of ways to motivate the team, including coaching and mentoring activities. Of course, it is always easier to motivate folks when you can speak with them face-to-face versus dealing with them at a distance.

While you are allocating, assessing, and leveling your project team resources, you should be thinking about how to keep those resources engaged and committed to the work at hand. The rewards and recognition policies that you create for your team should reflect the distributed nature of your team and fairly recognize folks for their achievements regardless of their location.  A project team charter might be helpful in setting the ground rules for your team and in addressing diversity, awareness issues, and ethical standards of behavior.  One of the best project team charters I have ever seen was created by my team in my absence, agreed upon and then presented to me as a done deal.

Remember to work closely with your project team members and your key stakeholders to effectively define and implement new solutions. As the project manager, you set the bar for establishing a collaborative working environment where everyone shares the ownership of the team goals for the project. Experienced project managers are quite good at building effective working relationships with others in order to enhance the quality of team communications and reduce conflicts.

Another key aspect of teamwork is the ability to motivate both yourself and other members of the team. You will often find yourself using your motivation skills to energize your fellow team members and project stakeholders in order to achieve a high level of project performance and to overcome any barriers to change that exist within the organization and the user communities.

Working in virtual project teams also requires you to manage and address conflicts. The basic types of conflict you will encounter are emotional and cognitive. Emotional conflicts stem from personal interactions, while cognitive conflicts are based upon disagreements on matters of substantive value or impact on the project or organization. Resolution of cognitive conflicts requires the team to focus on examining the premises, assumptions, observations and expectations of the team members. Working through such problems can also strengthen the foundation and performance of your project team as a whole. Over the years, I have found that many conflict situations on my projects encompass both emotional and cognitive elements.

Don’t forget that project communication is multi-dimensional. You will get information from everyone, sift/sort/repackage that information and distribute it to others. On a large project, using technology and document management systems is a “must do”.  In order to provide timely and accurate information to your project stakeholders, you must address project performance status, notification of change requests to the project team, internal budgetary information, external government and regulatory filings, and any public announcements about your project.

Distributing communications messages to stakeholders can be done informally or formally, electronically, verbally or on even on a piece of paper.  Most of us commonly use email, presentation, voice mail and written reports regularly concerning technical, managerial and process aspects of the program. There are many techniques for distributing information, such as your basic set of communications skills (the sender-receiver model), information retrieval systems to share program information between team members and stakeholders, and information distribution methods to collect, share and distribute information to stakeholders.  These information systems include meetings, documents, filing systems, electronic communications tools, conferencing tools, and even project management tools.

Equally as important as engaging your team is your ability to engage your project stakeholders.  Sometimes it can be quite challenging to get them involved in and interacting with your project and your project team. I have found that having a stakeholder register and inventory of everyone involved and their role on my project to be quite helpful. Project teams also need to work with stakeholders to learn about, track and prioritize their issues and concerns. Monitoring stakeholder participation is a great way to identify non-participation of stakeholders and the associated risks of their lack of involvement. Performing root cause analysis to identify and address the causes of this lack of involvement is also recommended, particularly in a more distributed or virtual work environment.

Remember, there are many challenges present in a distributed or virtual project environment.  The more geographically distributed your project team and your stakeholders are, that harder you need to work to communicate and collaborate with them in order to meet the project objectives and get the work done. If you are looking to refine or validate your communication skills, take a look at Learning Tree’s 4-day course on fundamental project management skills.  This course is certainly a great place to begin or revisit how well you are managing your projects and your project team members and to learn some new skills and techniques for managing them even better still.

Susan Weese


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