Key Performance Indicators (KPIs) help an organization define and measure progress toward organizational goals.
Do you have good KPIs defined? Are they ones that reflect your organization’s goals, ones that you can measure and that you can use as a performance management tool? Find out how to get them at Making Performance Meaningful
Posted in advice, Continuous Improvement, Job Skills, leadership, Management, MPM Reviews, Work
Tagged advice, business, Job Skills, leadership, Management, performance
If you are the senior manager responsible for a project, here are a series of questions to ask yourself at the start to ensure success!
If you would like advice on any of this then Wisewolf Consulting will be happy to help! You can contact us at this link
Posted in advice, change, Change Competence, Competencies, Programme Management, Project Management, Work
Tagged advice, business, business change programmes, change, governance, IT projects, Job Skills, leadership, Management, organisational change, Programme Management, programmes, Project Management, Project Sponsor, projects, SRO, support, tips
A competency framework for project and programme managers!
If you plan a career in project and programme management or if you employ project and programme managers and want to assist them in their professional development you will find the document at this link invaluable! It is a competency framework for the programme and project management profession produced by the UK Department of Work and Pensions.
The DWP has a long and successful history of delivering major IT and organizational change programmes. They take the professional development of their staff very seriously indeed and it would be a pity if the work they have done to develop this was not available a wider audience.
But, be warned if you recruiting – you will be very lucky indeed if you find someone who can demonstrate all these competencies to a high level. If you find someone value them highly – they are like gold dust!
Here is the document.
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Common causes of contract failure – summary of NAO Report at Making Performance Meaningful – the G&W Consulting blog – link
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Some years ago I had a major change to manage and we needed to transform delivery of one group of services, If the in-house team couldn’t improve performance, while reducing costs, they would be out-sourced! The service lead had no experience of change management but she learned quickly and the whole exercise turned into a major and very public success.
At the end of it I gained a change manager and but I lost a very good service lead. She was no longer interested in operational management and making incremental service improvements. She wanted to do the big stuff – organizational change – and the world is short of people who can do that well! Had she stayed, I thought she, and we, would have been frustrated! She moved on to a sister organization very quickly and has done very well since!
Some outstandingly good change managers need the buzz of change around them! And it is true that if they can’t find positive changes to make they may start “fixing” what doesn’t need to be fixed – negative change rather than positive – fine difference!
With the benefit of hindsight, I regret letting her go! I know now that I could have found a better way to use her and she would have become an ever more valuable resource. What can you do as a manger if you find yourself with someone like this on your team? You want to get the most from them, while still helping them to feel satisfied with what they are doing?
Is there something else for them to fix? Let them find it!
These kind of people (and I have to own up now, it does include me) love the challenge of fixing something! Have you got something you think could be improved? Most of us have something! Turn them loose on your organization and ask for their recommendations. It’s important though they understand you may not implement all their recommendations, but make sure they, and others, understand you are still interested in hearing what they have to propose! But keep an eye on where they are! You may need to re-direct them to places they can make a difference before they waste time and energy on something that will leave them feeling frustrated. Help them understand that their energy and insights are better applied in another area.
Make them justify
If they are interested in making a change and you sense there is a potential benefit from their ideas, don’t just accept them off the cuff. Make them package them, think them through to completion, and present them as coherent, well analyzed plans, rather than coffee napkin ideas. What is the driving reason for the change and how does it fit in with your vision for the organization – is the time right? What are the costs and benefits really going to be?
Not only will you be helping them develop the skills of executing their ideas to completion – something many rapid changers have an issue with! But you are developing their abilities and potential for more senior management as they become a very valuable asset for your organsiation
Posted in advice, change, Change Competence, Continuous Improvement, Job Skills, leadership, Management
Tagged advice, business, change, Job Skills, leadership, Management, organisational change, resource, tips
