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Skills For Project Managers

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Most people have one. Yet attending to their demands and idiosyncrasies can be nerve-wracking. Wise people engage good boss management strategies. After all, bosses are not exalted and invincible gods. They are human beings with special roles and authority as well as the requisite levels of human weaknesses, problems and pressures.



Assess Leadership Style

Recognize leadership skills inherent in your own boss. This assists you to better understand your boss. You also benefit by becoming a better manager.

Leader #1: The Press Leader

These leaders pretend to be drill sergeants. Low self-esteem and a strong fear of failure drives them. They are impressed by outward displays of project management and busyness.rather than by results. The leader treats people as expeditors who obey orders. They tolerate no mistakes. Trivial details snare their energies and attention. They oversupervise and manage by punishment.

How to handle The Press Leader: Quickly discover on-the-job limits. Determine whether your boss is simply tough or ruthless. The tough leader precisely delegates authority balanced with appropriate responsibility. The ruthless one disregards human factors. If you choose to resist the press leader, do it privately, not within view of colleagues. This way your leader will not lose face. Support your position with plenty of evidence. Otherwise you lose.

Leader #2: The Laissez-Faire Leader

This leader abandons staff. These leaders provide little or no support in tough times. They stipulate little of what is expected of employees. They provide virtually no project management guidance on how to accomplish tasks. While the Press Leader may hover over an employee's shoulder, this leader does nothing to train or guide. The Press Leader overmanages. The Laissez-Faire Leader overlooks.

Managing The Laissez-Faire Leader: The individual who is self-motivated and needs little praise will work well under this type of leader. This leader craves facts such as costs, statistics and research findings. Provide these facts and figures for your boss, while at the same time trying to stress some human elements. Encourage your boss to clarify exactly what is to be accomplished.

Leader #3: The Participatory Leader

The Participatory Leader is adept at communication procedures. Under this type of boss, employees are given precise feedback and recognition when deserved. The Participatory Leader strives to involve employees in the assessment process. He or she is inspirational and innovative. The Participatory Leader customizes the type and amount of feedback required for each employee.

Managing The Participatory Leader: The most effective way of dealing with the Participatory Leader is to feed back the same techniques that he or she uses with subordinates. Keep them informed of what does and does not work. Since this type of leader is interested in results, your opinions will be heeded.

Leader #4: The Develop Leader

This leader goes a step beyond the Participatory Leader. The Develop Leader fosters staff self-esteem, autonomy and competence. Techniques for success are isolated and taught to subordinates as the need arises. The Develop Leader empowers staff and nurtures a feeling of reverence, not in the boss, but in employees themselves.

There is often a high staff turnover rate for employees of develop leaders. But it is a good one because it is upward. Because this type of leader creates such a high level of competence amongst the ranks through professional development and project management, there is always someone to take over when someone moves up.

Keep Your Boss Happy

• Learn what your boss expects and values.

• Strive for high quality results.

• Solve as many problems as possible without the help of your boss.

• Keep your boss informed.

• Be your strongest critic.

• Get regular feedback from your boss.

• Differ with your boss only in private.

• Save money and earn revenue.

• Be a good leader yourself.

• Promote only valuable ideas.

• After all. Your boss is not interested in the storms you encountered, but whether you brought in the ship.
Skills For Project Managers
Even when a good governance structure is in place the structure of an IT project is more important than is often assumed. The structure can make estimating difficult, and make it impossible to deliver whilst retaining the confidence of the management and external stakeholders. Yet the structure is often assumed without proper debate - either with the customer or with the project team.

Many organisations and project managers still like to use the so called 'waterfall' method of controlling IT projects, because they believe it gives them greater commercial control, and allows fixed cost projects. This method splits up the total project into a series of logical steps :

- Work out what items should be done

- Estimate what these will cost.

- Agree these definitions and costs.

- Undertake formal design.

- Build the items.

- Test the items.

- Deploy and use the items.

The waterfall method can appear to offer a clear logical path from inception through to completion. The commercial control supposedly occurs because the facts are determined before agreement is reached, thereby allowing the following steps to be controlled within an agreed financial framework.

If the project uses 'well known' technology or is very similar to previous projects then the waterfall method can be successfully used. Where there is a substantial part that is new, or uncertain some serious issues exist with this approach.

In some cases the proportion of the total project costs and time that need to be spent before sufficiently precise estimates are generated can be substantial. Clients and suppliers can disagree whether this should this be free or paid for. In many cases a messy compromise is arrived at where the costs of the business analysis and estimation will be paid for ( or at least negotiated about ) after it is decided whether the project is to be accepted.

In other cases it isn't certain that people are good at thinking through complex systems with sufficient accuracy to make the design 'fit for purpose', prior to some good 'proofs of concept'.

Quite apart from the difficulty of identifying the 'facts'; the fixing of features up front can lead to an 80/20 split where 80% of the costs produce 20% of the benefits and vice versa. This should give most clients cause for concern.

There can also be significant change in the business requirements during a project of 2 or 3 years duration. This has encouraged the move to Rapid Application Development ( RAD )

Good estimates are difficult

It is difficult to produce good estimates. Increasing the granularity can lead to estimating safety margins being accumulated ( if say the minimum estimating unit is 1 day - then something that took 1 hour would be recorded as 1 day giving a 7 hour accumulation per task of this length).

Estimates need to be distinguished from use of historical data to give timings. But the latter need to be very carefully annotated and used to ensure they are being used properly.

Perhaps the thought that 'estimation should be democratically controlled, and execution involve authoritarian methods rather than as often happens the other way around'; is one of the most useful maxims here.

Acceptance of the facts

It is very difficult to know the extent to which the ultimate customer actually has bought into the design and estimates being produced. There may in fact be no acceptance other than of 'that is the way our supplier chooses to do things' giving the opportunity for later disputes.

In some projects it can be very difficult to establish who is entitled to sign off documents as correct on behalf of the organisation. This makes any approach other than time and materials problematic.

Rapid Application Development ( RAD )

Rapid development techniques are now accepted in many cases. These methods involve using a number of iterative prototypes are built to give the customer greater control over the finished result. Thus the analysis, design, build and test sequences of the whole project is split into a number of successive cycles.

There are, however, unanswered questions about the range of IT projects for which RAD is suitable, and issues about whether all of the suggested elements of RAD are as important as one another. For instance some approaches time box 3 to 6 week periods, whilst others simply allow incremental delivery over a number of months. Yet others regard the complete incorporation of automated unit testing into the coding ( build ) stage as perhaps the most important contribution.

There are numerous variations on RAD, including pairing - where two programmers work together with one writing tests and the other writing code to satisfy those tests. There is still a real need however to prioritise the efforts.

Some of the serious criticisms of RAD are that it can allow scope creep, lack of rigour, and cost overruns. It can be particularly difficult to stop 'gold plating' on particular easily understood elements (e.g. the user interface) at the expense of underlying functions that are more complex and less easily explained or understood by business people ( when the latter are involved in the assessment of each iteration ).

Here again, therefore, we encounter evidence that the structure of the project can have substantial impact on the viability of the development.

There are a number of problems therefore with both traditional and RAD methods of controlling custom and or complex IT projects. Many projects would be improved if expert help and more time were spent restructuring the project at the start to help the IT supplier clarify the design choices and the IT client clarify the business requirements. Whilst this does involve an explicit acceptance that money will be spent 'investigating' and 'researching'; this is actually nothing more than bringing present good practice out into the open.
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About Author
Both Canadian Management Centre & Vernon Riley are contributors for EditorialToday. The above articles have been edited for relevancy and timeliness. All write-ups, reviews, tips and guides published by EditorialToday.com and its partners or affiliates are for informational purposes only. They should not be used for any legal or any other type of advice. We do not endorse any author, contributor, writer or article posted by our team.

Canadian Management Centre has sinced written about articles on various topics from . Harry Mingail has taught/teaches Basic Project Management, for Administrative Professionals, Information Systems, and Senior Proj. Canadian Management Centre's top article generates over 1600 views. to your Favourites.

Vernon Riley has sinced written about articles on various topics from self improvement and motivation, Internet Marketing and Home Internet Business. Vernon Riley is a senior consultant who understands both project management and technology. He has 20 years experience of major IT projects, and the difficulties of delivering complex projects. He can be contacted via. Vernon Riley's top article generates over 40500 views. to your Favourites.
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