One of the most frequent questions we are asked is how we, as outsourced project managers, can expect to deliver superior results for our clients over internal project managers. The perceived challenges we supposedly face include having to adapt to a culture, learn a product, meeting the people, and working within a new team.
Some of these concerns are standard questions to outsourcing anything, but when it comes to project management, often these perceived obstacles to success are actually accelerators. We often step into an environment where the strengths of being an employee of the company, someone who knows a product and the people, doesn’t translate into being a strong project manager.
Each of our project managers come with a skillset for getting the job done which requires knowledge of the industry, executive management skills, motivation ability, and working with their peers and their bosses brilliantly. This allows for easy integration into managing a project team. But to accomplish this, Waddell Group requires members of our team to check their ego at the door. This is necessary because the success of the project we have been hired to run must be owned by the team and company of the project we have been hired to lead, and not our very talented project manager.
Along with this, our project managers are technical project managers and very skilled at getting medical devices through design, testing, submission, studies and ultimately launch. It is having this experience with multiple companies, on numerous projects, in many environments that gives us the ability to adapt, manage and run a project successfully. The strengths of the companies we work with, including their culture, products and people must conform to the process of taking a medical device to market. We are immensely skilled at managing that process. This is why our clients bring us in – they know what they want done and we know how to do it. This is also why we have so many success stories.
By Rich Gall [email protected] 651.214.5761
Wouldn’t it be great if everyone wanted to attend your project meetings? I am not saying anyone should be rolling out a red carpet anticipating your entrance into the meeting, but it would be nice if you put on a meeting where people were enthusiastically engaged.
Well, that should be happening.
If you are scheduling and running meetings that are pointless or unconstructive, your team is not going to give you their best work, because clearly, you are not giving them your best.
Attributes of an effective team meeting
In addition to wanting people to feel excited about meetings and be actively engaged, there are a few other things that make up an effective meeting:
- Decisions are made and kept
- Dependable – meetings always occur
- Candid dialogue occurs
- Conflicts occur and are handled constructively
- All commitments, actions, milestones are tracked
How to run an effective meeting
Here is what you really want to know – what you need to make a meeting successful:
- Clearly articulate the purpose of your meetings. People love to know what is to be accomplished.
- Build team culture of schedule and quality. Don’t put up with the question “do you want schedule or quality?”.
- Demonstrate weekly urgency – means looking forward to the upcoming week and capturing what needs to be accomplished during the next week.
- Always know where project is vs. where it should be on your project schedule. Track the project tasks.
- Ambiguity is the enemy – decide! Use team meetings to make decisions so your team can confidently move forward.
Take the advice above and apply it so you are giving your team your best. If you provide them with structure and communication channels, they will have what they need to keep the project on track and you in the loop.
Project management needs people
Project management is a profession that will never be done by an app or machines. It needs people and here’s why:
Work gets done through people
On the most basic level, project management software and tools can tell you where you are and what needs to get done, but only with the input from a human. For example, Asana is an amazing app for task management, but in no way can it run a team without a human. Businesses need real, live project leaders to assess and manage risk, manage conflict and motivate the team.
Team loyalty and relationships matter
When a project leader fosters a relationship with the project team the team becomes loyal to the project leader. That loyalty leads to the team feeling invested in the success of the project and in helping the project leader succeed. For example, at the end of a project when all the balls a project leader has been juggling begin to fall, a loyal team will be there to help the project leader manage catch the balls rather than watching the project leader struggle. The relationship a project leader builds with the project team is priceless; a project team will never feel loyalty toward a machine.
Stakeholder relationships matter
The power of stakeholders is often underestimated. Project leaders confer with the stakeholders at the beginning and end of a project, and ignore them during the project – but this is a missed opportunity. Project leaders can and should foster relationships with the stakeholders in addition the project team because stakeholders tend to be well-connected people – and well-connected people are an invaluable resource to project leaders when something goes wrong or experts need to be brought into a project.
Rest easy project leaders. While it seems as though machines, software and apps are replacing people in the workplace, your ability to think critically and form relationships makes you irreplaceable.
You have probably noticed we use the term “project leader” more often than “project manager.” That is no mistake. The two terms are not synonymous and we believe project leaders have the ability to take projects and teams to a whole other level.
What is the difference between project managers & project leaders?
A project leader is a project manager, but a project manager is not necessarily a project leader.
Both managers and leaders are professionals who are tasked with planning, executing and closing a project. Both are in charge of a project team, but only project leaders inspire and motivate that team. Project leaders take the time to get to know the team, keep them in the loop and act as mentors.
Why does it matter?
Both project managers & project leaders get the job done, so why should businesses care? In short, project leaders don’t just get a project done; they improve communication, employee satisfaction and quality of work.
One of a project leader’s most time consuming tasks is team management. People make projects happen, but people have lots of needs. You can’t force a team to get work done by showing them numbers, charts or angry emails from stakeholders. Well, you can… but it won’t be quality work and you will not only have angry stakeholder, but also disgruntled employees.
Project leaders understand that. Project leaders understand the value in listening to and addressing employee concerns. They understand the importance of constructive criticism and showing gratitude. Project leaders inspire employees and strengthen teams.
For more, check out this great article from Executive Brief: