Project Management

Implement simple adjustments to your current Project Management Processes* so as to:

➢ Transform your project organization charts into networks of committed people, enabling your Project Managers to see to it that the right people look after the right things, the right amount, at the right time (i.e. ensuring that Murphy** is not a member on any of your project teams).

➢ Get all the people in the Project Environment singing the same tune, understanding and agreeing as to who is accountable, for what, to whom.

➢ Get and maintain adequate stakeholder involvement and commitment by “pulling” them (managing their interest) along, throughout the whole Project Life Cycle, instead of “pushing” solutions down their throats, usurping the ownership of the solution from those who will have to live with it.

➢ Ensure that the organization’s strategy is kept in synch with the rapidly evolving situation of your projects.

➢ Close the communication gap between you and your clients and / or suppliers.

➢ Secure adequate Senior Management involvement throughout the project life cycle.

➢ Adjust the format and agenda of your Project Meetings to ensure that any committee the project is reporting to is helping the Project Manager, instead of critiquing him/her.

➢ Modify the status reports such that, instead of being “literary epics in the art of covering ass” focusing on the past and present, they become an instrument for the Project Manager to refresh everyone’s (Senior Management, Client and Stakeholders and Deliverers) commitment to the future and manage these different trust relationships.

➢ Develop your people and expand the available pool of future good project managers.

Provide Project Management training.

Line Management

Implement simple adjustments to your current Line Management Processes* so as to:

➢ Transform your Organization Chart into a network of committed, people enabling your Line Managers to see to it that the right people look after the right things, the right amount, at the right time (i.e. ensuring that Murphy** is not an employee of your organization).

➢ Get all the people in the same line environment singing the same tune, understanding and agreeing as to who is accountable, for what, to whom.

➢ Adjust the format and agenda of your boss-employee meetings, to ensure that it promotes the refreshment of their respective commitments and the management of the trust relationship between the two parties.

➢ Enable your line managers to get more productivity out of their employees and their employees to improve the quality of their working lives.

➢ Eliminate the root cause behind the “I have too much work” syndrome.

➢ Empower (a word which has unfortunately been used carelessly) your people by introducing an understanding of the management process where, the management function is delegated down by the delegator and, the delegation function is managed up by the delegate.

➢ Enlist, the participants to your group / team meetings, in a process where they will have fun improving the effectiveness of your meetings.

➢ Develop your people to expand the available pool of future good line managers.

Provide Line Management training.

Service Management / Customer Satisfaction

“It’s not about whether your service is good or bad, it’s about whether your people care about service”. Michael Howe, Who Cares Motivational Systems.

Implement a Service Management Process or simple adjustments to your current Service Management Processi so as to:

➢ Enable your Account Managers (client / supplier) to establish and maintain a network of committed people that see to it that the right people look after the right things, the right amount, at the right time (i.e. ensuring that Murphy** is nowhere to be seen whether it be on the supplier or customer side).

➢ Get all the people in the client / supplier environment singing the same tune, understanding and agreeing as to who is accountable, for what, to whom.

➢ Close the communication gap between you and your clients / suppliers.

➢ Empower all the members of your organization, connected to a particular service, to be service conscious and, help with improving that service.

➢ Implement a win-win (client / supplier) mechanism for measuring and improving service.

➢ Produce “service status reports”, that are an instrument for the Account Manager to refresh everyone’s (Senior Management, Supplier, Customer) commitment to service improvement regarding his/her different accounts and for managing the different trust relationships.

Provide Service Management training.


* I have learned that the only way people can favorably change their behavior on the job is by participating to management processes that encourage the desired behavior.
** Murphy of “Murphy’s law” is this virtual individual who ends up grabbing responsibilities which have fallen “between the cracks”. It is said that he then sees to it, that the worst happens at, the worst possible moment for that specific responsibility.